Here is what they suggested.
Here there is no team building activity taking place. The members interact just for purposes of sharing information or perspectives.
They also interact to help each other to perform their responsibilities. They don’t interact emotionally because they don’t need to since they are not a team.
These groups contribute less to the organization than the working groups this is because they contribute only to the extent of the performance of the individuals and not the combined efforts of the team members.
For the pseudo-team to contribute to the organization they have to become a potential team and define their purpose and goal in the organization so as to make a significant contribution. In this team, team building is minimal and not their concern.
What makes this team different from the previous two is that there is the need for incremental performance and there are efforts to improve the performance of the team. This team needs clarity of purpose, goals and also the working approach.
Collective accountability has not yet been achieved but with more effort it can be achieved by the team.
This type of commitment usually transcends the team. These teams most of the time outperform the expectations of the managers and all the other teams. It is an excellent model for the real and potential teams to follow. Team building is mandatory in this group and a source of their success.