Teamwork and Leadership: Approaches, Challenges, and Best Practice

1793 Words Jun 23rd, 2011 8 Pages
In today’s organisational world, success is dependent on the quality of the employees’ skills, efforts, and innovation. There are varying approaches to gather these employees on a team, usually headed by a leader. On that note, Marcousé (2005 p. 234) states that “[l]eadership, at its best, means inspiring staff to achieve demanding goals.”However, leader types and team structures can face a number of challenges which restrict positive outcomes. This can be prevented by attaining best practice, which is “a ‘set’ a human resources practices that have the potential to enhance organisational performances when implemented”(Beardwell, 2007 p. 669). Hence, with the various existing approaches on leadership and teamwork come challenges which can …show more content…
There are various factors which cause unsuccessful leaders, failed teamwork, and bad decision making. The challenges are often due to defective leader types, unsuccessful combination of people working together and other external factors.
The main challenge in teamwork and leadership is personality. Some individuals have difficult personalities, and occasionally, dysfunctional personal attributes which cause destructive behavior. Such is the case with toxic leaders who misuse their position of power and leave a negative impact on their followers (Kusy, 2009 p. 4). Narcissists, control freaks or those with personality type A, and manipulators are all types of toxic leaders. Working with, or under, these leaders disrupts the harmony within a team, and shifts the members’ objectives and values (Kusy, 2009 p. 4). Emotionally unstable team members can also limit group productivity by what is called the bad apple effect, whereby the unstable members spread their negative energies to the rest of the team. Furthermore, teams made up of one personality type present challenges. An anxious extrovert team, for instance, can show poor performance as all the members can be easily distracted (Management Teams, Belbin, 2010 p. 29). The opposite composition of such a team can also lead to negative results, as with stable introvert teams, who are not perceptible to new important factors which could influence changes to their given project. Similarly, apollo teams, or teams
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