Teamwork in a Business Environment - Annotated Bibliography Example

Teamwork in a Business Environment Introduction Teamwork is an inevitable practice in most of the organizations. An organization comprises of several factors, which affects its operations; such factors can be either internal or external factors. Internal factors refer to those factors, which the management has control over while external factors refers to those factors in which the management has absolutely no influence over. In aligning the business to the internal and external factors, it is paramount that the management organizes the employees into groups so that they are in a position to improve their individual performance and the overall productivity of the organization. The subsequent paragraphs puts into perspective various journal articles touching on team work within a business environment. Article 1: The Importance of Teamwork, Continuous Top Management Support and Training in Bringing About TQM This article was chosen as it shows the link between a TQM environment and teamwork. The authors show how teamwork in an organization can offer an organization a competitive edge in the market through quality products and services as well as increased levels of customer satisfaction. From this article I have learned that, in order to make the teams more effective, it is important that the employees are taken through training, which allows them employ individual performance and excellence in improving efficiency and productivity of the group. The article has helped me understand that an organization that is committed to total quality management must ensure that it provides cohesive groups, which are dedicated towards attainment of its strategic goals. Parumasur and Govender (2013) state that there are several measures, which can be employed to empower teamwork. The first measures are through proper remuneration. When members of a group are well remunerated, they feel motivated and work effectively within the group. The other factor that promotes group cohesiveness is making the group all-inclusive and objective, which ensures that the members within the group are committed to doing their work without being distracted by any outside forces. I have also learned that the major factor undermining group work is the structure of the organization. If individuals are given unique role, which do not relate to each other then it is not easy to work as a group. The authors of this article assert that lack of cohesiveness occurs when there is poor management, biasness and nepotism, which makes some workers to feel alienated, hence watering down their motivation. Finally, I have realized that negative group dynamics can be applied by the members of group in which they champion for their own selfish interest as opposed to the interest of the organization. The Trust That Makes a Team Click This article features an interview between the author and Peter Loscher, the president of Siemens A.G. I selected this article so I understand the importance of teamwork from a prominent leader’s view point. The fact that Peter Loscher leads a very successful team attracted my attention, as I wanted to understand how this success is attributable to teamwork and to find out if the teamwork spirit in sports can be applied in business. The lessons learned from this article are multiple. First, I realized that trust is an underlying principle in business. The interviewee set the record straight that business is about lining up teamwork or a leadership team and then they are directed towards meeting a common goal. I was so inspired with Loscher’s remarks that trust in teamwork ensures that the players do not only try to do their best individually, but they also try to do something to make the team better. There are also lessons I learned from Loscher regarding leading a team that is characterized by distinct cultural differences. I learned from him that, in order to successfully lead a team that espouses diverse culture, it is essential that one adapts to diverse settings and be pleased about the diversity. It was such an inspiring article. A Penalty for Discounting Teamwork I selected this article in order to find out the consequences of disregarding teamwork in an organization. I wanted to have this knowledge round up what I know about the advantages of teamwork. I also chose this article because I liked its idea of borrowing the principles of good teamwork from soccer, which makes it very easy to understand this concept. Lencioni (2011) has taught me that the culture of teamwork is very critical in determining its success or failure. The author likes this to a football team, whereby it is possible for a team to perform exemplary well during a certain season, only for the team to perform poorly during a subsequent season, specifically because the new recruits do not follow the footsteps of the former team. The author maintain that such a scenario can transpire squarely because the culture of the team that does well changes, hence ushering in a new culture that does not effectively focus on doing what is supposed to be done to achieve the common goal. This has made me understand why removing a certain persons from the organization and replacing them with others can sometimes have significant impact on the team culture, and the performance of the team generally. Article 4: Teamwork Behaviours: A Review and an Integration of Frameworks The choice of this article is inspired by its rich review of literatures in relation to different models that organizations can use to improve teamwork productivity. I was also very impressed by the authors’ practical explanation of how a team functions as an input-output system, and that the quality of their output depends on their input. In essence, I found this article very relevant because of its practical approach to issues of teamwork. The Article reviews the frameworks for various teamwork behaviours and comes up with a standard approach that should be pursued by organizations with regard to teamwork. Rousseau and Savoie (2010) claim that it is important to take note that use of email, website, and social sites goes a long way to ensure that there is interaction between various stakeholders within the group which in turn promotes cohesiveness of the group. Most organizations are large and