Strengths And Roles Of The Team Development

Part of being a manager for a company is managing teams. These teams can be created for many different reasons and can have various goals put upon them. Companies want managers that are capable of constructing teams that can effectively meet goals and set standards. The four types of work teams most commonly found in organizations are: problem-solving, self-managed, cross-functional, and virtual. In completing the simulation for this course, I will use cross-functional work teams as a foundation for my investigation of effective team management.

When talking about team dynamics the first question one may have is, “What are Team Dynamics?” In Williams (2011) it is said “The dynamics of teams determine if these goals will be met in an efficient manner.” It is said in Ecclesiastes 4: 9-10 “Two people are better off than one, for they can help each other succeed. If one person falls, the other can reach out and help. But someone who falls alone is in real trouble.”

In Organizational Behavior, team effectiveness is determined by performance (achieving intended results) and viability (members satisfied with team experience and willing to continue contributing to team effort). (Kreitner & Kinicki, 2013, p. 304).

In order for companies to success the establishment of self-directed, high-performing teams is vital to the organization, especially in large companies. There are some managers who are successful at establishing these self-directed, high-performing teams, while other manager have difficulties establishing self-directed, high-performing teams. Therefore, the managers who are struggling need to find solutions on how to establish these self-directed, high-performing teams. Our company has some managers who need help with establishing self-directed, high-performing teams. This detailed report will identify the problem areas the managers are having in reference to establishing self-directed, high-performing teams and it will give

The members in this type of team collaborate to share in management and decision-making roles, while maintaining accountability for organizational responsibilities under their direction. Although, this team method system may not be suited for all companies, in order for self-directed to be successful, managers and supervisors will need to become facilitators or coaches. Proper planning and communication plays a vital role in this transition, as is examined in the case study presented.

The article supports the use of self-managed work teams because of increased job satisfaction, improved communication, shorter decision time, and improves employee self-esteem. This author was easy to read and gave good examples of companies that developed work teams.

Work Team development is a dynamic and often difficult process. Most teams find themselves in a continuos state of change and development. Eventhough, most teams never reach full stability, there is a general pattern that describes how most teams evolve. There are five stages of team development, the first stage is forming. In this stage there is a great deal of uncertainty about the teams purpose, structure and leadership. Members are testing the the waters to determine what types of behaviors are acceptable. This stage is complete when members began to think of themselves as part of the team. The second stage is called storming. In this stage there is much intragroup conflict.Team members accept the existence of the team, but there is resistance to the control that the team imposes on individuality. Conflict can arise from numerous sources within the team setting but generally falls into three categories:communication, factors, structural factors and personal factors (Varney, 1989/Townsley). In addition, there is conflict over who will control the team.

FORMING:This is the introductory stage where individuals come together to become a team. At this stage, individuals are trying to find their place and as a result, we could have a lot of conflicts and other negativity appearing but this helps the group understand themselves better and value each other more.

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.

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

II. Problems that may arise at every stage of team development, as well as strategies for addressing them.

A team is made of two or more people who have a certain goal and work together for achievement of that goal, The dynamics of working in a team are extremely important in a oraganization. In school, in different activities, we learned the basics of working in a team.

The relationship between self management team and effectiveness might not be present every time and some organizations could experience this situation (Wageman, 1997p.53). The progress observed after implementation of this organizational structure can be slow or even inexistent. This reason is that employees have been used to have specific directives through their work from their manager. With the change, the team members can face difficulties to take the responsibilities for some decisions which were previously the duties of the Team Manager. "Alpha" has created teams of 20 individuals specialized on a specific region with a high level of self management which includes a lot of decision-makings. The team members first need to choose how to organize themselves and then to plan the work, motivate each other and to control the workload. By choosing a specific organization, the team members need to decide who is responsible for which task, to set the goals they want to achieve and also need to be able to solve problems such as discipline when one of the members does not participate efficiently to the group. They will also interview the potential new team members enrolled by "Alpha" once they finished their training in order to be sure the potential team member will fit within the team. Due to all these new roles and responsibilities, there is a risk that the team is less effective that before the change if the team

A theory of team working that details the stages of team development that are typical to any type of team

How do these strategies apply to a team that you are or have been a participating member?