Evaluate How Groups Can Be More Effective and Enhance Performance of an Organisation

Published: 2021-07-07 00:17:12
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IntroductionGroup effectiveness refers to the capacity that a team has to achieve the objectives or goals that they are given by an organization or authorized individuals (DeChurch, & Mesmer-Magnus, 2010). A group involves a collections of people who depend on each other in their duties, view themselves to be a unit that has an objective to do in an organization and share their duties. Various research in European countries show different issues about teamwork and the way it has developed as well as it is role in the performance of organizations. In this paper, I will discuss on how groups can be more effective and enhance performance of organizations starting from it is definition.Teamwork DefinitionIt hard to get to a single definition of the term teamwork or group work. Many perceptions exist and various researchers in different working field differ about their views on the meaning of term teamwork. The work organizations that use the term can define is as a wide range of various possibilities such as cross-functional teams, quality cycles, virtual teams or self-management teams (Dionne, Yammarino, & Spangler, 2004). Numerous employers deliver teamwork that has varying autonomy degree.The teamwork form depends on the duty specificity. According to Hacker’s definition, a distinct feature of group work in the association line is the successive work activities to gather various product parts. However, a place where the objective is to improve the process of production, group teamwork is about communication, integrative work and complexity. Thus in this discussion teamwork takes a wide context without taking a distinct between work group and teams (Robertson, & Huang, 2006). Therefore, it includes employees groups having certain collective tasks, whereby the members of the team are authorized to control jointly the collective tasks executions. Group work referrers to the common tasks that require interdependent work, integrative actions or successive.High Performance Workplace OrganizationsCurrently, the greatest challenge that many companies experience is quick delivery as well as flexibility in new services and products when responding to the changes off the client’s demands and greater demands. Specialization as well as standardization describe traditional work group; the work is classified to various segments, starting from preparation to the supports duties, where by the workers specialize for them to maximize the company productivity. Routine, specialization and control are right when a continuous standardized products demand applies. However in situations that theirs is a constant change of demands this method does not well apply and can result in coordination rigidities as well as problems. Therefore, the companies are forced to look for different types of work organization (Oh, and Labianca, 2004).A work place with high performances centers on increasing the influence of people on a business and the process impact, the physical atmosphere, methods as well as the tools and technology enhancing their work. HPWO as well implements the holistic organization method or approach that refers to job rotation, hierarchical structures, multi-tasking, self-responsible teams as well as involvement of all employees in the organization in decision making. A high performance companies focuses much on the human resource and always support their social, technical and innovative skills. This results in the development of good interpersonal associations and relationships that are advantageous to the company. This is a different type of organization unlike the Tylorist Work organization that involves the pyramid hierarchal structures, responsibilities centralization and task specialization (Hoffman, 2011).Teamwork A Core Element in the New Forms of Work OrganizationAccording to the company dynamic view, group work can be considered as one of the elements that can result I organizations change. From the view of various studies, group work is a critical factors that is directly proportional to the quality of the employee’s working life and affects the employee directly.it may be for this reason group work is considered to be one of the most progressive element existing organizational practice (Romero, and Pescosolido, 2008).Team work performance is higher than individual work performance especially when this work needs a wider scope of judgment, knowledge, as well as opinions. The group work advantage is substantial productivity tool in the situations that need creativity in solving the difficulty tasks, operational management as well as high adaptability degree (Burke, Stagl, & Klein, 2006). At the same time, group work create an environment that is suitable for information and knowledge exchange as well as knowledge sharing. Other advantages include the increasing innovation skills that may result in addition of value in the services and product quality as well as moving them into a small price-sensitive market. In addition, the ability of work organization new forms to increase workers employability through higher competence acquisition and multi-skilling in communication, team working as well as communication will aid market adaptions and support the various form of regeneration and regional and local economic growth. Therefore group working results in greater responsibility accomplishment, high job contentment as well as much job autonomy. Many of the recent research studies refer this as the positive effect of teamwork on company efficiency and productivity.Role in organization changeThe attitude of an organization toward teamwork introduction is critical in the implementation as well the transformation process of the work organization. Group work is not a solution to all of the problems of the company, organizational change always need intervention at all stages within the company. For instance if an organization wants to introduce