Harold J. Leavitt, a close colleague of Kurt Lewin and a specialist in group dynamics, is interested in how the organization influences the motivation and performance of small groups.
He concluded that egalitarian structures, where everyone can access the same information, are preferable to hierarchical networks for group efficiency and morale. However, authoritarian (non-egalitarian) structures enable work to be started faster and controllable and execute simple work more quickly.1
Leavitt and Jean Lipman-Blumen coined the term "hot groups" to describe teams whose members trust each other and are stimulated by challenges, resulting in outstanding performance.
To achieve this, a few conditions must be met 2:
- Allow room for spontaneity, encourage emulation, honesty, and exchanging ideas.
- Foster a culture of free expression of honest thoughts without judgment or preconceived ideas.
- Develop a positive attitude in the face of obstacles.
- Select individuals based on their skills and motivation.
- Use information technology to facilitate relationship-building, not just information management.
Harold Leavitt published "Managerial Psychology" in 1958, which means that for over sixty years, studies have shown that working in small teams is more effective and efficient...
- 1
(notion://www.notion.so/motivatwork/Le-concept-d-quipe-les-hots-groups-3c67dacc568f44dabc6b33fcdb3867b1#_ftnref1) Maugeri, Salvatore. Théories de la motivation au travail - 2ème édition (Les Topos) (French Edition) . Dunod.
- 2
(notion://www.notion.so/motivatwork/Le-concept-d-quipe-les-hots-groups-3c67dacc568f44dabc6b33fcdb3867b1#_ftnref2) https://fr.wikipedia.org/wiki/Harold_J._Leavitt#Le_concept_d'%C3%A9quipe_:_les_hots_groups