Effective Implementation of Team and Group Work

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Teamwork typically involves groups of interdependent employees who work co-operatively to achieve group outcomes’ (Parker and Wall 1998) Effective implementation of team and group work can substantially increase motivation and job satisfaction, however these are based on multiple factors such as group processes, the types of team and the level of authority within the group (Gladstein 1984) The definition of teamwork varies slightly to that of group work as individuals within a team are all held accountable and judged on collective performance as opposed to that of work groups. (Katzenbach & Smith 1993) This paper looks into the dynamics of working groups and teams and the impact they have on individuals in relation to job satisfaction and motivation, There have been many studies conducted into how motivation can be substantially higher within a team as opposed to working individually although there are some conflicting findings which will be discussed further on in this paper. Firstly looking into motivation theory and how these can be applied to groups and teams, Herzberg (1959) developed a 2 factor theory indicating motivation and hygiene factors and that relationships with co-workers and teamwork was seen as a hygiene factor, henceforth only preventing job dissatisfaction and with no direct relation to motivation. Although looking closer at the outcomes of teamwork, in a group, members tend to have a higher level of responsibility due to interdependent tasks, and as the

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