with various departments ranging from finance department, sales department, and human resource department. This, therefore, calls for the need for people to work as a team. There are several groups, which are formed in the organization. They include formal and informal groups. Formal groups within the organization are expected to work towards attainment of specific objectives within the organization. On the other hand, informal groups work for the sake of improvement of social welfare within the organization. Formal groups can be Sacco or welfare groups, which must also be allowed to operate independently without interference from the management. The most prominent factor, which undermines teamwork, is the issue of negative group dynamics. More often, people form cohesive group that foster objectives which are parallel to the objectives of the organization. Rousseau and Savoie (2010) assert that it is crucial that measures are put in place by all the stakeholders to ensure that the cohesiveness of the team does not work against the attainment of the core goals of an organization. I have learned that the several measures that can be employed to address the issue include transfers, increased responsibility and accountability, as well as constant supervisions. Developing ideas and concepts in teamwork research: Where do we go from here? The reason why I selected this article is because I wanted to have a quick look at the changes that have taken place in teamwork issues, for the last 10 year. This would help me differentiate the approaches to teamwork between the traditional and contemporary research domain. From this reading, I have learned that traditionally, teamwork was based in a manufacturing model, whereas in the contemporary period teamwork is focussed on the service sector domain, which is characterised by customer service, cultural diversity, and task interdependence. It is thorough this study that have realised the importance of teamwork in the service sector, which is characterised by multiple challenges as highlighted by the authors. More so, it has come to my attention the manner in which changes in the workplace has brought about a different perceptive regarding teamwork in organizations. In essence, I have understood the importance of developing a coherent and inclusive approach to teamwork with the aim of increasing my knowledge in this course. Additionally, by reading the way issues of teamwork have changed overtime, I have developed a more comprehensive grasp of its significance, and also developed an ability to know what can be done to increase the productivity of teams in different environments. Article 6: Teamwork on the line can pay off down the line The reason for the choice of this article is to show how organizations can use teamwork to enhance innovativeness, which leads to greater productivity. This is achievable through a cohesive teamwork, which shares a uniform goal that leads to attainment of the objective of the organization. The article is, therefore, relevant to understanding the relevance of teamwork within the business environment. The choice of this article is also based on the need to understand how work groups’ model of the determinants of self-organizational activities, which have been proposed previously, can be used to enhance productivity in an organization. From the work of Annika (2011), I have learned the relationships between group initiatives and group processes, and how these are linked to self organizational tasks. I have also realised the importance of basing job design on work analysis since this ensures that organizational activities are handled in a better way, as opposed to use of self-assessed autonomy. I have also learned how companies can encourage teamwork to enhance innovation process, which maximises the returns on investment. In view of this, I have realised the importance of ensuring that teamwork are accorded substantial freedom, as well as encouraging reflectivity in group processes. Article 7: It takes teamwork to achieve individual, organizational success The choice of the article is informed by the fact that it displays how individual performance can catapult a group to success. The critical factor that influences individual behaviour is the issue of motivation. If motivation is in place, the productivity of the organization is guaranteed. The various theories of organization such as Maslow and Herzberg two-factor theory helps in attainment of motivation at the organization. In order to achieve motivation at work place there has to be better remuneration in place that is commensurate with the work that the stakeholders engage in within the organization. Mackay (2013) asserts that the employees should also be given other fringe benefits such as housing, medical cover, and education allowance. Human resource is very complex and to motivate them measures have to be put in place to ensure that they adequately motivated. When employees of Tesco are well motivated they will be more productive and the organization will have better performance in terms profitability and revenue base. According to Mackay (2013), the management also ought to have good interpersonal relationship that will ensure that various stakeholders within the organization can air their grievances to the management without any fear of intimidation. When a good communication culture is present then vibrant media such as the digital board should support it where the stakeholders can air various notices for action. Article 8: Teamwork, organizational learning, patient safety and job outcomes In order to achieve efficiency in operations at a health facility it is paramount that issues such as teamwork, patient’s safety, and organization learning are not overlooked. Shirmohammadi (2012) claims that a hospital environment is risky judging by the services, which are offered at the facility. The obvious risks, which are inherent in a hospital environment, include risk of wrong diagnosis, needle injury, and chemical intoxication. It is crucial that measures are put in place to ensure that this acceptable level of risk does not result to any injuries to the organization. Such measures include employing qualified personnel. The concept of risk management and quality management goes a long way to make sure that organization attains its strategic