The input-process-output model of team effectiveness is used to understand how teams accomplish their tasks and maximize their performance. According to Conte and Landy (2019), inputs include “the organizational context, the team task, and team composition” and affect processes and outputs both directly and indirectly (p. 517). Moreover, inputs consist of individual-level factors, team-level factors, and environment-level factors (Jex & Britt, 2014, pp. 416-417). For example, the workers’ skills and attitudes, authority structure, or the task nature may influence team processes and, consequently, the outputs. Process variables, such as communication, decision making, coordination, cohesion, and norms, affect the innovation, as well as productivity and satisfaction of team members (Conte & Landy, 2019, p. 517). The model demonstrates that the constituents of a team are interrelated and interconnected, and the organizational outcomes will depend on the inputs and team processes.
In my career as an industrial and organizational (I/O) psychologist, the input-process-output model can be used to improve employee productivity and solve organizational problems. For example, if the workers’ productivity is low, I/O psychologist will study their working environment and relationships between team members. If the atmosphere is tense, the role of the I/O psychologist will be to understand why this tension exists and find the solution to this problem. The organizational context, such as the training system, managerial support, or technology, may also affect productivity. The role of the I/O psychologist is to study all these factors and help make them more stimulating. Finally, the input-process-output model can be used to examine the company’s morale and use this information to train and motivate the employees. I can use this model to help managers plan policies, carry out training sessions, and develop organizational success plans.
References
Conte, J. M. & Landy, F. J. (2019). Work in the 21st century: An introduction to industrial and organizational psychology (6th ed.). Wiley.
Jex, S. M. & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner approach (3rd ed.). John Wiley & Sons.