Self-Directed Work Teams- Annotated Bibliography

In an effort to address types of conflict resolution strategies, we must first know a little about the teams themselves. In today’s business world, there are four basic team types; cross-functional teams, self-managed

Conflict arises from various sources in the team setting (Capozzoli, 1995). The most common causes of conflict are values, attitudes, needs, expectations, perceptions, resources, and personalities. As we are all raised with different values, morals come into play when the team issue deals directly or indirectly with ones values, morals, or ethics. Conflicting attitudes can bring about problems as two or more team members prove to have differing goals in mind. Individual needs can cause rifts within a team when they are not satisfied. The expectations of team members are not the same on how the goal will be met. We all have different perceptions of life situation and interpret them differently. The lack of resources needed to complete a task can cause conflict. Differing personalities play a major role in team conflict.

It would be really helpful to use teams in health care. It will help teams to improve their performance. They can be more synergy and innovative. That will help health care setting to provide great service and they can get more involve with an individual. The health care setting can be more responsiveness to patients by responding as quickly as they can. The health care setting needs to be more understanding, need to know their responsibility, and keep a healthy relationship. They can be more responsiveness by providing virtual team support, interest group, and division of labor to patients. This can help patients to get service quickly. It is really important to motivate health care provider because motivation impact their performance and it can help them to maintain a positive relationship with coworkers and patients. The health care provider should always have positive work habits because that can work as motivation.

In order to fully explore the nature of team work in healthcare it is importance to first look at what defines a team.A team can be defined as two or more people with specific roles working together to achieve a common purpose(Kalisch & Begeny, 2005). For

Health and social care workers typically work in teams. In our home particularly, we have 70 members of employees in total and there are at least 10 employees on each shift. In order to complete various types of tasks from different job roles, every one has to work together. To ensure the team performing effectively there are eight characteristics can be identified according to Larson and LaFasto (1989).

Upon reviewing the implementation of Self-Directed Teams (SDT) at the newly acquired plant in Corpus Christi, Texas I have come to a conclusion that we need to redefine each team and revamp the roles and responsibilities of the team members that comprise each team.

In today’s dynamic and innovative business climate, more and more companies are seeking ways to increase productivity, efficiency, and provide an organizational culture where innovation and creativity flourishes. Team-based environments have proven to be advantageous and beneficial in achieving this goal. One such organizational approach is self-directed teams (SDT’s), which is comprised of a group of two or more members entrusted with the responsibility of working collectively to achieve organizational goals, with minimal assistance from management.

Many organizations today believe that the use of work teams will allow them to produce better products and provide better services, faster, and at lower costs. Using a work team approach can reinvigorate productivity and service provider motivation, and better position an organization to deal with a rapidly changing environment. However establishing effective work teams is not something that comes easy. Though, the benefits of effective work teams within an organization are very substantial, it takes alot of hard work and dedication on the part of management and team members to develop, implement and maintain effective work teams.

Teams working in a hospital or other healthcare setting may consist of several physicians, nurses, medical assistants, referral coordinators, pharmacists, therapists, and students among others. Such large teams can provide comprehensive care for complex and chronic illnesses, but when they fail to work well together, they

Conflict management is the detriment of many teams or groups in accomplishing its goals. This is because most people do not understand the different conflict styles and how to apply the rules and principles associated with the style you may be dealing with. In this paper I will analyze three of the five management styles discussed in the textbook Communication in Small Groups. Avoidance and competition are two styles that I believe have the greatest effect on hindering a group or team from accomplishing its goals. Collaboration, however, is a style that I believe is most effective in

The issue of team self-management is one of great interest in today’s complex environment, it seems many businesses are restructuring themselves in an attempt to “modernize” and stay relevant. Some of the most successful organizations in modern times were nothing more than an idea a decade or two ago, with names like Facebook and Zappos. Part of this successful “startup culture” includes decentralization of decision-making, often leading to a more flexible and employee friendly work environment. More traditional organizations are taking note of this trend and studying it or implementing it themselves.

The self-directed work team is an autonomous work unit capable of self-management. Such team has little need for direct supervision from managers; rather, the manager’s role is to meet the need of the team through the provision of resources, training and encouragement (Douglas & Gardner, 2004). The team is typically comprised of 5 to 15 members who are responsible for performing and managing all or most aspect of a set of interdependent work tasks (Yeatts and Hyten, 1998). In order to overcome the competitive challenge for production efficiency and effectiveness, organizations have focused on

The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to

Alper, S., Tjosvold, D., & Law, K. S. (2000). Conflict management, efficacy, and performance in organizational teams. Personnel Psychology, 53(3), 625-642. This study looked at the management of conflict and linked it empirically with organizational team and efficacy research. There were sixty-one teams with nearly 500 employees studied, all belonging to a leading manufacturer of electronic products. A structural equation analysis was used to show that a cooperative approach to conflict is more effective than a competitive approach to same. Making use of autonomy can also make a person or a team more productive.

Accordingly, the concept of self-managed work teams has increasingly been – in today’s globally competitive environment – receiving attention from both academics and organisations as a promising new tool in management (Manz 1992; Druskat & Wheeler 2004). The concept of self-managed work teams describes the set of