goals. Shirmohammadi (2012) asserts that the fact that both quality and risk management makes the organization realize its strategic goals means that both the concepts should be embraced within the organization. It is important that the structure within the organization embrace both the concepts through relevant departments. For instance, there has to be a quality assurance department and risk department. It is worth noting that all the departments must be independent and well represented by competent workers, which will ensure that the roles of these departments are realized, and on course with attainment on the strategic goals of the organization. Article 9: Project Team Training: A Proven Key to Organizational Teamwork and a Breakthrough in Planning Performance The article puts identifies team training as the best way to improve the productivity of the team. The training takes two forms, which include self-managed learning and lifelong learning. In order to promote productivity of a team Self-managed learning provides immense benefits to both the organization and the individuals. The major advantage of self-managed learning is that it motivates individuals thereby increasing their productivity in the organization. Rogers (2011) insists that self-managed learning enables individuals to be self-starters and more confident in performing their role in the organization. The other notable merit of self-managed learning is that it minimizes transfer learning, an age long practice in organizations. Self-managed learning allows individuals to train and apply it to meet the current organizational goals. The other advantage of self-managed learning is that it is cost effective to the organization. Lifelong learning involves promoting learning beyond the normal schooling and transcends the age factor in school. The primary goal of lifelong learning is that it promotes professional and personal development of individuals. According to Rogers (2011), besides conferences and workshops, the organization also should employ professional development programs to foster lifelong learning. Such programs delve on various enriching current issues related to career growth and management of workplace challenges. Article 10: Teamwork quality and the success of innovative projects: A theoretical concept and empirical evidence The article is informative since it dwells on how teamwork can be influenced for the success of various projects earmarked by the organization. According to Hoegl and Gemuenden (2011), working as a team is challenging because it involves engaging people with diverse backgrounds and culture into performing certain a uniform task. To make sure that the group remains cohesive and up to the challenge, it is important that the group be motivated. Research reveals that most groups fail to deliver because they lack motivation or because there is unfair treatment. Managing groups should always be conducted objectively so that all members of the group feel part and parcel of the group hence they will concentrate their efforts towards attainment of the objectives of the organization. Adverse group dynamics should never be given room to thrive because the will distract the team members from pursuing the primary objective behind the formation of the group. Teamwork involves compromise; hereby each member of the group sacrifices their own selfish interest for the sake of the group. Conclusion Teamwork is a component of an organization, which cannot be overlooked in pursuit of organizational goals. It is therefore paramount that the various groupings within the organization be formed objectively. The previous chapters have delved into various concepts surrounding teamwork. The articles have underscored how the teamwork can be influenced to operate within the business environment to accord the organization a competitive edge in the market. References Annika, L. (2011). Teamwork on the line can pay off down the line. Journal of Workplace Learning, 23 (2), 75 – 96. Retrieved on 13 January 2014 from http://www.emeraldinsight.com/journals.htm?articleid=1906895 http://search.proquest.com/docview/852323960/142F5113D081022E2E1/1?accountid=145382 Hoegl, M. & Gemuenden, H. (2011) Teamwork quality and the success of innovative projects: A theoretical concept and empirical evidence. Organization Science, 12 (4), 435-449. Retrieved from http://search.proquest.com/docview/1033829595/142F27A4FAF2FACD979/6?accountid=145382 Lencioni, P. (March 2011). A Penalty for Discounting Teamwork. BloomBergbusinessweek. Retrieved from http://www.businessweek.com/managing/content/mar2011/ca2011031_356616.htm Marks, A., & Richards, J. (2012). Developing ideas and concepts in teamwork research: Where do we go from here? Employee Relations, 34(3), 228-234. doi:http://dx.doi.org/10.1108/01425451211217743 Mackay, H. (2013). It takes teamwork to achieve individual, organizational success. The Business Journals, 12 (2), 145-164. Retrieved on 13 January 2013 http://www.bizjournals.com/bizjournals/how-to/growth-strategies/2012/10/it-takes-teamwork-to-achieve.html?page=all Parumasur, S. B., & Govender, P. (2013). The importance of teamwork, continuous top management support and training in bringing about TQM. Journal of Economics and Behavioral Studies, 5(9), 639-651. Retrieved from http://search.proquest.com/docview/1461991199?accountid=145382 Rogers, L. (2011). Project Team Training: A Proven Key to Organizational Teamwork and a Breakthrough in Planning Performance. Project Management Journal 21 (2) 9-16. Retrived on 13 January 2014 from http://search.proquest.com/docview/218763445/142F27A4FAF2FACD979/5?accountid=145382 Rousseau V & Savoie, A. (2010). Teamwork Behaviors: A Review and an Integration of Frameworks. Small Group Research, 37(5) 540-570. Retrieved on 13 January 2014 from http://www.sagepub.com/gastilstudy/articles/06/Rosseau_Aube_Savoie.pdf Bryant, A. (July 2011). The Trust That Makes a Team Click. The New York Times. Retrieved from http://www.nytimes.com/2011/07/31/business/siemens-ceo-on- building-trust- and-teamwork.html?pagewanted=all&_r=0 Shirmohammadi, M. (2012). Teamwork, organizational learning, patient safety and job outcomes. Team Performance Management18 (5), 295-311. Retrieved on 13 January 2014 from http://search.proquest.com/docview/218763445/142F27A4FAF2FACD979/5?accountid=145382 Read More