Essays on Challenges Facing Management in Teams Coursework

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The paper "Challenges Facing Management in Teams" is a great example of management coursework.   As teamwork becomes more common in organizations, the challenge of motivating groups of employees has become apparent. Traditional approaches of employee motivation are based on individuals’ incentives which are not as effective in team situations. This report discusses the various challenges that face managers in working in teams. Other challenges that face managers of teams include leadership, slack and laziness of some team members, and management of employees with diverse characters. This report discusses these challenges and offers recommendations that can impact the effectiveness of team management.

These recommendations include: using incentives that both applaud team members and individuals for the team’ s performance; assigning dominating team members challenging tasks; recognized for team members for exceptional contribution, and offering inspirational leadership. 1.0 Introduction More than ever before, organizations need to complete their tasks in teams. In recent time, the benefits of teamwork for organizations have been proved beyond doubt. Organizations have assigned more and more work to teams in the last two decades. With teams taking more responsibilities in organizations, working in collaboration is considered more important than individual or departmental work.

Unfortunately, current recognition and reward systems are reliant on motivating individual employees and not teams. In addition, management is faced with several employee management challenges that are unique to teams. Therefore, not all organizations are able to leverage the benefits of teamwork. Often the formation of successful teams is difficult for management teams in organizations. In this essay, we will discuss the difficulties faced by management in making teamwork a success. 2.0 Challenges Facing Management in Teams 2.1 Award of Incentives Proper award of benefits is one of the most difficult undertakings in team management.

Incentives are one of the issues identified by Fredrick Taylor as a principle of motivating employees (Kennedy, 2016a). According to Fredrick Taylor, benefits are one of the things that make employees work harder and give discretionary effort. Scientific management as proposed by Fredrick Taylor argued that pay should be related to performance (Kennedy, 2016a). However, Taylor reward system was based on individual performance and those individuals who reached the performance standard were offered a higher rate of pay.

In contrast, those who failed to reach the performance standard were offered the ordinary rate of work. Taylor also recommended the use of non-economic incentives such as shorter hours and promotions (Kennedy, 2016a). Unfortunately, implementing these rewards in a team context is different and more difficult than in ordinary management contexts. According to Kirkman et al (2016), many companies have experimented with team-based rewards but many have failed. Over a decade ago, some companies used a system that based a portion of an employee’ s pay on their team performance. Other employers based on the entire compensation of the employee on their performance in teams.

In 1992, Levi-Strauss tried this system of team rewards in their jean making factories. Previously, the company had used the ordinary piece-rate pay system for a number year (Kirkman et al 2016). Levi’ s experiment with the system involved team of 10-35 members, each team was rewarded according to pairs of jeans produced. The experiment did not work as it created animosity among the teams. According to Kirkman et al (2016), Levi was forced to use deputy sheriffs in their Tennessee plant to prevent workers from attacking each other.

Many employees had taken advantage of the pay system to engage in slacking behavior. The real losers in the system were the high performers and turnover of the best performers increased during the team-based reward experiment.

References

Kennedy, OAM, 2016a, Week 3: Fundamental of Management; Scientific Management. Lecture Notes. La Trobe University.

Kennedy, OAM, 2016b, Week 2: Fundamental of Management; Scientific Management. Lecture Notes. La Trobe University

Kirkman, B, Li, N, Zheng, X, Harris, B. &Liu, X. 2016, Top Performers Are Rewarded. Harvard Business Review March 14.

Leonard, N. H., Beauvais, L. L., & Scholl, R. W. (2005). A multi-level model of group cognitive style in strategic decision making. Journal of Managerial Issues, 119-138.

Levit, A 2015, Can One Lazy Employee Destroy Your Team?, Fast Track,March 13.

Schrage, M 2015, Reward Your Best Teams. Not Just Star Players. Harvard Business Review, June 30.

Wong, Z 2010, Human Factors in Project Management: Concepts, Tools, and Techniques for Inspiring Teamwork and Motivation. Wiley & Sons.

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