Groups and Teams in the Contemporary Organizations - Essay Example

Groups and Teams in the Contemporary Organizations Introduction Groups and teams have made their mark within the contemporary organizations as these have brought together the strengths of the employees. This has meant that the employees have understood each other well and have thus manifested the basis of their growth through the combined efforts and endeavors. The most important recipient is indeed the organization which is doing its best to bring together these people in the forms of groups and teams so that a collective vision can have better and sounder results at the end of the day. What these groups and teams have done essentially is to make one and all aware of the immense capabilities that exist within an organization’s folds. It has also made the top management realize that if proper undertakings within these domains are made, there is no doubt that the groups and teams would bring in more success and higher profits. The only shortcoming however lies in the ideology that these groups and teams have a number of different problems, all of which will be mentioned within the length of this paper. This paper takes a concise look at how the groups and teams in the contemporary business world have played their quintessential role and what these roles have meant to the different business quarters, not to forget the grave issues which have surfaced for quite a period of time now. The groups and teams within the aegis of an organization have meant that the company accepts that shared efforts are important in order to have goals achieved and objectives accomplished, for the sake of the said company. This is a reality that has dawned upon the modern day organizations because these organizations have understood the ideology of team formation and how these can bring success for the sake of the whole company. The formation of teams within an organization signify the need for a collective thought that can envision success domains within a short term time period or a duration that is geared to meet the needs and challenges within the long run. However one thing is certain – the organization by now has understood the premise of having groups and teams within its aegis, which will essentially play a very solid role at convincing its own people that individual efforts are not worth and that groups and teams would bring about more sanity and strengthening affects for the sake of the company. These efforts should therefore be in line with the industrial norms and procedures which are already playing their important role and thus need to be defined in such a way that any business gains from the same. The formation of groups and teams within any organization is testimony enough that the company seeks a long term link with efficiency and productivity and hence it would be wise to state that any organization would do its very best to continue with such mechanisms in the coming times as well (Drucker 1999). This is a much desired proposition as it aims to establish the vital ingredient of working alongside with one another and thus focusing on the needs and requirements of the business aspirations. If these business aspirations somehow seem missing, there is a great deal of importance that must be laid on the premise of building collective thought and practice that will take the organization further forward in its mission to achieve success and its goals should now be made easier through working with one another in the form of groups and teams. It is a very wise suggestion to make as much use of these groups and teams so that the management entities come about in a very clean and apparent manner. This will make the point of understanding the gaps which are present within the organizational system and how these groups and teams are playing an important role at removing these very gaps in a certain way. The need is to have such an effect which will bring sanity within the ranks of an organization and this can only happen when there is a great amount of dedication and devotion by the employees who work under the aegis of an organization. This will lead to better results and statistics for the company from an annual sales growth curve and therefore it would mean that its graph has gotten better over a period of time. There is a lot at stake if one understands the philosophy of having groups and teams for the betterment of the organizational goals and accomplishment of the objectives that have been prepared keeping in perspective the needs of the organization. The manner in which groups and teams have been known today signifies the need for having them in an organization so that these could have long-lasting results, which embody the requirement of meeting the goals and objectives of the organization and the processes within the company become faster as well. This would mean that the organization is doing its best to have a mechanism which will take care of its internal processes and these can only be highlighted through a manner where people from different management representations sit down together, brainstorm and then take decisions which are good for the sake of the company. This can happen effectively if groups and teams are doing their work in a collective fashion. However when groups and teams engage in actions and behaviors which are not that important, and when these involve themselves within activities that have little benefit for the sake of the organization essentially, then there is a doubt that whether these groups and teams could have any benefit for the organization or would it be a good point to do away with these groups and teams? The answer for this question becomes known when more and more groups and teams bring in results which are productive and which bring a sense of optimism in the real sense of the word. However the problem with team-based approach to work is that it relies more on the combined results of the