Effectiveness termwork on an organization

 

INTRODUCTION

Teamwork has been a Human growth, evolution, and survival have all depended heavily on teamwork. Teams outperform individuals in terms of organizational outcomes. One of the most productive work styles is teamwork. Because it satisfies requirements like social contact and attachment, teamwork also benefits individuals personally. Many management staff still don't do much to create teams, despite the abundance of evidence confirming the benefits that teamwork offers to businesses. The researchers investigated how different ethnic groups preferred teamwork and how self-awareness varied among the team members. it is suggested that organizations that are open and supportive of cultural diversity in the workplace are more likely to have effective work teams. Humans have always been motivated to organize into groups and cooperate in order to accomplish their objectives, find solutions to issues, come up with new ideas, hone their talents, and survive, among other things. One of the most obvious and important work arrangements of the twenty-first century is teamwork. One of the most productive work styles is teamwork.

  DISCUSSION

In the last decades, many studies have been conducted on the effectiveness of to achieve their various objectives and maintain their competitiveness, the workforces of many organizations use a variety of teams, including production, project, service, and action teams.  There  are numerous advantages for both individuals and companies, according to the literature on cooperation.  Teamwork has several advantages, such as enhancing employee relations, technical and interpersonal skills, job satisfaction and performance, flexibility, quality of work life, and organizational effectiveness growth.

Additionally, teamwork fosters cooperation, offers social support, and makes work more engaging and demanding. Atwater and Yammarino  define self-awareness as the individual’s ability to assess other’s evaluations of the self and to incorporate those assessments into one’s self-evaluation. It was a surprise to find no significant difference in self-awareness .Teamwork is truly considered more effective than other work forms, such as working independently  As discussed in the article by Drach-Zachary and Freund  it is not only the individuals within a team that can improve effectiveness

   The importance of the teamwork

v  1.Basic and Applied Research (IJSBAR) (2017) Volume 32, No  3, pp 267-286 positive effect; they examined whether working under stressful conditions, which in nature places demands on teams or individuals, limits or increases team effectiveness.

Cn1.Considering the structure of a team, it makes sense that having that implemented would help to reduce stress.

v  2.Despite the increasing demand of work among a team and the notion that more output is expected as there is more than one person, having people stand behind you, who know what you are going through and understand what is expected will help support each other through those stressful times.

v   3.Drach-Zachary and Freund state that when a team faces stressful circumstances its performance may benefit from the availability of a wide range of viewpoints, which its members can discuss and evaluate to come up with the needed solution

 E4.Each person in a group comes to the table with their own set of skills and expertise, the sharing of ideas between these team members is what helps the others learn more to expand their knowledge base .

v   5.come up with creative ways of solving problems. While there is no single answer to the questions of how to structure teams working under stress, Drach-Zachary and Freund allude to the idea of team members under stress being more receptive to the task inputs of others due to a selfishneed of preventing increased individual responsibility.

v   6.This in turn not only increases the effectiveness of teamwork in the workplace, but also increases individual effectiveness.

7.7.Being open to the opinions and criticism of others in the field, and taking their advice into consideration can encourage an individual to perfect their skills and learn new ones.

.E8.Enhance problem solving, increased innovation, higher productivity and better decition making.

v   

 Effective team building revolves

§  Arround communication, collaboration, coordination, cooperation ,commitment, creativity and celebration.

§  Stages of team development ,forming,storming ,norming, performing and adjourning.

 

Conclusion

 The building and incorporating of teams in the workplace is still a growing method, while not all organizations use work teams, higher management are at least starting to see the benefit they can provide. This change in work method gives even more reason as to why this topic should be studied. Now that it is known teams can be useful, what can be done to make them most effective? There are a lot of factors that tie into teamwork effectiveness, gender and ethnicity being two major components. How teams should be built, meaning who they should be comprised of, as well as which individuals may work best together. By knowing the conditions and circumstances under which teams become more effective, organizations can take advantage from all the benefits this work configuration brings, and stay competitive. Knowing what ethnic groups have a preference for team work, cannot only assist in building such teams, but in helping to increase job satisfaction, productivity and its overall effectiveness. Another incentive of knowing which groups are more prone to teamwork is that it becomes easier for HR to target those groups who need more training, coaching, and support in becoming effective team players. Practical implications of the above results can also apply to the initial implementation of work teams and/or the transition from individual work to group work.

 

References

 [1] A. W. Richter, J. F. Dawson and M. A. West (2011). “The effectiveness of teams in organizations: A meta-analysis”. International Journal of Human Resource Management. [On-line] 22(13), pp. 2749 2769. Available: doi:10.1080/09585192.2011.573971

 [2] D. Levi. Group dynamics for teams (4th ed.). Thousand Oaks: Sage. (2014).

 [3] E. Sundstrom, M. McIntyre, T. Halfhill and H. Richards. “Work groups: From the Hawthorne studies to work teams of the 1990s and beyond”. Group Dynamics: Theory, Research, and Practice, vol. 4(1), pp. 44-67, 2000.

[4] F. Gil, C.M. Alcover, and J.M Peiró. “Work team effectiveness in organizational contexts: Recent research and applications in Spain and Portugal”. Journal of Managerial Psychology, vol. 20, pp. 193 218, 20

 [5] E. Sundstrom. “The challenges of supporting work team effectiveness”. In E. Sundstrom (Ed.), Supporting Work Team Effectiveness. San Francisco, CA: Jossey-Bass, 1999, PP. 2-23.

[6] L.S. Hartenian. “Team member acquisition of team knowledge, skills, and abilities”. Journal of Team Performance Management, vol. 9(1/2), pp. 23-30, 2003. 05.

[7] L.E. Atwater and F.J. Yammarino. “Does Self-Other Agreement on Leadership Perceptions Moderate The Validity Of Leadership And Performance Predictions?” Personnel Psychology, vol. 45(1), pp. 141 164,

[8] A. Drach-Zachary and A. Freund. “Team effectiveness under stress: a structural contingency approach”. Journal of Organizational Behavior, vol. 28(4), pp. 423-450, 2007. 1992. Available: doi:10.1111/j.1744-6570.1992.tb00848.x