IntroductionDevelopment and management of effective teams refers to managerial activities aimed at empowering employees put together in groups so that they improve their performance and steer the organization to meet its set objectives. According to the management theory, teamwork is a key component of any process in an organization as it affects the level of productivity and quality of products and services delivered by workers (Reddy, 2004). In turn, this influences the level of customer satisfaction and overall reputation of an organization. Effective teams produce more work in less time. This enables an organization to alleviate costs incurred due to inefficiencies, to make more sales and to realize higher profits.
In other words, individuals within an organization rely upon one another to ensure that they produce the desired volume of quality products or/and services which meet or exceed customer expectations (Reddy, 2004). Thus, development and management of effective teams can steer an organization to attain competitive advantage over time. Another critical issue that affects organizational effectiveness is diversity management. This refers to bringing together people of different ages, religions, races and/or ethnic diversity into a cohesive and productive unit (Werner & DeSimone, 2009).
The ability to manage and utilize diverse workforce affects an organization’s performance. Thus, diversity management should be made part of every organization’s culture. This paper examines management theory on the concepts of creation and management of effective teams and diversity management within organizations. The paper also examines how well Toyota Australia has utilized these concepts, a company that I am yearning to work for. Toyota Australia is the Australia’s branch of the Toyota Motors Company, a leading multinational automobile manufacturer throughout the world with headquarters in Japan.
This corporation has achieved numerous goals throughout its history, and, in fact, its cars have in many cases been rated the most valuable in the world (Toyota, 2012). One of the sources of this success is the corporation’s effectiveness in developing and managing work teams and its dynamic culture. Development and management of effective teamsAs Daft (2007), explains, the effectiveness of organizational teams is dependent upon an organization’s effectiveness in the process of recruiting and managing human resources. In order to build an effective team, an organization should interact with the external labour environment in order to attract, select, recruit and retain workers with the required knowledge, abilities and skills for executing its strategic business plan.
Workplace teams should be carefully planned and put together. Thus, people with different competencies should be put together in order to get the most out of them. For instance, a work team can be composed of a leader, a reporter, individuals with technical expertise and others who follow directions. Goals and directions should be communicated well to organizational teams to assist them in overcoming challenges that may arise.
The set goals have to be specific, realistic and measurable (Daft, 2007). Organizational teams must be nurtured and given enough time to develop and become effective. After pairing off individuals whose skills and abilities best complement each other with regard to organizational objectives, they should be given some space to know each other, and also, develop effective ways of operating (Daft, 2007). Teams should also be provided with the necessary resources to enable them achieve the set objectives within the required time.
They should also be given enough time to complete the allocated tasks.