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2/20/05 WORKPLACE Ever wonder why some teams work and others don't? A study of 20 executive leadership teams from Fortune 500 firms shows that some of the best teams work because they value people and relationships. The pleasantries they share - and the interests - help to solidify them. At the same time, the study by the Hay Group, an international human resources and consulting firm, found that too much emphasis on affiliation can have a negative impact on teamwork. Researchers examined the values individual team members and team leaders have and how those values affect performance. "Values help determine whether team members depend on each other in order to achieve a common purpose and function as a real team," the Hay Group said. Such teams tend to function better than just a collection of individuals with little in common because they are working toward a common goal. However, the research indicated that while it is good for team members to have values and goals in common, team leaders who place a lot of value on affiliation are less likely to have highly effective teams. "When team leaders place too high a premium on affiliation, they often become overly concerned about maintaining good personal relationships with their members," said the study. "Such leaders sometimes play favorites, avoid confronting inappropriate team behavior or performance, or fail to make decisions that go against the team's preferences." The researchers noted that leaders must be congenial and warm if they wish to build trust. "A lack of warmth and civility can quickly scuttle the efforts of any team, no matter how talented or experienced," said the study. At the same time, when team members feel a connection they tend to dedicate more effort and they are more cooperative and less competitive with their peers. EEOC: Damage awards reach $420m in 2004 The Equal Employment Opportunity Commission reports that US employees received $420 million in damages related to job bias last year, more than they have received since the agency opened 40 years ago. "We've continued to make progress in fulfilling our mission of eradicating employment discrimination," EEOC chairwoman Cari M. Dominguez said. "Nevertheless, as our latest enforcement data show, much work remains to attain the promise of equal employment opportunity for all." In fact, the number of discrimination charges fell slightly last year to 79,432, down from 81,293 in 2003. EEOC spokesman David B. Grinberg attributed the decline to several factors, including an improving economy. With some employers hiring again, workers who might have considered filing a claim are more likely to pursue better opportunities, he said. Grinberg added the agency has stepped up its outreach efforts, and more employers are handling these matters themselves rather than winding up in a protracted legal battle. The agency reported that $251 million of the total amount workers received came from settlements. The rest - $168 million - stemmed from EEOC legal filings in US District Courts. Race discrimination remained the most prevalent charge filed, as it has been since the Civil Rights Act of 1964 mandated the agency's creation. In all, 27,696 racial bias complaints were filed with the agency - or about 34.9 percent of the cases. "Number two on the list is sex and gender discrimination, which includes sexual harassment and gender bias," said Grinberg. They were about 30 percent of the overall caseload, or 24,249 cases. One such case involved investment firm Morgan Stanley. The $54 million settlement is regarded as a landmark, according to the EEOC. "That was the largest of its kind," said Grinberg. "We also had several smaller settlements that, when put together, added up." Morgan Stanley, while not admitting to any of the charges, agreed in August to pay $54 million to settle a 2001 class-action lawsuit that claimed the company discriminated against women in its institutional equity division. The women said they were denied promotions, worked in a hostile environment, and were paid less than their male co-workers. According to the federal agency, a portion of the settlement award, approximately $12 million, was paid to the woman whose complaint fueled the publicity that surrounded the case. Also last year, the EEOC settled a class-action and retaliation lawsuit against Home Depot, the Atlanta home improvement retailer. The chain agreed to pay $5.5 million to current and former workers at its Colorado stores. The lawsuit alleged workers faced a hostile work environment because of their race, gender, and national origin. The suit also alleged the company retaliated against workers who complained about on- the-job bias. In December, the agency settled another case with Northwest Airlines Inc., which involved allegations the airline violated the Americans with Disabilities Act by excluding job applicants with epilepsy or insulin-dependent diabetes from certain jobs such as airport ramp equipment service positions. Northwest denied the claims, and said its hiring process was not discriminatory. The company settled the case for $510,000 to avoid protracted litigation. The settlement was to be divided between 28 people in the Midwest who had appealed to the EEOC. The case was brought by the EEOC in Minneapolis. Employment How willing are college graduates to relocate for a first job? When CollegeGrad.com asked 1,578 students that question, it found that 94 percent of new college graduates with entry level skills were willing to move to another state or city for the right opportunity. Brian Krueger, the president of the online site, said college graduates "are looking for the best place to start out and are not limiting themselves to where that is." New graduates are not just competing against each other for work. Instead, they must compete against more seasoned US workers and college graduates abroad - and they know it. Of the graduates who were willing to relocate, 23.9 percent said they were willing to move within their local area or the state. However, 40.4 percent said they would move to other states and 35.7 percent were willing to take a job abroad, if necessary. Just 5.9 percent said they would not move for the right opportunity. "These trends indicate a strong willingness by job seekers to go wherever is needed to land that first job," said Krueger. Diane E. Lewis can be reached at .
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