Effective Team and Purpose Management - Essay Example

Effective team and purpose management By Effective team and purpose management To achieve maximum productivity, people organise themselves into teams. This has been the case since time immemorial..With time, however, researchers have identified better ways to organise teams to maximise their results. Team building in an organization is important because it helps understand someone’s weakness and energise him (Hiam 2008, 56). An organisation that promotes a sense of belonging will yield better results and increase productivity. It will help develop new skills and better that of those who are already skilled. In Nando’s, working in the sense of belonging environment is a core practise in their culture. Family is the dominant culture. This is because working conditions are favorable, and every worker develops organizational skills. There is a common goal of success in Nangos. Team working emphasises achieving one target at a time. This paper will describe the importance of team working and good leadership, relating to Nando’s. There are various theories that show how team working would bring advantage to an organization. Team communication is important. An organization without communication will not have a coordination among its departments (Earl, John & Antonis 2003, 68). One advantage is that, the group is always aware of the trending issues in the market. Communication brings the team together, and it becomes organised. The HR departments in every firm are responsible for good communication. In Nando’s, every restaurant has two people that are in charge of HR. The company has not suffered any misunderstandings among working partners. The management is aware that without effective communication, there will be higher chances of confusion. Good communication allows members to express their feelings and recommendations, which will in turn boost the firm’s productivity. According to Jupp (2006, p89), a good communication base is a factor of promoting productivity in a company. People with a common taste will join their ideas together and accomplish a common goal, just like Nando’s. Increased productivity will improve standards in the long term. Nando’s chicken started gaining success in South Africa, and soon it moved its operation to the United Kingdom. Good leadership and ethical environment have enabled them achieve this. Direction for employers has positive results in the end. The managers at Nando’s believe team motivation is important. A hardworking worker deserves good treatment. The salary should be affordable to raise the worker’s living condition. Every manager at Nando’s involves the workers in motivational parties. These parties bring the workers together, making them relate like a family. Managers have to invest in their workers in order to show an improved level of trust among the two parties (Alan et al, 2006, p. 12). The managers should give them an additional amount of money as capital. This will motivate them to do their work well. Nando’s chicken has over 3000 workers. The company can improve if each worker has enough capital at their disposal. They can open up branches for the chicken store, under the same management that gave them the capital. Team performance can get high in Nando’s if there are successful innovations. Technology advancement is important. Good productivity depends on the use of better technology (Brent 2008, 32). The chicken firm wants to expand, and the best way to maintain high teamwork is to create new structures and departments. These corporate structures improve productivity because workers will get promotions, therefore boosting their morale .New employees will also get employment thus easing the burden of overworking. The new departments will acquire new tools that are up to date. The chicken firm will experience improved efficiency in production and a boost in their public image. In the end, workers will feel motivated. The firm should implement the enterprise tool. The management should also take part in seizing new business opportunities in the market. The Nando’s should open up new stores to maximise their consumer base. Competition among them will see workers strive to aim higher. Working as a family will improve teamwork, as each worker will contribute to good service delivery (Aloian 2005, 6). Working as a family gives identity to each worker in the firm. Each person will know he has a role to play in improving the company’s productivity. Working as a family will also help understand the ways the firm conducts its business; treat its employees, customers and the wider community (Bardach, 1998, p. 76). Good managers have various ways to achieve this. They keep in mind that workers are working together, and they want to maintain teamwork in the firm. Most of the managers align each department with their given objectives and strategies. Members of that department will strive to work for that common goal, hence bringing them together. For Nando’s chicken to improve its working relations, they have to state their team’s objectives. They want to move from a small company to a large company. They fear losing their values in the end. Ensuring each department has a mission to accomplish will see the company grow without any fear of losing values. These workers in the chicken firm will understand the importance of hard work. Assigning each worker a mission to accomplish will improve his responsibility. The workers can be managers of their own and the firm will not have trouble supervising them. A worker will feel motivated to see his fellow workmate promoted. He will also strive hard to achieve the same. Team motivation comes in place, and every worker will work with a common mission. There will be unity amongst workers. Managers promote the motivation of workers by reinforcing the fundamental importance of unity at work (Vincett et al 2005, 45). Working in a trusting environment is important for team development. Barriers that create untrustworthiness should not exist. Lack of trust will make an employee not realize his full potential. Even with special skills, one cannot get promotion if there is no trust. Businesses acknowledge that managers are decisive factors especially in acquiring employees (Clarke-Epstein 2002, p. 69). They