TABLE OF CONTENTS

Introduction
Comparison of Approaches to Teamwork and Team-Working
Comparison of Organizational Structure and Design
Comparison of Cultures
Conclusion
Bibliography

Introduction
The business organizations in today’s modern world are considered as significant and important sub-groups which are present in our society and they function with their own organizational structure differently, concerning business, healthcare, political, economic and social conditions. (Deal, 1990)
They have some specific missions, problems, duties, market, and the services provided in a society, and distinction in their problems and duties makes their unique subgroups. The organizations are constituted with various teams allocated with specific functions to increase productivity in their organization. Thus, it becomes necessary for effective teamwork work to increase and improve all organization. Speaking, “that total of parts is more than whole" is applied to any organization, because if part of team or whole team is collapsed then whole organization suffers. As such it becomes important for an assessment of collective work and organizational structure of the company or the business organization. (Cox, 2000) This article considers estimates and compares organizational structures and characteristics of two given companies. This article will compare and estimate organizational structure, culture and design of the organizations, concerning theories and concepts of teams and their organizational management.

Comparison of Approaches to Teamwork and Team-Working
For comparing of different style of approaches in team working, results of two research cases is used as the link. The first example includes Biogenia which is world’s leading organization, producing crops protection products, employs 15000 persons in 80 countries and both as democratic and works as the profitable organization.
It manages efficient control all over the world and approves that success and key for the expanded organizational activity is efficient control of people and granting it in an atmosphere of confidence. In Biogenia teams have the powers for direct coordination with clients and suppliers and to find decisions of the problems, concerning their production.
Besides they are entrusted with responsibly for all processes of creating design of product before it is delivered to client. Thus, the company reduces barriers and restrictions among departments and calls up effective and effective communication. As such the training programs are provided to the teams on development and to get new skills and technique which include discussion of the basic values for the company and as each person can assist these values. (Burrell, 1979)
Unlike teamwork were exposed on Biogenia, Lola Ltd is the second inline case study, which is engaged in dyeing and printing of textiles. This company is managed by Pete Baker, it employs 59 people, and exhibits inefficient and inefficient teamwork. In it not so well to what its parameters testify, in connection with community leadership formation and finance administration, and has hammered badly in comparison with other competitors. Lola ltd suffers from high entrance, supports of deals and investment expenses. It is due to partly because of a bad position at negotiations and absence of the collateral working system. (Deal, 1990) Lola ltd realizes bureaucracy, having some hierarchies, controversial roles, overlapping and deadlocks for each member of the personnel or the public, aspiring to pass the way around. Departments attitudes of working together is not cordial, are measured consider itself in a competition among themselves and even try to threaten the activity of each other. Communication lacks in Lola Ltd team, thus teams create an atmosphere of uncertainty and significant mistrust. These two organizations exhibit opposite characteristics of a teamwork. It has been informed, that the group represents a set of persons which systems, such as the organizations which can be certain in it, and other teams which are interdependent and which accomplish the tasks exist in wider social which influence other groups and individuals. (Golembiewski, 2000)
Biogenia can be defined as a team with efficient teamwork while Lola Ltd, it is possible to consider only as group, as the members in this case is considered, do not identify itself with problems and duties towards the organization as a whole. In connection with theories and concepts concerning teamwork, Biogenia exhibits Swedish model and the Toyotaism.
Having Toyotaism, the company possesses quite different approaches towards production; teams have a high commitment for the company and economical manufacture, as objective. Economical manufacture or economical manufacture is defined as the system approach to revealing and elimination of waste by constant perfection, passing a product on attractions of clients in aspiration to perfection. Besides Biogenia also accepts the Swedish model, accepting cultural responsibility of democracy and civil, with high educational level and qualifications, from highly coordinated workforce attitudes, with desire to keep social unity, from work on enrichment, with a high level democracy for the worker and an autonomy, and from management for the union participation in decision-making. (Deal, 1990)
These combinations have allowed Biogenia to establish, encouragements and expansions of teamwork which is implemented by Biogenia to achieve its competitive advantage. From effective team work, the organization can assist success. For comparison, Lola Ltd exhibits opposite features of Biogenia. It shows absence of efficient control that absence of flexibility and dynamism, absence of progress of new technologies, strengthening of a competition between employees, and occurrence of conflicts testifies, such as alienation. These features now exhibit employees of Lola Ltd which deletes their right to be a part of team. Dramatic effect with the different approaches towards teams is due to their managers who realize absolutely other approach towards team management and the worker. The human resource management to improve better understanding and coordination among employees should be adopted by Pete Baker to be implemented in Lola ltd. Pete Baker understand and adopt balancing of teams in team working which is established by Biogenia, which is acting as a true leader and at the same time.

