...Understanding Work Teams By Asim Khan Executive Summary The past fifteen years has seen a shift from traditional management to the development of self directed work teams. This shift is largely due to specific factors that include globalization, downsizing and technology. Work teams are designed to operate in such a way that the productivity of the whole is greater than the sum of its parts. A well-functioning team can bring out the best in its members through mutual support that increases morale. Designed as self-directed units, work teams encourage free expression of ideas in a manner that engages each member of the team. Though there are challenges involved in implementing work teams, with the proper foresight and design, the model can be a success. By allocating the proper resources and support, human resource managers can ensure the development of effective work teams that increase productivity and help an organization to thrive in the most competitive markets. UNDERSTANDING WORK TEAMS In the last fifteen years, organizational structure has undergone a shift from the individual climb up the corporate ladder to an increasing emphasis on work teams and groups. The shift to work teams is largely due to factors such as globalization, downsizing and the need for technological efficiency. As companies expand and tasks become more complex, more and more specialists are needed within organizations. These specialists must learn to work together so that colleagues have an understanding...
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...The learning team involved with this case study did not operate successfully as a team. The group did not share mutual accountability of the work to be completed, and did not effectively work through conflict as a team. Furthermore, the group did not respect one another or collaborate well. The lack of respect, shared responsibility, and poor conflict resolution inhibited team success. Alternative analysis of concerns, facts, & proposed solutions: While the group had diverse backgrounds, the participants were all around the same age. The group had varied educational backgrounds and work experience, and had one woman amongst the team. The group was also composed of individuals with different ethnic backgrounds. The group may have had more team success had they included diverse age backgrounds. A recent study published in the article The Implications of Age Diversity in Multicultural Team Working by Sue Shortland illustrates differences within teams and their benefits noted the teams involved with the study indicated age diversity was mostly viewed in a positive...
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...A group of people that work together towards a goal, and to achieve a specific task, this is the definition of a team (Gallagher, 2013). There are many theories that look at how teamwork can be more effective and efficient. The theory of team development that this essay will talk about is Bruce Tuckman (1965), Tuckman’s theory has been established in education and training for many years (Gallagher, 2013). The theory looks at the different stages that teams would go through – forming, storming, norming, performing and adjourning. The different stages that Tuckman explains have to be followed orderly to achieve the next step. The purpose of the essay is to look at the different deeper meanings of Tuckman’s development stages and how they bring a better understanding of the team dynamics (the unconscious direction of a team’s behaviour (S.P.Myers, 2013))....
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...document will highlight many difficulties a manager might face during establishment of self directed, high performing teams. In this document, I will list the characteristics of establishing a self-directed, high performing team and approved methods that will help the team to achieve success. Table of Contents Introduction………………………………………………………………………………………..4 What is a Self-Direct, High-Performing Team?..….……………………………………………...4 Concerns of the Management Team………………………………………………………............5 5 Ways to Build a Cohesive Team..……………………………………………………………….6 Conclusion………………………………………………………………………………………...8...
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...Leading and motivating a team effectively Connect the team with Vision and Strategy Wiltshire Sight is a local Charity Supporting people with Sight loss to reach their full potential in Wiltshire and Swindon. There are 2 distinct elements of work within the organisation the direct work with service users and the Administration of the organisation. Wiltshire Sight has recently gone through a significant period of change which saw the development of a new strategy and vision for the organisation going forward. Wiltshire Sights Strategy is central to the work that we do. Every member of staff and service user was given the opportunity to contribute to its development. By contributing in its development staff have a greater understanding and belief in the values within the strategy and are able to apply these to their work. The Strategy outlines the aims and objectives of the organisation, Wiltshire Sights aim is ‘To support those affected by Sight loss in Wiltshire and Swindon to reach their full Potential’(Wiltshire Sight Strategy 2014-2017 Leanne Hubbard) Our Vision is that ‘All people living with sight loss sight loss in Wiltshire and Swindon are supported and enabled to live full, active lives and reach their full potential.’ (Wiltshire Sight Strategy 2014-2017 Leanne Hubbard) Strategies are important as the lay out how you will meet your goals as an organisation. From the Strategy an operational or business plan is created along with organisational policies, these are important...
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...Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. |Strategy |Strengths |Weaknesses | |Plan out each activity there is, and make |Keeping the communication among team |Lack of accountability among the teams. | |sure that the plan has an accurate agenda |members clear, so that some information | | |and purpose of the agenda. |won’t be misplaced from any of the team. | | | | | | | |Each team member is focus on their part. |Understanding each team could cause | |Diversity among the team | |conflict. | | |The work that each team is given should be |The team may not agree with the work that | |Maintaining Leadership |divided among each individual. |is given | |Accomplish the Goals at a certain time |Divide the team that will accommodate each |The team may discontinue to do work that is| |frame ...
