Introduction In organizations, they are various aspects that determine how effective and productive they become. This includes development and management of effective teams as well as productive management of diversity or cross cultures. It is the role of team members to ensure that the achievement of organizational goals is attained in time. This can be achieved through inspiring, persuading, leading, and developing a creative work environment. Management of diversity or cross cultures is also crucial towards ensuring they is cohesive working of the teams which is a great determinant in achieving the organizational objectives.
This report will analyze the theoretical management of organization teams and cultural diversity and compare with the actual management within the Gartner Company where i work. It will also seek to note the differences as well as recommend how the organization can actually manage the teams and cultural differences and diversity. Team Management and Development In developing and managing effective teams, there is need to analyze some of the general aspects and terms used in various teams. Work teams can be viewed as the formal groups that are made up of individuals who are interdependent and responsible for achieving the objectives.
Team can also be viewed as an ongoing task group whose members have a role of working jointly in recognizing problems and coming to an agreement on what can be done as well as implement essential actions in relation to a specific task or organizational section. Theoretical Development and management of effective teams Teams do not perform automatically at high levels; however, they have to be managed effectively as stated by Duke Corporate Education (2005). When the teams are effectively managed, they are able to clearly achieve the set goals, gain relevant skills, have a mutual trust, attain a unified commitment, have a good communication, efficient negotiating skills, external and internal support, and appropriate leadership.
The set goals for teams should be clear and accepted by every member of the team. Effective management of teams includes various aspects including structural and authority issues clarification. Other two vital controlling aspects include the way to evaluate performance of the team and reward team members appropriately. Gain-sharing is another approach to teams that should be utilized in ensuring that the teams are well managed.
This approach or program ensures that the gains of the team’s effort are shared among the team members. Teams can be supported to work and improve their working style through the adaption of collaborative leadership style. Teams should also be maintained and improved through assisting them to rethink and re-invent on their collaborative working and innovation. The teams must always use the differential knowledge of the members of the team. This is because the sum knowledge of a team is greater than that of an individual as stated by Jerald (2002).
Teams should be allowed to have diversity of approach and opinions in order to tap the diversified knowledge and experience towards solving problems. Teams should accept and be committed to every person’s contribution and goals as this encourages the team to share or make use of each member to create a commitment. It is important to give team members a chance to show their intellectual abilities as argued by Kandula (2006). This makes the team members flourish when offered a chance to express themselves.
As a manager, there is no need of being afraid of the disputes as they usually lead to growth of a team.