Team Development Phases at Rico - Case Study Example

Rico case study Student’s Name: Instructor’s Name: Course Code: Date of Submission: Question one Every worker at Bayamon belongs to a team which plays a particular role. The first role of different groups includes assembling the materials to make a finished product (Satish 2011). This group of workers is responsible for assembling or joining the different parts of the arrestors after receiving the raw materials. This group comprises experts who have various skills in the modeling of the materials to make arrestors and they exchange ideas to make quality products that meet the customers’ needs. Another team’s role is to ship the products of Bayamon Company. After assembling has been completed by the assembling group, the products are then transported to the market for the consumers to access them (Vandana 2004). This responsibility is delegated to shipping group which is responsible for packaging and distributing the products to the retail outlets. This group is among the main pillars that help the organization improve its performance in that effective shipping and distribution of the products, will improve the service offered to customers hence improve Bayamon’s total revenue. There is also a group which is responsible for receiving the raw materials for making the arrestors. This group is responsible for receiving the raw materials of the company which are used for making the arrestors. It is equally important in the organization as it coordinates with the assembling section to make products (Vandana 2004). It supplies products to the assembling group to ensure there is continuity in the production process. In addition, there is the role of motivation which is a key component of groups (Satish 2011). When groups work together like in this company of Bayamon, they exchange ideas on how to accomplish tasks thus all the group members feel motivated because they can acquire ne skills to accomplish their tasks. This improves the morale of each employee and leads to job satisfaction. Groups on the hand lead to improved performance of the organization. This is in the context that the marketing group is perfect in its activities and can be able to attract and maintain as many customers as possible (Satish 2011). This can be achieved with appropriate marketing of the company’s products and manufacturing quality products to be desired by many customers thus improving the customer trust with the products. Finally groups improve the skills of the group members. This is achievable because the members exchange ideas when accomplishing their tasks and in the process there is improvement in skills. Therefore groups enhance the learning and development of the group members. Question two Group norms at Bayamon Company can be developed in many ways. To start with, the teams have to be established. In order for the group norms to be established, there has to be the existence of a group or groups which perform specific functions (Susan 2011). Through these groups, certain behaviors can be developed which turn out to be norms of the groups in the organization. For instance these groups are assembling, receiving and shipping groups at Bayamon Company. Another way in which the group norms are formed at Bayamon is through interaction in meetings which are held weekly by the groups to discuss the issues affecting their performance as groups and the organization at large (Susan 2011). During these meetings, the group members can exchange ideas for the betterment of the organization and through these associations, norms of different groups can develop in terms of how they handle issues. Furthermore, the group norms are developed through the functions of groups in the organization. At Bayamon Company, hourly employees change their groups and roles after every six months. Through this changing of roles, the group members learn various approaches of accomplishing tasks in different groups and in the process norms are developed as it becomes a routine to change the jobs after every six months. The Bayamon Company also develops norms among groups through remunerations. The employees are paid according to their knowledge, skills and how the organization performs in terms of revenues. For instance, the employees are awarded 25 percent hourly rise in their payment. In this regard, the employees develop a norm that if they perform well and improve the performance of the organization, they will be awarded accordingly. Also the groups of Bayamon Company establish their norms through the communication with their immediate supervisors (Karriker & Williams 2009). For instance during the weekly meetings, the groups meet a representative from the salary department to respond to their enquiries and this is because the organization is flat. Through this representation, the groups develop norms that their communication with their top management is through the representatives and this improves the communication between the management and the employees. Finally, the groups in the company establish norms through the policies and procedures of the Company (Karriker & Williams 2009). The decisions about promotions and layoffs are clearly established by the organizational policy which is that promotions and layoffs are effected according to the performance and skills of an employee. This establishes norms in the organization among the groups that promotions and layoffs are based on the performance and skills of an employee. Question three There are many changes that take place on the performing stage of an organization and group development. Firstly, the organization aims at improving its productivity. At this stage, the organization design strategies on how it can motivate its employees so that they will improve their production which benefits the organization at large (Office of Human Resources, University of Minnesota 2013). At this stage, the company can use the rewards to motivate the employees of different groups to improve their performance unlike when the organization is in development stages. Another change that takes place at the performing stage is the change in leadership styles. Now that the organization wants to improve its performance in the market, there is need to change the leadership style to aim at improving the customer satisfaction (Andrew 2011). The leadership changes to attracting and retaining many customers through promotions and offering quality products which improve the customer trust at the company’ s products and through this, the company can improve its performance as a result of changing its leadership style. Further, there is change on how conflicts are handled in the organization (Office of Human Resources, University of Minnesota 2013). At the performing stage, the organization changes its strategies for handling conflicts that may arise in the organization. This change in the conflict resolution strategies aims at avoiding instances which can lower the performance of Bayamon due to conflicts of employees. This helps to improve the performance of an organization because of the teamwork spirit among the groups. At the performing stage, the organization seeks to develop harmony among various groups of the organization. When groups work together in harmony, they improve their production because they can share ideas and skills by working together as a team (Andrew 2011). Teamwork spirit and harmony helps Bayamon Company to meet its performance obligation at the performing stage so that the company can meet the customer expectations in the market. Finally, at performing stage the company aims at improving its competitive skills in the market (Office of Human Resources, University of Minnesota 2013). At this stage there is high competition and only best performing organizations manage to survive in the business. Therefore, Bayamon Company should change its strategies like the marketing and production strategies so as to improve its competitiveness in the market. For instance the promotion strategies so as to attract and retain customers and by offering quality products to meet the customers needs. References Andrew, M 2011, Team development phases, Viewed 9th June 2013 from http://www.techrepublic.com/blog/project-management/lessons-learned-in-the-norming-and-performing-team-development-phases/3229 Karriker, J & Williams M 2009, Organizational Justice and Organizational Citizenship Behavior: A Mediated Multifoci Model. Journal of Management, Vol. 35, No. 1, pp. 112 available at http://jom.sagepub.com/content/35/1/112.abstract Office of Human Resources, University of Minnesota, 2013, Human Resource Management, Viewed 9th June 2013 from http://www1.umn.edu/ohr/toolkit/workgroup/performing/ Susan, M 2011, How to Develop Group Norms: Step-by-Step, Viewed 9th June 2013 from http://humanresources.about.com/od/teambuilding/ht/group_norms.htm Satish, R. P 2011, Importance of groups, Viewed 9th June 2013 from http://mbastudymaterial4u.blogspot.com/2011/07/group-formal-and-informal.html Vandana, S 2004, Groups in an organization, Viewed 9th June 2013 from http://www.writework.com/essay/explain-importance-groups-elaborate- significance-and-influ Read More

 

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