The Strategy of Organizational Change - Coursework Example

A team is a group of people whose overall performance is determined by individual contributions to a specific work or project. The success of a team approach to working is highly dependent on the team leader or the manager, and its failure may be attributed to their weak leadership attributes. Resistance to the approach may be due to the struggle over control of the leadership of the group, which may be due to divergent opinions or challenging the decisions made by the team leader (Cragan 78). Another reason for resistance may be due to hostile leadership where the team leader either may be racist, sexist or practices various discriminatory practices. Resistance in the form of a bid to control the team in terms of ideas may be dealt with by brainstorming opinions shared by the team players and accommodating everyone’s opinion. Hostile leadership can be controlled by action from all the team players as opposed to the challenger and the team leader holding a private dialogue.

Teams are a means not an end
Experts view teams as means, not an end in that they view the team as a way of achieving the vision of the organization. An end is described as the goal of the organization where the teams created are deemed as a way of achieving the vision and not the vision itself. Companies that focus on creating teams as opposed to achieving their goals are bound to collapse if the strategy is not looked into (Means 56). A company should focus on the ultimate aim of attaining its goals, which may be achieved by the formation of teams among other strategies (Rothstein 100).
The roles that can be assumed by team members
Team members must analyze their team role at their workplace, their contribution, and whether or not they are comfortable with their specific position. The roles of team players may be categorized into task roles, nurturing roles, and dysfunctional roles. One can become a better team member by understanding their responsibility and understanding that the decisions that they make affect the overall performance of the team.
“Self-managed” work
The concept of self-management of employees is highly successful in organizations where the decision-making by employees is embraced (Cheltenham 60). Self-managed groups are held responsible for the entire process of service delivery and production. In addition, the management responsibilities revolve around the team members where the team manages the flow and schedule of work. Many employees prefer self-managements since they are in a better position to understand their work environment and therefore they can make informed decisions on how to make the process more effective. However, some employees hate the system due to varied reasons among them a discriminatory team leader (Cheltenham 60).
Difference between self-managed groups in different cultures
Self-managed groups may consist of diverse groups of individuals not only by their race, religion, or sex but also by the specific personalities of the team members. Diversity in different groups is important for the achievement of organizational change since different cultural groups share divergent opinions on how to achieve results. Read More