Lack of Motivation and Incentives - Example

CRITIQUE OF TEAMWORK Introduction Teamwork is a joint action by a group of people in which each person subordinates his or her individual interests and opinions to the unity and efficiency of the rest of the team members1. It is considered a strong tool for getting things done quickly. However, critics have pointed strong issues that come as a result of building and implementing teamwork strategies. They argue that difficulties can arise at all levels of teamwork for instance during its formation, a team may find that their understanding of their vision, mission and goals are completely different. Such differences range from relatively trivial (a typo causes a misunderstanding) to the deeply problematic (somebody’s ignorance or an ineffective leadership) in nature. It is difficult to resolve such differences internally or externally. With such issues arising, critics suggest that managers need to analyze the cost/benefit of teamwork before adopting it. This report will therefore point out the significant problems and difficulties that are experienced while building teamwork among individuals. In a broader perspective, issues such as cultural and personal differences, differences in future prospects, professional and workplace issues, social differences, education levels and gender disparities are considered to be hindrances to effective teamwork. Communication barriers, lack of training of employees on teamwork poor commitment from all stakeholders also undermine the spirit of team work, workplace harassment among others. (Dyer, 1995) It will also consider factors such as differences in political and religious beliefs. Finally, the report will highlight how these issues have affected this manufacturing company which might lead to its continued decline. Introduction (No. of words 261) Cultural Differences Cultural differences are a grave issue in every organization. Managers find it difficult to deal with persons with far reaching cultural traditions. Cultural differences involve the diversity of an individual in terms of certain beliefs considered to be a taboo or unwanted in their respective cultural backgrounds. Such beliefs range from circumcision rights, marriage issues, among others. Effective teamwork should involve all individuals regardless of their cultural backgrounds in order to have common thinking and a high quality discussion. In some communities for instance, men and women do not sit in a round table and purport to discuss anything. In any teamwork conflicts are likely to arise which relate to a specific job or project that is either being done in the company or outside the company. This issue is often the problem here at this company and it has affected teamwork in this company since its employees are a mixture of diverse cultures from different parts of the world. Often, you find employees during their leisure time arguing about an article in the internet on a specific country such as ‘is it fair or culturally acceptable for King of Swaziland to marry 13 virgins every year?’ such conflicting arguments may cause individual displeasure if anybody in the company adores such traditions. If one is affected by certain remarks made against him or her concerning their traditions, they tend to attach little importance to teamwork especially if the same people who are against his or her culture are in the team. Since this company is gender sensitive and it has employed almost and equal number of both men and women with such diverse cultural background, it is more likely that it will experiences some cases of misunderstandings between the employees themselves. Finally, this company will not achieve its intended objectives by building on teamwork unless a common cultural is adopted-which is not possible. It is therefore paramount that cultural background of all employees be well assessed if meaningful team building is desired. Poor employer-employee relations Employer-employee relations is those policies and daily practices that are concerned with the regulation and management of individual and team relationships within the organization. Essentially, employee relations are centered on the ability to resolve and prevent conflicts that involve either an individual or the teams in the organization which directly affect work situations and performance. Efficient and meaningful teamwork ensures that information is passed from the management team to the employees in order to allow everybody understand better the company’s goals and objectives. Meaningful teamwork is achieved when all stakeholders in the company put their heads together to come up with constructive ideas that can assist the company. In teamwork, every person’s point of view should be taken into account. Most employers are usually arrogant and harsh to employees. In this company, the team leaders do not have time to listen to what the junior employees have to say and this has affected teamwork in that there is no free flow of information. The reality is however different from what is expected in that some team leaders and coordinators tend to push for their own views to be accepted by the other members. Shapers and plants in teamwork are responsible for brainstorming the members of the team but they normally abuse this responsibility (Maund, 2001). This affects teamwork in that every member knows that their ideas will not be considered after all. They become very critical, imaginative and complicated to the extend that the rest of the team become dormant and finally fail to see the relevance of them being in such a group since they contribute little and it becomes useless to have a team with such people. It is therefore impossible to have a working team comprising of both