...Emerging Roles of a Team in Multicultural Organizations:- INTROCUCTION:- Organizations are made by the group of people who are structured and managed to meet the needs and achieve company’s collective goals. To achieve this teams are made to produce the output effectively and efficiently. The Organizations ways of functioning are to be met with the challenges of globalization. This teamwork has underwent a transformation through the inputs of the people from different cultures. There is no particular definition of an organizational culture which is also proven to be elusive. Today’s organizations and businesses are very much effected by the information technologies at all the levels. Communication technologies also play a major...
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...problems that must be overcome when using the multicultural diverse team in global organization? As for 2006 and above, there are many problems regarding multicultural diverse team in global organization. Ironically, Presidents and CEO of the organization are willing to talk about diversity when their managers do not have much confidence in implementing diversity workforce in an organization. Managers are afraid that they may fail in terms of productivity when multicultural diverse team is applied. The problems are: 1. Problem: A mere decrease in productivity The positive impact of multicultural diverse team is that the creativity can be increase compare to non-diversity team. Furthermore, diverse team have better understanding of the problem since many cultural backgrounds is involve in brainstorming. However, the challenge of managing a diverse team sometimes leads to faulty management process, which results in poor team performance. The consequence of these problems is most managers do not encourage diversity within their co-worker, and worse, their organization. Solutions – In order to tackle this problem carefully, managers must understand cultural diversity and the benefits that can contribute to team performance. Besides, managers are recommended to take any training that teaches how to deal with multicultural diverse team to overcome the fear of failure when managing multicultural diverse team. 2. Problem: Management level Multicultural diversity always...
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...Team Assessment Instruments for Organization Leadership Lydia Ross Argosy University Solutions Leadership B7777 Module 7 Assignment 1 Introduction Solution Focused Learning (SFL) is being used by organizations to effectively lead the organization to accomplish new visions and to embrace the changes in the marketplace with confidence. Most organizations use some metrics in their learning environments to determine how well their workforce in handling the organizations new thrust and to determine the success of the organization in the new environment. Our organization has chosen several different measures to determine its success. We’ve looked at the current Motorola model of change and found many of its strategies would be very effective with our organization. One of the features of the Motorola model we’ve embraced is the Six Sigma leadership development as well as required training hours for executives annually. “Six Sigma is a highly disciplined process that helps us focus on developing and delivering near-perfect products and services”(GE, 2011) . Motorola is an excellent example of a corporation’s vision expanding reaching a larger audience. Initially Motorola vision was to have a training center for its employees. “Motorola’s approach to leadership development is the Motorola University. Originally called the Motorola Training and Education Center (MTEC), it was founded in 1980 with...
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...ORGANIZATIONAL BEHAVIOR Project Synopsis TEAM WORK AND SYNERGY IN ORGANIZATIONS Course Faculty: Prof. Sumita Rai Submitted by Group – 7 Rachit (43) Raman(45) Sachin (46) Sandeep Jamdagni(48) Sandeep Yadav(49) Subodh (51) Arun Kumar 1. OBJECTIVE & REASON FOR CHOOSING THE TOPIC: Our group has chosen the topic “Team work and synergy in organizations” which is quite relevant in today’s global scenario in several organizations. The reasons for choosing the topic are:- * In this globalized world, most of the multi-national corporations work on “team concept” * Inter-departmental co-operation and co-ordination are the buzzwords for success in organizations. * Team work makes our life easier. * It will help us in studying the individual behavior while working in a group. Objective of the project is to analyze the synergy and effectiveness of teams in the organizations working on new concept. 2. ‘OLD CONCEPT’ VS ‘NEW CONCEPT’ The old concept of work teams is that of problem-solving teams who could only recommend but not implement their recommendations. They usually met once a week to share and suggest ideas for process improvement. Merrill and Lynch had implemented this concept. However, in modern times cross-cultural and virtual teams have become the norm. Cross-cultural teams comprise of people of different departments of usually same hierarchical level like existing in most of the MNCs. Virtual teams comprise of people spread far and...