employees and not just the decision that has been made by an entity. This highlights the shortcomings of the people who are within the groups and teams and who have failed to understand how teams should work in a collective way. The team-based approach towards work has a number of other problems as well. Some of these come about very clearly when the groups and teams sit down to have a session and hence end up gossiping about different things at work and in life in general (Olmstead 2002). This is not the main purpose of having a team-based approach at work and should therefore be addressed in a very strict way by the top management. The aim is to find out how to bring about success within the company and not limit its growth and development through measures which will hamper its upward graph. One must understand the real reasons behind having an approach that is focused on getting the best work done from the people who form as important links within the domains of an organization and should therefore adopt ways and means through which success will come about in an exponential way, and not hinder at all. This will play its due role within the midst of things as well as highlight the need for having a basis of growth and development that the organization is looking forward to, from the long term perspectives. Some of the groups and teams have alignment problems. What this means is that they have failed to comprehend what their exact roles and responsibilities were and how they should have dealt with the problem at hand. Instead of focusing on the exact problem, then end up getting into a totally different zone, which essentially means that they do all forms of wrong activities thinking that they are doing the right thing. This has a number of negatives for the sake of the organization since a lot of time and resources are being spent in a very wrong direction. What this must not do is to have a way through which results could be found. The results must be found while understanding that these are good for the sake of the organization and that these groups and teams are playing their important role within the processes, behaviors and undertakings of the company that one is talking about here. The problem with alignment is that at times it has been seen that the organizations keep on aligning and re-aligning in order to reach a certain conclusion, which they feel should be termed as important for the sake of the organizational goals. What they have missed till now is a clear cut direction and route that is only envisaged by the people who know their jobs in the best possible way. There needs to be proper thought and consideration put in the direction of achieving prosperity and determination is the key which one should look forward to having as far as success within the organizational boundaries are concerned (Kraut 1990). The team-based approach towards getting work done in an organization is one of the most important manifestations towards achieving its long term goals and thus there should be a better policy adopted by the top management to take care of these groups and teams rather than forming them up and letting them loose all this while. It would be a better proposition to allow these groups and teams some of the most important resources as well so that they have a fair enough idea as to where they can stretch their imaginations and how far they can go to achieve success for the sake of the organization. Also these groups and teams must be told exactly what the deliverables are that they need to work upon so that no missing links are discovered in the future. All of these points are important as these signify the need for having a team-based approach towards different tasks and activities which are going on within a workplace setting and which are deemed as one of the most important points within the aegis of an organization. Hence all out efforts and commitment remains the key behind achieving the goals and objectives for the organization that allows free and fair thought sharing amongst the employees. If seen properly, this is good for the sake of the organization as well as it tries its hand to determine the exact needs and requirements of the problem at hand and how these employees can do their best to excel within the different fields of business undertakings. Conclusion In the end, it would be appropriate to suggest here that team-based approach towards work does have a number of benefits and advantages and it would only be sound to understand that these can embody the basis of immense growth and success for the organization. If these groups and teams are given the allowance that they direly require, the results would be important towards achieving what the organization thinks that it goals and long term success points are. The team-based approach surely has its own set of problems which must be understood properly so that the organization does not come out on the losing side after it has formed up these groups and teams. It is always a good omen for any organization to have the best possible teams so that people can achieve whatever tasks that have been allotted to them; however this is not always achievable since the factors that go into having a team-based approach have already been discussed within the above paragraphs. What is best that the organization can devise pools of employees based on their mutual strengths so that there is a sense of understanding and cohesion amongst the employees in the long run. This will eventually mean that the organization is able to achieve what it really wanted out of its own self from a distant scenario. References Drucker, P (1999). Management Challenges for the 21st Century Oxford: Butterworth Heinemann Kraut, R (1990). Intellectual Teamwork: Social and Technological Foundations of Cooperative Work Lawrence Erlbaum Associates Olmstead, J (2002). Leading Groups in Stressful Times: Teams, Work Units, and Task Forces Quorum Books Read More