The Key Confrontation and Troubles Concerning Teamwork and Leadership - Research Paper Example

Teamwork and Leadership Abstract The link between leadership and teamwork can rarely be overstated. In a growing knowledge-intensive business environment, the very skillful leaders may be gazing at the face of disappointment where the team that is led collapse to appraise the leadership. There has been important argument concerning the approach and traits of a leadership that prompt best team performance. Correspondingly, the element of team that is extremely efficient have been researched as well as followed. Leadership and teamwork rarely exist devoid of each other. They must be at equilibrium, organized as well as synergized for best organizational efficiency towards fruitful result. The research therefore will examine as well as recommend the utmost practices that may enable the best state of equilibrium between teamwork and performance towards fruitful result in a competitive business environment. 1.0 Introduction Leadership and teamwork are the twist and bark of the active structure of organizations. An individual rarely exist devoid of the other in an organization environment triggered by group of team members. The team is impermanent firms with unique goals, resources as well as time limits; this is due to the fact that both the tactical goals as well as plan objectives of the firm are achieved majorly by teamwork as well as it rarely exist by chances. Leadership and teamwork are driven by aptitudes that require to be put into practice carefully as well as in an equilibrium approach. The equilibrium linking the teamwork and leadership is very important to guarantee that leadership and teamwork are practiced concurrently. Firm leadership rarely hope to attain achievement with a less skillful and unenthusiastic team. In this research paper, a brief assessment is made of both leadership and teamwork. A framework for the ultimate practices to execute the leadership and teamwork is made with synergy, prudence as well as achievement. 1.1 The aim and goals of the research The objectives of the study is 1.0 To ascertain the degree to which project forecasters perform proper assessment of teamwork and leadership on organisation performance 2.0 Finding out the complexity and troubles come across by research analyst in evaluating the existing leadership style and its link with teamwork 3.0 Understating whether the teamwork and leadership improvise the effectiveness of the organisation performance. 1.2 Objectives: 1. Appraisal and converse teamwork and leadership in an organisation. 2. Significantly investigate the key confrontation and troubles concerning teamwork and leadership. 3. To evaluate the long-term impact of the balance between teamwork and leadership in organisation success. 2.0 Literature review Cohen and Bailey (1999) explains that a team is a group of people who are mutually dependent in the job as well as who share accountability for the result. The team enable individual to work in harmony which each, improves individual aptitude as well as create positive critics devoid of whichever disagreement between individuals. Teamwork is a significant factor for improve working of an organization. Many firms activate turn to be intricate owing to progression in technologies. As a result the organisation teamwork is a key centre for numerous organisation .Teamwork is important for the entire sort of organisation. Team members improve the aptitude, expertise as well as the capability while working as a team in an organisation. The organisation that focus on teamwork lead to improved workers performance, enhanced production as well as improved problem solving at place of work. To teach each member on the way to work in teams is hard since to teach individual concerning working as a team is unsuitable. According to Bacon and Blyton, 2006, there are two significant factors to consider. the self-management as well as the interpersonal skills. These factors improve the effectiveness of communication and also interpersonal skills among the team members as well as promote the workers performance, Teamwork is an important tool for the organisation. It is a unique organisational appraisal tool which depict numerous aspect in entire sort of organisation inclusive of NGO. The best leader is one who delegate duties and responsibilities to the subordinate staff as well as one who encourage teamwork so as to take utmost productivity from the workers performance. It must be probable to design a system of team building within the firm for the workers to improve as well as share the best practises that will increase productivity. The main weight for designing as well as putting into practice such a system is eventually to enhance workers learning. According to Ingram 2000, Teamwork is a plan that will enhance the performance of every employee as well as the organisation, but it must be raised for a period of time. Organisation must look at plans for enhancing performance in a competitive business environment. Top executives must have the vision to initiate teamwork events within the organisation to play significant part in verdict making. Organisation that appreciate teamwork will attract and upheld the skilful and well experience personnel which in turn develop the best performance in the organisation which is flexible, efficient as well as upheld the competent personnel. Profitability is the major aspect that permits firms to exist in a competitive business environment. 3.0 Conceptual framework Independent variables Dependent variable 4.0 Methodology 4.1 introductions This chapter depicts the approach fundamental to this study. The study will assume the quantitative research method to examine the impact of teamwork and leadership on performance of an organisation. The questionnaire approach summarizes the examination plan used to test the intention of this study and also argue principled contemplations pertaining to data assortment. Teamwork and leadership research will be mainly research using secondary research. This will constitute examination of secondary sources of data that comprehensively address various topical issues on the teamwork and leadership as well as those that provide insight on the performance of the organisation. As such, secondary sources of data especially the questionnaires will be used to develop a comprehensive picture of the impact of teamwork and leadership as seen as a way through which firms can improve its performance. The core of the research on the available resources will be geared towards establishing the effects of teamwork and leadership compliance in improving the effectiveness of the organisation. The inquiry will therefore constitute selection of articles from published and peer reviewed books and journals as well as questionnaires to gather information on leadership and teamwork and its impact on organisation performance. Furthermore, all the cited articles and books selected will be up to date having been published from year 2010 onwards. Similarly, websites used in the study will include certified agency websites, news articles from credible media companies as well as materials from authoritative web sources. Limitation of the research to secondary sources will facilitate assessment of numerous articles from diverse sources and authors on the issue of the teamwork and leadership and regulatory environment that has seen the environment compliance requirements to raise the bar for corporations. 