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...Importance of Teams Marleana Reed HCS/325 June 17, 2013 Dr. Marie Gagnon The Importance of Teams If positioned properly within the health care industry great advantage and consumer preference is gained to bolster organizational sovereignty. To do so requires a dynamic plan to incorporate competitive systems, and a workforce of concentrated efforts to overshadow all others. “No Man Is an Island.” (John Donne,) This profound statement can serve as thought provoking cohortative where teamwork is cornerstone to the administration of duties, and project management. This paper details the functionality of processes, for effective teamwork. The Collaborative efforts of teams, benefit any organization, and lead to more successes than not. Teaming serves an additional purpose, whereas participants share experiences, learn to accept and appreciate the contributions of others, while gaining a sense of camaraderie. The organizations goal is to stage teams of workgroups throughout its structure for seamless networking among disciplines. These social interactions promote strengths and talents as significant to individuals as the framework of the team itself. As such, encouragement of individuals in team processes is as much a benefit to the participant as for the organization. Successful team members place into the forefront, the objective, in lieu of a self-serving approach to task, working diligently to accomplish the shared goal. The core values of the organization will be intrinsically...
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...TEAM WORK IN ORGANIZATION DEFINITION A unit of two or more people who interact and coordinates their work to accomplish a specific goal. A small group of people with complementary skills, who work together to achieve a shared purpose and hold themselves mutually accountable for its accomplishment. A team is a group of workers that functions as a unit, often with little or no supervision, to carry out organizational functions. Teamwork The process of people actively working together to accomplish common goals Group Versus Team Team Designated strong leader Individual accountability Same purpose as organization Individual work products Runs efficient meetings Effectiveness by effect on business Delegates work to individuals. Group Rotates leadership Accountable to each other Specific team vision Collective work products Participative meetings Effectiveness by collective work Shares work TYPES OF TEAMS 1.FORMAL TEAM A team created by the organization as part of the formal organization structure. Teams that are officially recognized and supported by the organization for specific purposes. May appear on the organization chart. A functional team is a formally designated work team with a manager or team leader. Three common types of formal team. Horizontal team ...
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...traditional organization, most communication starts at the top of the organization. Formal communication includes newsletters, email and other company collateral. In a team-based organization, the communication process is typically less structured and more informal since a traditional organizational structure tends to be rigid and a team-based structure is more flexible. For example, the team may use social media technology, including a wiki, blog or forum, to share information, make announcements and report status updates. Bureaucracy may hinder creativity and innovation. A manager in a traditional organization typically makes decisions without consulting her subordinates. In a team-based structure, the leader typically seeks the participation of team members and conducts brainstorming meetings to gather information. Depending on the kind of decision, time and resources available, job tasks, work environment and impact, the team approaches the decision-making process differently. This includes identifying individuals who need to participate in discussions and strategies for choosing alternatives. In a traditional organization, a manager usually schedules and leads meetings. She sets the agenda and controls the flow from one topic to the next. In a team-based organization, team members are usually empowered to call meetings on their own. Additionally, people may report to more than one manager in a matrix structure and attend multiple meetings on the same topic. In a team-based...
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...What is a team? A team is an interdependent collection of individuals who share responsibility for specific outcomes for their organizations. Not everyone who works together or in proximity belongs to a team. A team is a group of people who are interdependent with respect to information, resources, and skills who seek to combine their efforts to achieve a common goal. Making the Team: A Guide for Managers, Third Edition. Chapter 1: Teams in Organizations. Facts and Myths. It would not be correct to say that any group of people working together constitutes a team. The group of people may be working at the same place but their goals and objectives may be very different. An effective team would be better described as “Any group of people who must significantly relate with each other in order to accomplish shared objectives”. John Adair describes a team as ‘A group in which contributions of individuals are seen as complementary’ The Purpose Of A Team In Corporate Business http://www.designerterminal.com/articles/purpose-of-team-in-corporate-business.html Why are teams important? Team is a concept that has been in place for centuries, the principles and the benefits remain the same the way they work and communicate is a constant change. Teams are beneficial to both individuals and organizations. Modern technology and new ways of doing business have changed the way they are used. http://ezinearticles.com/?Teams-Are-Important&id=5247977 When should teams be used...