employees and employers who do not practice the art of communication as it is the main aspect of teamwork. Lack of Motivation and Incentives Teamwork dictates that every individual gives his or her best to the organization they serve. Employee satisfaction is the key to the economic success of any company. Research has shown that a satisfied employee does his job well and in return the company’s performance is greatly improved. Employer and employee relations are very important in ensuring that a company realizes its mission and team spirit is built. In fact, it has been researched and found out satisfied employees usually translate to satisfied customers. Hence, with proper policies and administrative skills, managers can create satisfied employees even without the utilization of teamwork strategies. It is obvious that, the performance of any employee is directly proportional to the benefits that come in line with working for an employer. Poorly paid workers normally provide a very low output. In that case incentives and other compensation benefits2 have been used to boost the performance capability of these employees even in their respective team groups. Just like productivity, team work success depends on the amount of motivation one gets in order to take much interest in being part of the team. Such benefits could be Christmas gifts, birthday cards, holding of end of year parties among others.3 Lack of motivation affects the morale of every member of the team which will in turn affect the morale of the whole team. In this company, lack of motivation will mean that majority of the employees will not be willing to do an extra activity-teamwork- in addition to their daily duties. Unless these issues are addressed, then teamwork objectives shall not be achieved. Social Disparities It is clear that differences in individual social life among the employees in a company are a major factor that affects teamwork spirit. Effective teamwork requires that individual social life is compromised for the sake of the rest of the members and to allow for harmonization within the team and reduce costs incurred by the company through the services of a counselor. Such disparities4 as in the way some employees consider themselves to be having a better lifestyle than others are not good for teamwork. Every body considers his or her lifestyle as the best to be adopted by others which greatly affects the individual and corporate relationships within the company. In most cases conflicts arise when people take different perspectives in social issues such as homosexuality, lesbianism and other social issues which is what is happening in this company. Teamwork spirit requires also that all ideas from each member are taken into account and a wise decision is chosen which will meet with the technical requirements of the issue. Some members may be dishonest to their colleagues especially on sensitive issues that touch the members’ lives. It is possible for this company to lose workers who might resign in view of their social discrimination by others. Such a blow will cost the company a lot as it will lead to counter accusations among the members in the team. Most members will eventually adjust their positions in view of the ones perceived to be superior as regarding their social life. These are frequent sources of conflicts at the company which happens especially when some suggestions are taken at a personal point of view. In the long run the organization will require the service of a counselor to provide psychological advice to workers who may be affected emotionally because of the actions of other teammates and this is not the conventional principles of teamwork for a company like this. Finally, the consequences of social disparities as seen above are adverse and severe hence individual performance is preferred in such situations and therefore no need for teamwork. (Discussion words. 1264) Conclusion From the above issues, it clear that critics of teamwork have a point to prove. In fact, a range of debates concerned with the negative features 5team working are going on. Critics suggest that the move towards teamwork in industry and services has lead to increased amount of peer pressure and stress within the companies. Performance management control is seen as to be reinvigorated by transferring the dimension of disciplinary management to team members and employees themselves. Studies have shown that team members pressure each other into working harder and tirelessly for greater achievements for the company. Some people also add that teamwork results in increased cases of bullying and harassment at the workplace. Members of a team mostly focus on themselves rather than the groups work because they are not actively involved in the actual planning of the goals and objectives of the team. These and other different issues need to be addressed at length before deciding to adopt them as a way of improving productivity. In the long run it will lead to the breakdown of individual relationships which affect their productivity in general at the company. From the discussion above, it is clear that teamwork only costs the company more damage than good if any. Conclusion (No. of words. 208) References Dale, M. (2001): The Art of HRD: Developing Management Skills , Vol. 3, Crest Publishing House, New Delhi Dyer, W.G. (1995); Team building: current issues and new alternatives. 3rd Ed. Pearson Education POD Maund, L. (2001): An Introduction to Human to Human Resource Management: Theory And Practice: Macmillan, Palgrave Sparrow, P. and Hilltop, J. (1994): European Human Resource Management in Transition: Prentice Hall, New York Homson, C. and Rampton, L. (2003): Human Resource Management. Melbourne press, New York Read More