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...SAT2 Leadership Task 1 A1.) I am a Participative/Consultative leader. My style on the Leadership Grid is Sound Leader. I believe in empowering my team to participate in the decision making process both as a team and as individuals. My team members are experts in their particular functions, and as such have valuable skills and experience to add to the decision making process. In order not to slip into the Human Relations leadership style, I maintain control of the final decision after getting input from the team, and manage the insignificant day-to-day decisions with an understanding of the needs of the team and the requirements of the project. I set incremental and final goals for the team after we have discussed a project and determined the appropriate path to successful completion. I am aware of personal goals of my team members, and support them while keeping in mind the organizational objectives. a.) One strength of the Participative/Consultative leadership style is that the team members feel heard and are invested in the outcome as they have contributed to the project development and structural process. This means that there is less complaining, more focus on the goals of a project, and generally more willingness to cooperate with other team members in order to reach objectives. Another is that in utilizing my subject matter experts in a given area, I do not myself have to become an expert in each area. I trust my subject matter experts to know their area of expertise...
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...MANAGING CHANGE WITH AN INTERCULTURAL TEAM Master’s (one year) thesis in Informatics (15 credits) Lee Wennerström 2012MAGI11 I Title: Managing change with an intercultural team Publishing year: 2013 Author: Lee Wennerström Supervisor: Anders Hjalmarsson Abstract: The study explores the subjects of organizational change and management of intercultural teams. The goal of the study is to spread knowledge about how an intercultural team should be managed in order to assure the best possible success of an organizational change initiative. It has long been recognized that organizations constantly need to change in order to stay competitive. At the same time it has also been recognized that organizations today operate on the global arena with operations spread to many different parts of the world. It is thus important to understand how an intercultural team should be managed in order to assure the success of an organizational change initiative. The aim of this study has been to provide information and guidelines that may be used by academia as well as professionals to better understand how to manage an intercultural team that conducts an organizational change. A total of six different guidelines have been presented in this research - each one important in assuring an effective teamwork and a successful organizational change. The study has been conducted using a qualitative research approach and the method used for gathering data has been interviews as well as literature studies...
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...Prabhakar H14121 Q. Fletcher’s first attempt to build a research tram did not work out as intended. A. What aspects of team design, should he handled differently? B. What should he have done to facilitate the team’s process better? Ans. David Hired a research team , with individuals handling particular sectors . However , as the team did not have cohesion , it broke apart . A . Different approach to team design Referring Leigh Thompson's 'Making The Team' , a different approach can be made towards team design - People Dynamics - Interpersonal skills - David could have involved Stephanie and other office members who would be directly dealing with Brian in the office during the hiring process for Brian . Alternatively , he could have had collaborative training(Gratton, L., & Erickson, T.J. (2007). 8 ways to build collaborative teams. Harvard Business Review) sessions conducted Task Analysis - Team interdependence & common interest - In interdependent teams, it is important that team cohesion stay strong. Here , while initiated as a time saving high value team , it became a strain on David's time . Task analysis - Focus on performance , learning - Both Brian and Stephanie should have been clearly explained their career paths , told about how their performances would be measured as they progressed and told about the learning aspect importance of sharing of information in the team , during their on the fly meetings . The focus should be on the ultimate...
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...a structure of team-based, I will also speak about different ways organizations can do to increase efficiency and increase productivity, and finally the different types of teams. Today organizations have chosen to make a system of team-based structures, which has meant a big change in society and the way in which organizations develop. Working with teams makes the work-system more comfortable and more flexible and also helps the workers in order to demonstrate their talents and to share their views and opinions more freely, creating a positive environment, which creates greater effectiveness. When an organization decides to bring a team-based structure, not only has a positive impact on the organization, also it makes workers share opinions and give ideas. When you perform a team-based structure, more ideas are generated, coordinate logistics and better atmosphere among workers is created. To make a coordinated team, we need to have a leader who knows how to efficiently coordinate and lead the team's goals. For a team to be effective, it must be provided good coordination which may facilitate motivation and participation of workers. In an organization you can find different types of team-based structures, depending on the sector and each situation an organization can perform five types of equipment: problem solving teams, cross-functional teams, self-managed work teams,multi team and virtual teams. The most common is the problem-solving team, where teams are composed from...