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...The sweet delight coffee house is a new venture an expected to open the business in March 10, 2014 in Muskegon, MI. The business going to be located outside of Muskegon, MI. This is upscale town. We will specialized in coffee, tea, soda, juice, ice coffee, cappuccinos, brownies, cookies, bagels, muffins, and pizza too. There is no other shop that sells pizza in this town. Our target audience is families, college students, middle and high school students and all ages. The sweet delight coffee house will serve this area well and become well known for years to come. The sweet delight coffee house will become the most amazing coffee house in the area. Our company will serve a sweet delight product at veryn reasonable price. Our company will be a meeting place for everyone to show off their talents and work that they might have. We will create an atmosphere for everyone to express and promote a creative way. The primary goals over the next three years are as follow: 1. Secure financing for start-up cost of $100,000 for space and equipment 2. Acquire equipment necessary for business such as coffee pots, cappuccino machines, blenders, and so on. 3. Make agreement with coffee distributors and bakery vendors 4. Create a cozy, friendly environment (choice of colors, choice of music, and décor). 5. Open for business and become the foremost coffee house in the area. STATEMENT OF PARTICIPATION This is to verify that Natalie Lange Richard Levine Kyle Lighter Silvia Moran ...
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...1. Self-Managed/ Directed Team Self-directed work teams, also known as self-managing teams, represent a revolutionary approach to the way work is organized and performed. It is a group of people working together in their own ways toward a common goal which is defined outside the team for example - James River Corporation’s Kendallville Plant ALPHA team. They manufacture cardboard boxes as defined by executive leadership. Team does their own work scheduling, training, rewards and recognition, etc. Minnesota-based 3M is among an increasing number of companies that involve employees in the daily management of their business through work teams. These teams are empowered to take corrective actions to resolve day-to-day problems. They also have direct access to information that allows them to plan, control and improve their operations. In short, employees that comprise work teams manage themselves. At 3M, the movement toward self-managed or directed work teams has been driven more by initiative and need than by corporate directive. Now most of 3M's manufacturing facilities, while at different levels of empowerment and different degrees of involvement, employ a team-based approach. In 1994, 3M's new Brockville, Ontario, facility came on-line as the organization's first "greenfield" site. It was designed and built to operate with self-directed work teams. Many work groups in line divisions and staff groups are moving more and more into self-direction. 3M's commercial office...
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...Abstract Visionary leadership, culture of accountability, affinity for risk, and strategic agility are all key characteristics of a High Performance Organization (HPO). A visionary leader is one who inspires the team to move towards the vision and creates strategic momentum through connection between strategy and those who deliver it on the front line. In a High Performance Organization, leaders are aware and realize how accountability must be paired with authority for maximal results. Outstanding leaders that have the ability to orchestrate organizational change often utilize a high degree of motivation. The president of K.I.S.S. Entertainment was a new leader who lacked the knowledge on how to successfully lead and motivate her team. The company developed great concepts and implemented new ideas where it was expected for the company to generate a sufficient amount of revenue. As time progressed and the work became overwhelming, the team began to become lackadaisical resulting in deprivation of execution. This paper inspects K.I.S.S. Entertainment as a company, identifies the problems with their leadership, and suggests solutions to rectify the issues with becoming a High Performance Organization as the outcome. K.I.S.S. Entertainment is a small event planning, marketing, and promotional media company based out of Chicago, IL. Since existence, K.I.S.S. Entertainment’s main focus has been to deliver important messages to the youth and African-American communities’ byway...
