Development and Use of Teams Essay Example

a hierarchical leadership structure.

The subsequent stage, referred to as 'norming', is characterized by developing strong and close relationships among members. They interact cohesively and establish collective expectations that define roles, appropriate behavior, and accepted norms.

According to Hare (962), the process of group development involves several stages, including forming, storming, norming, and performing. During the forming stage, group members establish a sense of identity and begin to form a productive group. The storming stage is characterized by conflict and tension as members navigate differences and roles within the group. In the norming stage, the group structure is fully accepted and functions well. Finally, in the performing stage, group energy is directed towards achieving the underlying goals. This stage represents the final stage for permanent groups, while temporary groups and sub-groups such as task forces and teams go through an additional stage called adjourning. During this stage, the group wraps up activities and discusses the resulting accomplishments. It is important to note that any existing and functioning group is defined by these concepts.

Role is a significant concept within a group as it pertains to the tasks given to individuals and the expected behavior associated with a specific position. Each member of a group or team has distinct roles. To effectively fulfill these roles, individuals must first identify their role and study the behaviors aligned with it in order to recognize its requirements. This enables them to adapt and switch roles if they realize that the demands of their role have changed.

Role perception and expectation are essential concepts that influence individuals' actions in various situations. Perception involves understanding the expectations placed on individuals, which can be obtained through

training and programs that teach them to observe and anticipate actions like those of the people around them. On the other hand, role expectation refers to how others believe an individual should respond in a given situation. The individual's behavior typically aligns with the defined role context in which they are acting.

Role conflict is a constant presence in teams, so it is essential to provide training to individuals on effectively managing conflicts that are bound to occur. This occurs when there are expectations for a particular role that differ from the current ones or when complying with one role is more challenging than complying with another. If not properly addressed, conflicts can result in the overall failure of a team. Additionally, team development involves the establishment of norms. These norms offer guidance on how individuals within groups and teams should behave, act, and what they should and should not do in various situations.

The text discusses the various organizational norms and their significance in teams. These norms include appearance norms, performance norms, and resource allocation norms. Additionally, informal groups like families may have social arrangement norms to regulate social interactions within the group. Norms can be valuable tools in resolving conflicts within teams. Despite its negative implications in teamwork, the concept of status cannot be disregarded as it exists due to the ranking system in groups. Individuals with higher ranks often perceive themselves as superior and may not always adhere to the group's norms.

Developing teams should not encourage the concept mentioned above as it could negatively impact the quality of a team's outcomes. Ignoring suggestions and contributions from lower-ranking team members can lead to overlooking creative

and important ideas that contribute to achieving the organization's goals. Additionally, cohesion plays a crucial role in team development by influencing how individuals in a team collaborate. To achieve good and productive results, team members should be able to work together harmoniously without experiencing frustration towards each other. Cohesiveness is determined by the motivation and willingness of group members to collaborate and remain part of the team. This concept aligns with performance norms established by the organization.

The significance of adopting teamwork in organizations has been acknowledged by many. Creating teams to address problems, particularly those requiring multiple skills and judgment, has proven to be more successful than relying on one individual. Teams also assist organizations in recognizing the distinct skills possessed by each individual and leveraging these talents to achieve organizational goals. Teams are employed in decision-making; knowledge generated from groups is considered more comprehensive and conclusive compared to that provided by one person. This information is perceived as more diverse and reliable. Research indicates that information and solutions derived from groups are more widely accepted than those proposed by a single person.

However, one disadvantage of group discussions is the potential domination by a higher-ranked individual, which can lead to non-universal and suboptimal findings. Group work is often seen as time-wasting compared to decisions made by a single person. Additionally, there is no specific person to hold accountable for incorrect group decisions, making responsibility unclear. Nevertheless, many organizations have embraced the use of teams to address various problems due to their proven effectiveness.

When selecting individuals to integrate into different teams, an organization must exercise caution in order to benefit from the use of teams. Teams

can be employed in various capacities to help an organization achieve its objectives. One way to categorize these teams is based on their functions, with problem-solving teams being utilized for tasks related to problem-solving. These teams are typically composed of hourly employees from the same department.

Teams within organizations often have regular meetings to discuss ways to improve efficiency and quality of output. They share ideas and offer suggestions on methods that can be adopted to achieve specific objectives and solve problems. Unfortunately, many organizations do not recognize or implement the suggestions from these teams. However, when major organizational problems arise, teams consisting of departmental managers are often formed to find solutions. Additionally, self-managed work teams are utilized to carry out work-related processes when a supervisor needs to delegate tasks for various reasons.

The team makes operational decisions and collectively manages various tasks. It is also used by management for seeking alternative perspectives or replacing line managers. The teams have autonomy but report to top management. Cross-functional teams, consisting of employees from different branches with similar status, are crucial for organization's growth. They provide ideas and suggestions to enhance productivity, expand the organization, introduce new products, and stay competitive. Selection of members for such teams should prioritize qualified, experienced, and creative employees. Organizations can form virtual teams using modern computer technology to exchange information with other external organizations in a faster and more efficient manner.

These online teams can perform all the tasks that other types of teams do. However, for successful development, the organization needs to create norms that give freedom to the teams. The employees should be motivated to take responsibility for the organization. The teams

must be provided with necessary resources for any task they undertake. Both the company and the individuals should cultivate commitment to the team through policies and personal efforts. Regular training should also empower team members (Herbert, 1976).