teamwork to their working place, it is important for the company to integrate the whole enterprise organization structure. This structure requires to be adapted in the current model. Absence of this consideration will result in loss of teamwork effectiveness.The standard conditions are enough autonomy groups as well as direct team member participation. For a team to be beneficial and innovative in work, it must have the right team climate. The participation of all individual in the group must have emphasis as well as multi-skilling is a significant team effective precondition. In the multi-skilling groups the boundaries between various job divisions are broken down, therefore fostering employees to widen their knowledge as well as skills. Reorganization of the management function in a style that forms space for autonomy groups is as well a vital increasing productive precondition.Germany research that was done by Sociological Research Institute in the University of Gottingen confirms these assumptions. This research as well emphasizes on the significance of correct as well as comprehensive implementation of group work.Impact on Productivity and EfficiencyTeamwork can result in effective performance of organization when it is incorporated in the right way. For instance, a Spanish research study evaluated the effectiveness of 2 plants of an organization in the sector of steel. This plants practiced two unlike group work approach. Plant A did not show any work effectiveness. The work organization in the line of production made informal contact establishment impossible. Secondly, the group work training was only offered to the senior individual in the company. At the same time this training did not take into consideration the requirement of the plant (Brown, & Trevin, 2006). Finally, the hierarchal organization weakened the flow of information within the various processes of business levels. Therefore this weakening resulted in diminish performance.On the other hand, plant B created a group work structure that resulted in an extraordinary work performance. This was possible because after including group work, the Swedish and Japanese models of productions were added to them as a learning material to all team members. This models were based on developing technological as well as economic aspects. They demonstrated flexible, flat as well as decentralization system that aided in quick marketing. The Swedish model aided on ways of improving information flow: formal, open as well as information to the team membersAnother example is a relationship between a work place with group employees and a work place were individual work is the center (Brief, & Weiss, 2002). In a survey conducted by the Employment and ETNO work in Dutch labor reaction survey showed the effectiveness of team work on productivity. It was found that many organization with high performance had it is employees organized into groups. However that was not the only key factor that lead to high performance but a corporations of other organizations forms.Individual Employee’s Perspective on Team WorkAccording to many specialist in different fields, group work should aid in both improving the performance of the company and the wellbeing of employees. Teamwork that does not affect the autonomous decision-making, it enhances the motivation as well as the interest of the employee. This results in employee job satisfaction. This results in high productivity performance.ConclusionIn conclusion, team work is a very crucial instrument that effects performance of an organization. From the various definitions it is main role or objective is to bring people together to obtain a common goal. From the evaluation of different research, it mainly promotes interdependence among various employees and aids in developing their innovation and other skills that benefit an organization. Evidently, team works results to higher productivity than individual work. However a team to be beneficial and innovative in work, it must have the right team climate. From various research studies it is evident that teamwork alone cannot result in high performance of an organization (Antoni, 2005). Therefore teamwork needs the appropriate climate or environment for to result in effective performance of an organization.ReferencesAntoni C.H. (2005), “Management by Objectives-an Effective Tool for Teamwork?” International Journal of Human Resource Management, 16, (2), pp.174-84Brief, A.P. & Weiss, H.M. (2002), “Organizational Behaviour: Affect in Workplace, Annual Review of Psychology, 53, pp.279-307.Brown, M. E., & Trevin˜o, L. K. 2006. Socialized charismatic leadership, values congruence, and deviance in work groups. Journal of Applied Psychology, 91, pp. 954–962.Burke, C. S., Stagl, K. C., & Klein, C. 2006. What types of leadership behaviours are functional in teams? A meta-analysis. Leadership Quarterly, 17: 288–307.DeChurch, L. A., & Mesmer-Magnus, J. R. 2010. The cognitive underpinnings of effective teamwork: A meta-analysis. Journal of Applied Psychology, 95, pp.32–53.Dionne, S. D., Yammarino, F. J., Atwater, L. E., & Spangler, W. D. 2004. Transformational leadership and team performance. Journal of Organizational Change Management, 17(2): 177–193.Edwards, J. R., & Cable, D. M. 2009. The value of value congruence. Journal of Applied Psychology, 94, pp. 654–677.Hoffman, B., J, (2011). Person-organization value congruence: how transformational leaders influence work group effectiveness. Academy of Management Journal , 54, (4), 779–796.Romero, E and Pescosolido, A, (2008). Humour and group effectiveness. Human Relations, 61, (3), pp.395–418Robertson, M, M, & Huang, Y, H, (2006). Effect of Workplace Design and Training Intervention on Individual Performance, Group Effectiveness and Collaboration. The Role of Environmental Control, Work, 27, pp.3-12.Oh, H, Chung, M and Labianca, G, (2004). Group social capital and group effectiveness: the role of informal socializing ties. Academy of Management Journal, 47, 6, pp.860–875.

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