play a bigger role in instilling trust in the firm. A manager in Nando’s should allow one of the workers come up with a business proposal. If it will benefit the organization, the employee should have the funds from the management to start up that business. There will be team building and the firm will achieve maximum success. Employees should experience the feel of belonging. For workers to be at peace at work, their personal values need to match with the organization’s stated values and guiding principles (Alan et al 2013, 48). The company does this to promote family culture. Managers of Nando’s have to set a common mission. Employees will feel family culture in their presence because they will be sure that they are in good hands that will steer them to success (Chris 2007, 90). Employees in an organization will exploit their maximum potential if they feel appreciated. Workers should get assurances that the managers respect them and notice their hard work. It would be motivating if workers hear a little bit of "thank you" from their employers (Ariel & Pamela 1999, 194). In addition, the worker feels free when he has the same privileges as his manager. Good motivations translates to quality results from the employees. Employees in Nando’s can always feel appreciated. The management feels satisfied with the level of motivation that it gives its workers. To improve this, closure should be present in the chicken’s firm. Managers need to consult employees before making decisions. This should involve all the employees in the firm. Through consultation the management will become aware of the real issues that face the organisation. To promoting family culture, employees and managers have to incubate relationships (Caligiuri 2010, p. 32). The friendship amongst one another in the organization will raise the level of productivity. Nando’s firm has to create an environment that promotes friendship. The workers should freely communicate without any barriers, but limit wasting time while working hours. This environment will see employees share ideas on how to do their work, thereby improving their working relation. Many organizations are promoting freedom of speech, and this is to incubate relationship amongst one another. Back then, during the 90s, there was no freedom of expressions in many firms (Bruce 2008, p. 60). This led to their early downfall, thus; current firms have measures to avoid such recurrence. Building a family among employees in a firm depends on how they spend their extra time. Not only can job-related ideas boost work relation, but also personal talk. Nando’s firm should create lounges everywhere around their offices to boost their workers interaction. Creating an environment that makes workers feeling at home, needs to start in their hearts (Michael & Aaron 2010, 87). An inward generation grows gradually convincing the workers that they made a good decision. These employees will be motivated and stand by the organization in whatever situation. High motivation will make the workers loyal to the organization (Porter, 2003, p. 86). Employees should identify themselves with the vision of the organization. No manager can purchase loyalty or trust (Stickler, 2009, p. 120). Rewards in terms of money as a sign of motivation is a failure especially when the worker receives a low wage. Money rewards are only beneficial when it comes from unions. Nando’s employees depend on the management for their motivation. They have to work hard to satisfy the management, which increases their salary. Sharing of profits amongst workers is another method of motivation. Managers should be open and accountable. With cases of misappropriation of funds, the team spirit shall lower, and the level of productivity shall reduce. In the absence of accountability, shared visions and friendly management, there will be no work spirit required to move the firm to great heights (Northouse, 2010, p. 43). Every job has the potential to improve. Managers know the importance of having workers with a positive attitude. An employee deserves promotion after a specific period. Nando’s employees have the right to promotion. This will assist in boosting the spirit of the team. Those who have raised the basic ability of their jobs have the potential of raising the company’s standards too. They have to be allowed to get new duties in the firm, especially the management department. The firm can offer training programs to motivate other employees. This will also improve the quality of their job, and in the long term, an increase in the firms productivity. Nando’s should give every able employee the privilege of being a manager at his own area of responsibility. This will in turn nurture their leadership skills. The managers should not only be supervisors, but also advisors in areas of concern. For a family relation structure to exist in a firm, there must be monetary and non-monetary benefits ( Glen and Laura 2008, 134). These benefits will as a result weaken the company as they tend to fade overtime. In conclusion, teamwork is a product of motivation. Managers should ensure their employees are motivated (Lussier 2009, 21). These motivations will raise the level of productivity in the firm. Nando’s firm has employees, who are the most important assets. They are the base of the company’s success, hence should be involved in decision-making. The management has a duty in uniting these employees to maximise their production potential. Working as a family, whereby each employee feels a sense of belonging, is a serene environment to yield quality results. Subscribing to the family culture is the role of the management. Leaders should lead by example. Low performance in a firm, as it were, is a problem caused by leaders. They should be fair and caring to their inferiors. A skilled leadership is a resource that a firm has an obligation to promote. Reference List Alan, G, Muneto, O., International. Labour. Office., 2013. Working Together: Labour-management Co-operation in Training and in Technological and Other Change. Los Angeles: International Labour Organization,. Ariel, F, Pamela, L., 1999. Working Together for a Change: Government, Business, and Civic Partnerships for Poverty Reduction in Latin America and the Caribbean. 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