Importance of Team Work

Team members must also be respectful of one another, welcome diversity, and establish both trust and accountability within the team. All team members must be willing to decide how they will work together by jointly developing a code of conduct, ground rules, or team principles. These should support the team mission and drive the team toward accomplishing its goal. Banutu-Gomez (2011) indicated, “Also, all the members of an effective group need to be committed to the group’s ideas, goals, and decisions or the team will be unable to get any work done” (p. 60).

Teamwork cannot be demanded. Everyone involved must discuss and understand what the goal is and what is required of them. Teams should have traits such as goals and objectives, empowerment, trust, authentic participation, innovation, creativity, risk taking and leadership. (Temme and Katzel, 1995)

A successful team can be represented by various characteristics which include respect for one another, a sense of purpose, commitment to the aims of the team which are demonstrated every day by each team member and regular communication between team members.

Clear responsibilities and roles, the structure of the team, job descriptions, competencies, accountabilities, resources, tools and equipment should all be provided. Problem solving, communicating, managing conflicts, tasks, planning meetings, performance evaluation, managing change and decision making should follow clear procedures ensuring effective team working. Positive relationships, mutual respect and trust, continuing support and inclusion, valuing diversity and listening to feedback can overcome challenges to effective team performance. A strong credible leader with clear expectations can also overcome challenges to an effective team.

| “The top 10 features of an effective team are: * clear purpose; * open communication; * constructive conflict; * effective problem-solving and decision making; * defined roles, responsibilities and accountability; * strong relationships; * systems and procedures; * experimentation and creativity; * measurement and self-assessment; * shared leadership.” For a team to be effective, they need to have clear

To be an effective team, the leaders need to be organized in a team, so that the team members can have good relationships with other members. A leader also need encourage team members to analyze how to fix problem regarding to health care, and negotiate necessary changes structures of team can also affect the quality of team, such as skills and abilities.

After the selection of the effective team members, it is important to analyze the conditions that should be in place before the team is launched; analyze the team processes that unfold as the team begins its work; assess what should happen during the team’s launch, and

Kreitner and Kinicki (2013, pp. 307, 323) also wrote that effective teamwork depends on clear purpose, informality, members’ participation, listening, civilized disagreement, consensus decisions, open communication, clear roles and responsibilities, shared leadership, effective external relations, style diversity, and self-assessment, while high-performance teams are created through participative and shared leadership, alignment on purpose, effective communication, future-orientation, task-focus, creative talents, and rapid response. In addition, some industry articles suggested the following criteria for effective teams: diversity, clear goal, effective communication, trust, ownership, job competencies, leadership competencies, morale, and operations metrics (“Characteristics,” n.d.; “Evaluation criteria,” n.d.).

One of the most important aspects is sharing a close relationship with the people one is corresponding with. This does not mean the participants must know all the details of the others’ lives or for that matter have known the person for an extended period of time. Instead, the people working together must be able to comprehend the motives of the other members and take compassion in their individual circumstances. Whether it is a sports team where the players may not all be best friends, but realize that each person will try their hardest and have bad days or if it is a business committee who treat all partners’ opinions with respect and attempt to understand their perspective, recognizing everyone has a unique view that deserves its own weight. Teamwork is more than just working together, but is the process of regarding and acknowledging every comrades’ strengths and weakness and then using this as the framework for achieving the overall goal. Personally, I experienced this important factor of teamwork during my years in gymnastic and dance classes. In the beginning of the year, our class would be shy and uncoordinated; nevertheless, as we took consideration about each member and built a personal relationship with everyone in the class we were able to create a relationship of a higher complexity, a team.

Characteristics of effective teamwork include clear purpose, informality, participation, listening, civilized disagreement, consensus decisions, open communication, clear roles and work assignments, shared leadership, external relations, style diversity, and self-assessment. (p. 307), and high performance teams have attributes which includes participative leadership, shared responsibility, aligned on purpose, high communication, future focused, focused on task, creative talents, and rapid response. (p. 323)

Kreitner and Kinicki (2013, pp. 307, 323) also wrote that effective teamwork depends on clear purpose, informality, members’ participation, listening, civilized disagreement, consensus decisions, open communication, clear roles and responsibilities, shared leadership, effective external relations, style diversity, and self-assessment, while high-performance teams are created through participative and shared leadership, alignment on purpose, effective communication, future-orientation, task-focus, creative talents, and rapid response. In addition, some industry articles suggested the following criteria for effective teams: diversity, clear goal, effective communication, trust, ownership, job competencies, leadership competencies, morale, and operations metrics (“Characteristics,” n.d.; “Evaluation criteria,” n.d.).

4) APPROPRIATE LEADERSHIP- the team will have trust and feel comfortable in how things are being led.

2. The team must have a results-driven structure. The team should be allowed to operate in a manner that produces results. It is often best to allow the team to develop the structure.

Commitment and involvement- the team should be able to understand the goals and should be committed in achieving them

written by Katzenbach and Smith called “The Discipline of Teams”. This article was written to