Comparison of Organizational Structure and Design
Biogenia Company realizes a democracy which allows employees to choose effectively managers, the selected representatives, and represent trade unions. Management describes Biogenia as circular organization where workers have the rights to voice and exercise vote on all critical decisions taken by the company such as the factors of resettlements of plant operations and suggestions for improvements in operation. The bureaucracy has been reduced due to reduction in twelve levels of management due to three, and it is supposed only four title names on the company.
The very first title work of the adviser that is equivalent heads of the top echelon, and is responsible for coordination of the general policies and strategies of the company. The second name work of partners which operate business facilities in the company. Third are coordinators, the senior heads which have responsibility for operative functions, and, finally, associates, which are other employees. The company possesses a policy and scheme of profit sharing in which the fraction of profit for every year is shared among the workforce. It is connected with the unions and a labor in an establishment of wages every year, and the decision on working models system in their teams decided by employees on Flexibility time operations. The prime goal of the Biogenia is to have a transparency where there is information for employees when they require them. Besides the trade union offers training for employees how to interpret and understand financial both strategic data and employees are invited to participate. (Cox, 2000)
Unlike Lola Ltd, its departmental and the management structure has been defined as a bureaucratic nightmare, a behemoth of several hierarchies, controversial roles, overlapping and deadlocks for each members of the personnel or the public, aspiring to pass the way around.
Being family business, Lola Ltd lacks of strategic planning of the business-strategy for design of its organizational structure to play a crucial role. However, as similar to other SME’s, it often overlooks strategy requirements of organization structure, which are used for carrying out the development of company’s organizational structure. Blind activity of the enterprises does organizational structure for development of strategy of progress. The Political scenario of Lola Ltd is unstable, enough permanently moving on pattern of conflicts and coalitions and also desertion between work, Conservative, Libdem, independent and other various fractions. Constantly struggle and absence of unity in Lola chambers weaken its potential for decision-powers and the democratic control of activity.

The organizational structure and designing of the organization includes design and architecture the positions of work, departments of study groups, and attitudes of the accountability which can serve or supports or suppress capacity in the organization to achievement of its mission and objective. (Collins, 1998)
With Biogenia, its staff, departments and work force work together for adjustment of contacts and achievement of a transparency. In this connection, each worker takes part in activity of its company, with objective to receive new skills and the information on activities and manufacture.
Each team in the company being creative and competent having understanding of coordination, brings the contribution to success of work in Biogenia. Besides it only shows that teams and workforce in Biogenia are well motivated. According to motivation, some factors influencing an overall performance are. Reports shows, that effort depend on compensation for performance well, that appreciate also expectation of those awards of the subsequent activity. Influence of efforts on various performances would be informed as individual capacities and a role of perception.
Besides effective performance changes each person and satisfaction in work will lead to satisfactory work and satisfactions conducts back to efforts. In effect, groups and employees in Biogenia well are carried out and well motivated from their workplaces and awards in the organization.
From effective strategy of management, employees can expand at the most professional skills and bring the contribution to achieve success in the organization. In difference, Lola Ltd, it was not possible to use and include effective and effective teamwork in their companies. Its structure of organization and design is not at all effective in such a manner that has led to the conflict and the further a dilemma in the organization. The design and structure does not approach for the workforce hence it is appreciable to make variations to administrations, as well as. Because of bureaucracy of the family assists standardization and objectivity, it suppresses the employee contribution to the decision, limits personal growth, suppresses the creativity and initiative, and dehumanizes incompetence, devoid of flexibility and conditions of alienation. This style of management breaks effective communication between its members, thus, not giving it ample possibilities for participation in teamwork. (Cameron, 1999)

Comparison of Cultures
In connection with democracy, employees Biogenia have the right to go on strikes, audit of books and all issues concerning functioning management. The company follows return assessment which is process at which employees can estimate work of the managers in each six months. It can be made anonymously; inspections and grading are published on bulletin boards.
Before someone is promoted or hired for services, all workforces who will be working with them should estimate them.
Besides everyone has the right for training, it is compulsory, that each person on a regular basis visit their cultures of educational employment in which the company discusses their basic values and as everyone can assist these values. Offices of the organization are not walls, partitions and plants of demarcation of workplaces. (Golembiewski, 2000)
Besides employees can freely accept and change the working space as they like. Unlike culture Lola Ltd includes a rigid resistance in competition among employees and also threatens activity of individual member. Members work in unacceptable, inhuman conditions, and to not do anything under bureaucracy for intimidation and victimization of members. Besides the top management is considered as distant and aloof as all of them are not having hearings about a possibility of firing because of financial problems. It creates an atmosphere of uncertainty and mistrust and consequently employees worry about the workplaces. Besides fairy tales of the message are not passed also credits, strike root for work of others. It is clear, that many such organizations and more even separate groups possess separate cultures and subcultures. (Dewey, 1999)
However, the important differences between cultures of two organizations lay on its different styles of management. If Lola Ltd succeeds in changing its personnel management, from bureaucracy to democratic company, it can also achieve effective and effective teamwork and interoperability within the limits of the company. In Biogenia transparency allows each worker to estimate their value and value, and in Lola Ltd, sights and recommendations and views of employees has no value. If a management is transformed and changed, culture of employees and teams will also be changed. (Cameron, 1999)
Conclusion
Teams are prominent aspects of the company as being responsible for performance of various operations of the company. Without the team, many problems and duties of the company would not be designated effectively among it members. In the given work, two examples of the different company have been estimated from the point of view of teams, organizational structure, team work, culture and design. One company is found to be more competent, effective and capable than other as it is able to realize and use democracies and transparency in the company.
Thus the company was successful in assisting effectively communication which it used for maintenance of cooperation and teamwork among employees. From a transparency to democracy, every employee is considered as equal, with equality in rights and to avail all privileges. This functioning of management value the effective communications and equality between its members has allowed the company on assistance. In difference, Lola Ltd, with bureaucratic way of management, has not executed standards of the clients and its employees. The company could not use effectively and productively communications as the tool for achievement of success which initiates each worker to participate in affairs of the company. (Cameron, 1999)
Now the problem consists in managing the company as it is not enough competent, to show attention to demands of the subordinates which is its incompetency in participation on demand of the employees. Thus it is very important first to assess how companies are managed before its realization.

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