Autonomous Work Groups The dynamics of a workforce is ever changing with management, diversity, and the collaboration between management and employees. With all the changes it is important that employees and management, as well, remain motivated. Therefore there must be a workflow design that works well for both management and employees. It must create an alliance, collaboration, a line of trust, decision making, and create a sense of empowerment. Autonomous work groups offer this and so much more. There are pros and cons about autonomous work groups and why they work and do not work, but it is a work design that many companies are beginning to consider based upon research.
The Effectiveness of Autonomous Work Groups Autonomous work groups, also known as self-managing work teams, are a team of employees granted autonomy or independence over the work they do within an organization (Kokemuller, 2014). This autonomy includes independent decision-making related to a specific work function, project or job and independent freedom to assign individual members specific tasks within the group (Kokemuller, 2014). An autonomous work group (AWG) can hire, fire, and make the necessary decisions for their department. An AWG replaces the role of having a boss and usually someone is elected to stand as leader to help facilitate within the group. What makes AWG effective groups are that they are able to work together toward a common task or project goal. They typically come up with broader and stronger ideas that one person working alone wouldn’t typically recognize (Kokemuller, 2014). Other benefits of effectiveness of an autonomous work groups include sharing of responsibilities, built-in support mechanisms for employees, better overall ideas and results, creative exchanges and a sense of belonging and importance -- all of which are important elements of employee motivation on the job (Kokemuller, 2014). Autonomous work groups have become a new innovative work place practice and are industrializing economies (Anthony, 2013). AWGs are the fundamental change in work organizations that is deliberate for employees to make change and intensify their work processes; therefore production activity is increased making these type of work groups effective for an organization.
The Pros and Cons Autonomous work groups can be a powerful tool for learning and development for an organization. These types of work groups allow employees to achieve control, flexibility and determine the expected outcome of their workflow. Outcomes are important given the challenges in today's workplaces (Anthony, 2013). Challenges often present the negative and although there is good representation of AWGs there are also pitfalls.
Despite the relevance of autonomous work groups they are not entirely free of potential challenges or drawbacks (Kokemuller, 2014). With complete independence, work group members may take advantage of the opportunity to work at a moderate pace (Kokemuller, 2014). Working at a moderate pace depending on the industry would slow down productivity and could cause teams to miss deadlines and production goals. Additionally, internal battles may ensue, with group members fighting over authoritative control (Kokemuller, 2014). Resistance to change is also a significant potential disadvantage, as autonomous work group members are often more likely to resist company policy changes or new assignments of responsibility (Kokemuller, 2014). Actions such as this create dysfunction within teams and the organization. Everyone must be on the same page at the same time to move the organization forward.
Biblical View and Conclusion Group work is an advantage for an organization. It is more than just business oriented it is also presents benefits to the staff as well. Collectively they are able to present shared ideas, increased efficiency, accountability for weak areas, and improved office relationships. AWGs offer this and so much more for an organization. Even the first followers of Jesus had to learn these concepts. The first followers assumed that leadership meant power and glory. Being in leadership isn’t just about leading, but also having the attitude of service. The bible states: For even the Son of Man came not to be served but to serve…(Mark 10:45). They had to learn to work together in order to reach a multitude of people. Just as in AWGs there is an importance to work together although there may be one appointed to lead or be the liaison to bring about the greater good of the organization. Jesus was appointed and anointed to fulfill a greater good and the disciples were chosen to assist to teach of the love and life that God had to offer to us as well. This is a great example of AWGs. So AWGs are not new, they are just coming back to the forefront again.

Works Cited
Giles Anthony, J. B.-A. (2013). Work and Employment in the High Performance Workplace. London: Routledge.
Kokemuller, N. (2014). What is an Autonomous Work Group? Houston Chronical, 2.
Parker, S. K. (2013). Beyond Motivation: Job and Work Design for Development, Health, Ambidexterity, and More. Annual Reviews, 30.