Team Work For Effective Organizations Example

Team Work For Effective Organizations Example Team Work For Effective Organizations â€" Assignment Example > Teamwork for Effective OrganizationsIntroduction Managers and employees need a thorough understanding of the nature of teamwork that enhances service quality to customers. Managing teams is one of the biggest challenges that organizations face. Poorly made decisions may tear apart the connections between the management and the employees. For instance, some team members may perceive management’s or leadership’s plans to restructure as a disparagement of their performance and efforts (Cilliers, 2006, p. 33). A detailed comprehension of structure and status issues is imperative to improving people’s ability to manage and work in teams. As many organizational decisions, such as determination of the key roles such as leadership, as well as other factors of team structure, are often determined by the organization and therefore out of control of team members (Tosi, Mero, Rizzo, 2000, p. 233), there is need to have a crisp understanding of team behaviour so as to have effective tea mwork. This there are a number of models that explain the elements of team structure, the psychological processes involved and team behaviour, this paper addresses two models: the Tjosvold Model and Benton's Psychology Model. Tjosvold ModelTjosvold (1991) (as cited by Wankel and DeFillippi, 2004, p. 236) applied the theory of cooperation and competition and its research to develop a general model of team effectiveness. The team organization model incorporates the conditions and processes that contribute to effective cooperative teamwork. Tjosvold (1991) further notes that the terms 'envision, ’ ‘unite, ’ ‘empower, ’ ‘explore’ and ‘reflect’ are mutually reinforcing steps to an effective group. Employees and managers are committed to their vision as stipulated by the organization. People know how their own efforts fit into the objectives of their departments and the goals of the company. In particular, team vision offers a common direction for team members and help s them have the belief that their goals are cooperative rather than independent or competitive. According to the team organization model, cooperative group members feel more capable and able to use each other’s abilities and resources to attain their goals. They feel powerful and confident that they have the technical skills and interpersonal abilities required to accomplish their tasks. As such, they can be able to better combine their resources to fulfil their set goals. Such group members explore problems by exchanging information and discussing opposing views openly with a view to delve into issues and come up with solutions. They are also prepared and willing to integrate their dissimilar views to highlight and solve problems. As such, they use their experiences and conflicts to learn, reflect and to adjust so as to keep on working together and move towards their vision. Further, they reflect on their experiences and learn to celebrate the progress they gain while learning f rom the mistakes they make. The team organization model applies to all forms of groups; from the small groups in an organization to the organization as a whole (Wankel and DeFillippi, 2004, 236). In order to understand the key aspects of the team organization model, the fives issues mentioned earlier (envision, unite, empower, explore and reflect) are revisited.