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...Integrative Paper Julian Harris Webster University Preface The Heart of Change is a book that tells stories of large scale change within organizations. These stories all revolve around eight key steps that should guide the reader from the beginning to the end of the change process. The book Organizational Behavior and Management is a great tool to support the concepts that are presented. My goal is to describe and discuss what is needed to make these types of large scale change efforts work using the examples provided to me along with more academic information to support or go against these stories. There are many components that are used in conjunction in order to make an organization run. Each one of these components is equally important to successful change. Hopefully by the end of this paper the change process won’t seem so bad. Step One: Increase Urgency When working in many professional settings, you will hear the phrase “act with a sense of urgency”. People who work with a sense of urgency are normally seen as go getters or movers and shakers. In chapter 14 of Organizational Behavior and Management, urgency is said to relate to time (Ivancevich, Konopaske, & Matteson, 2014, p. 406). This is the way many managers see urgency as well. “Time is Money” is not just a saying. In most cases, a full time employee is expected to work an 8 hour shift or 40 hours per week. When management assumes that one is not moving with a sense of urgency, this could lead to...
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... - Interacting and Interdependent, - Who have come together to achieve particular objectives. [pic] (Figure Shows Example of Groups, (Prof. Roger N. Nagel, Lehigh University, Pennsylvania, 2006)) - Members similar or dissimilar.(Huczynski, Buchanan, 2001) -Groups can be either formal or informal means: Formal: The deliberate and systematic grouping of people in an organization. What does an organization do? The total no. of people working in an organization is divided into smaller groups (teams or sections or departments)and each group is responsible for fulfilling a task which would ultimately contribute to fulfilling the organization’s goal. This increases the efficiency of the organization. Example :KCB: If we take KCB as an example, we all know that we have a larger goal of training students for the engineering profession. But within this larger goal, we want students to be trained for computer engg, electrical, mech, etc. So this larger goal is divided into departments (example computer department), which is a formal group in this larger organization. So, all the departments together achieve the goal of efficiently training the students for engineering purpose. Informal: The natural and spontaneous grouping of people whenever they work together over a period of time. Whenever people interact and work together over a certain period of time, it’s very natural for them and it comes very spontaneously for them, that...
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...Difference between Groups and Teams December 4, 2011 When coming together in the workplace to accomplish larger issues, teams or groups are usually assembled for this. This paper will discuss the differences between groups and teams and how they are applied to my workplace. Teams can be a group of individuals that are put together randomly or on purpose to work together to accomplish an assigned task they are given. They are working together for a common purpose. The set goals and have a common approach on how they will accomplish their goals. “Teams bring together complementary skills and experience that exceed those of any individual on the team. The different perspectives, knowledge, skills and strengths of each member are identified and used, by comparison most groups are extremely rigid, and members usually have assigned roles and tasks that don’t change. Teams however are flexible performing different task and maintenance functions as required. Roles and tasks may change depending upon the expertise and experience most pertinent to the work being performed” (www.excellerate.co.nz) Within my organization every year teams are put together to work on issues that come up from our employee survey that is taken yearly. Once employees take a survey all the information is gathered and the top issues that come up cause for concern. These issues can be a positive or a negative meaning the employees would like to see something added to the workplace or something...
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...The twelve guiding principles for instituting variable team-based pay structures within organization are: First principle, goals should cover areas that team members can directly affect, meaning compensation will not motivate employees unless there is a direct line of sight between performance and results. Second principle, balance the mix of individual and team-based pay a thoughtful balance of individual and group incentives may be most appropriate. Third principle, consult the team members, who will be affected, the programs with the greatest likelihood of success are those that have input from all levels of the organization, including members of the team, teams that support or interface with the team, those who will administer the plan, management, and customers. Fourth principle avoids organizational myopia; many programs fail not because they are inherently flawed, but rather because they create problems with other teams, groups, and units within the organization. Fifth, principle, determine eligibility who is qualifies for the plan, every member of the team should be eligible for the plan, and the plan should indicate when someone becomes eligible or loses eligibility. Six principles, determine equity method, there are two basic variations: same dollar amount and same percentage amount. Seventh, principle, quantify the criteria used to determine payout, there are two main ways to measure team results: financial and operational. Financial measures tend to be ''bigger...
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