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...behaviors, and attitudes that contribute to personal effectiveness. Managerial competencies: sets of knowledge, skills, behaviors, and attitudes that a person needs to be effective in a wide range of positions and various types of organizations. Six managerial competencies: 1. Communication Informal communication Formal communication Negotiation 2. Planning and Administration Information gathering, analysis, and problem solving Planning and organizing projects Time management Budgeting and financial management 3. Teamwork Designing teams Creating a supportive environment Managing team dynamics 4. Strategic Action Understanding the industry Understanding the organization Taking strategic action 5. Global Awareness Cultural knowledge and understanding Cultural openness and sensitivity 6. Self-management Integrity and ethical conduct Personal drive and adaptability Balancing work and life demands Self-awareness and development What is an organization? Organization: a coordinated group of people who function to achieve a particular goal. Regardless of an organization’s specific goals, the job of managers is to help the organization achieve those goals. What is a manager? Manager: a person who plans, organizes, leads, and controls the allocation of human, material, financial, and information resources in pursuit of the organization’s goals. Different managers: department managers, product managers, account managers...
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...Understanding Leadership Introduction I work in a team of ten people in the Payroll Department of Powys County Council. The structure of this team comprises of one senior payroll officer, one team leader, three payroll officers, three payroll assistants and two control officers. I have been employed as a payroll officer since 2007 and our main aim is to pay people accurately and on time. Understanding Leadership Styles – Describe the factors that will influence the choice of leadership styles or behaviours in workplace situations. There are several different factors that can influence the style of leadership I employ within my team. In deciding what style of leadership is appropriate for my particular team it is vital that I understand not only how my team is capable of performing but also the dynamics and personalities of the individuals making up the team. A typical factor within my team is the level of skills required to perform the job at the best of their ability. Currently we have two individuals who are new to the team and this can influence the style of leadership used in training them on how best to perform their role at the best of their ability. I also recognise that we have a very stable working and organisational environment which means that there isn’t much process change within a given time period to produce our end goal. When approaching individuals, I would need to adjust my leadership style appropriately as no one individual is the...
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...the launch of a virtual team that will collaborate on an important and highly confidential project. The team will be made up of primarily senior leaders, managers and directors coming from all major business units of the organization. The orientation meeting will occur in two weeks and will present the finished outcomes to the executive team approximately 90 days following the orientation. My current focus is to provide the team with the guidance necessary to assist with the launch, specifically in two areas. I will be offering recommendations for the team charter, specifically focusing on ground rules, setting expectations and conflict resolution within the team and leadership. The second focus will be on recommendations for technology to assist in communication and collaboration for this national team. We will assess both synchronous and asynchronous technologies as well as recommendations for technology that will assist in brainstorming and problem-solving and conflict resolution. Team Charter Recommendations A fully functional team spanning across the United States of America can be a difficult process to maintain. It is vital that we as a team come together to create and honor a specific charter that will be devoted to our team. While we will still be working under the main Mission Statement of our company, it is important for us to focus on our actions and team work individually. “The process of creating this document will build team spirit and enthusiasm...
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...people who will work well in a team and be able to communicate effectively with colleagues, customers and clients. The article discusses how understanding human thinking can help managers in understanding and developing the communication skills and organization behavioral skills. Individuals always tend to behave differently when acting in their organizational role than when they are outside the organization. It is essential for a manager to have good skills in organization behavior, so that she can work effectively with the team and make effective use of their talents. Understanding their individual, group and collective behavior across the organization will always be helpful for organization and individual success and satisfaction. Understanding between managers of same level, working together in same project is very crucial for a project success. If they do not communicate with each other effectively, that may be passed down to the other members, resulting in conflicts between teams supporting a same project. A very similar situation had risen in our team during the past week. We have two teams supporting the same project in different ways. Because of lesser communication between teams, conflicts were arising very often. The IT support team’s perception was that, the other team does not understand the difficulties in achieving a particular goal in a technical way. The Functional team always had a thought that the IT team was not doing what the functional team...
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...Positive Influence Plans for Business Teams LDR/531 October 15, 2012 Positive Influence Plans for Business Teams Teams are an important part of an organization. The team process creates an environment that allows employees to respect one another and work cohesively to meet an objective or goal that the organization has assigned (Michael, 2012). Michael (2012) defines “TEAM” as “Together Each Achieve More” because teams are composed of individuals with specific skills, knowledge, and levels of abilities; each will achieve more if there is positive influence and understanding throughout the duration of the project in a team environment (p. 21). Understanding of Teams Can Lead to Positive Influence A project has been assigned to your department with a completion anticipated within one year. The organization has decided to form a team to be responsible for accomplishing the objectives of the project in which the collective knowledge can be gathered, documented, and delivered in a thorough efficient manner. It is important that the team has adequate resources, leadership and structure, climate of trust, as well as some form of incentive or reward systems to keep motivation throughout the project (Robbins & Judge, 2011). The team has to understand the abilities, personalities, roles, and importance of diversity that can affect the dynamics of the team performance (Robbins & Judge, 2011). In a team environment the common interest, values, social interaction, cooperation...
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