4.2 sample size. Selection of study sample was done using convenience sampling technique. One questionnaire was presented to each project manager. 4.3 data collection First hand data was gathered by employing the normal questionnaire and all the respondents were finished. The questionnaires had the open and closed ended queries created for the writing and 4 segments were created. The first segment was concerned with getting information concerning the respondent. Segment two; those who performed the teamwork and leadership project in assessing its impact on organization performance and this segment contain subsections. Subsection one contained the information on approach while subsection two concentrates on difficulties encountered during the study. Segment three are groups of individual who appreciated ether approach to teamwork and leadership in the organization and the segment four are group of individuals who perform teamwork and leadership projects using any other approach. 4.4 data assessment The questionnaires gathered were then condensed for simplicity, reliability, standardization and wholeness and arrange in order to facilitate numbering as well as tabulation prior to closing assessment. The data was numbered and cross referenced as well as ascertained with help of SPSS. The descriptive statics in terms of percentage as well as frequency distribution was appreciated and deemed relevant due to the fact that, the approach was investigative examination and the variables were qualitative as well. 5.0 Data Analysis and findings Introductions Respondents were collected form the entire segments of the economy with the preponderance of 77% having 10year of practical knowledge in leadership and teamwork management,35% of the interviewed individuals provided a 55% response while 68% assumed leadership and teamwork examination as well as the impact on teamwork and leadership performance ,30% didn’t appreciate the alternative approach to attain the similar goals while 33% indicated that they didn’t assume leadership and teamwork study and its consequences on organization performance or another apprioach.8 questionnaire were abandoned due to clerical mistakes and unsuitability feedback. 4.1 issues in the practice on leadership and teamwork and its impact on organization performance Understanding leadership and teamwork by those practicing it The table below depicts how responded comprehends leadership and teamwork approach the query were intended to test the reliability of the feedback test for consistency in response. Table 2: comprehending leadership and teamwork by those who assume it Understanding Frequency Percent (%) Very low 5 10 Low 10 20 Fair 5 30 Exemplary 10 40 Total 30 100 Source: dissertation data Figure 1: chart showing understanding of leadership and teamwork by those who undertake it Does leadership and teamwork improve organisation performance? Every performance dimension was ascertained on a five point likert scale with 5 depicting the highest positive progressiont as well as 1 depicts highest pessimist enhancement as provided below. Table 3: The entire project assessment Performance dimension Mean Standard deviation Client fulfilment 2.50 0.55 Public acceptance 4.50 1.23 Time 3.45 0.55 Quality 2.18 0.69 Cost 4.14 0.73 Source: dissertation data Far to which performing leadership and teamwork enhances probability of project accomplishment Respondents were ascertained at the degree to which they assumed extent to which the leadership and teamwork increase the likelihood of project accomplishment on a 5-point scale. The outcome is depicted in the figure below. Table 4: likert scale showing the degree to which undertaking leadership and teamwork improves organization performance Ratings Large extent (3) Small extent (2) Not at all (1) ∑f ∑f w ∑f w Improve productivity 3 1 0 4 11 2.75 Organisation failure 0 3 1 4 7 1.82 Project delay 0 2 2 4 6 1.5 Higher costs 2 1 1 4 9 2.25 Use of less resources 2 2 0 4 10 2.5 Use of smaller manpower 1 2 1 4 8 2 Source: dissertation data Many of the responded assumed that executing the leadership and teamwork enhances the likelihood of organization performance. Weaknesses of leadership and teamwork Table 5 depicts the outcome of the respondents’ perception concerning the degree to which limitation of leadership and teamwork makes it less valuable to undertake Table 5: limitation of leadership and teamwork in comparison with its assumed worth Weakness Mean Rank Commencement of authenticity as fixed instead of energetic. 3.87 2 Non inclusion of other factors that affect that leadership and teamwork report 2.78 2 Giving pre-eminence to the idea of leadership and teamwork , which may be one of the smaller goals 3.66 2 Portraying historic management effect as sunk and consequently having less worth in the present leadership style. 3.74 4 Just a small number of factors under assessment can be diverse. 2.40 8 Problems in performing leadership and teamwork assessment Respondents given chances to identify the problems they came across during the study of leadership and teamwork. The feedback were then ascertained and positioned in descending order in terms of the most persistent problems as depicted below. Ttable 6: difficulties encountered in undertaking leadership and teamwork. Difficulty Mean Rank Integrating unknowns linked technological changes to current leadership. 3.78 2 Scarce capital resource for project. 3.65 4 insufficiency of data for assessment 3.61 5 Hard time in getting information from the community. 2.43 6 Intrusion of politics within organisation 1.67 10 Those who do not perform leadership and teamwork project but appreciates other approach An ideal Cost-effectiveness assessment was merely the option approach used. This was by interviewees. The responded were commanded to indicate any advantages the method had over leadership and teamwork, shown in table 7. Table 7: advantages of alternative methodology over leadership and teamwork Aspect occurrence grade It is contemptible to use since, it does not command the use of exclusive resources. 7 4 It doesn't necessitate much data to embark on. 5 7 It is easy 3 6 It is probable to be at variance with more aspects than can be different in leadership and teamwork. 4 7 Whatever data it requires is readily available. 2 7 Expense was deemed as a very significant factor ppossible since assuming leadership and teamwork commands relatively extra capitals as well as labor forces. Grounds for non-employment of leadership and teamwork appraisal The interviewees who used other approach provides justification table 8 for non-employment of leadership and teamwork in order from the majority to the slightest significant. Rating Large extent Small extent Not at all Project success 5 8 9 Project failure 3 6 4 Project delay 5 6 4 Higher costs 5 3 8 Use of less resources 8 6 9 Use of smaller manpower 2 4 8 The group neither assumed leadership and teamwork appraisal nor appreciated other approach to get acquainted with concept of leadership and teamwork Of the 9 respondents who point out that they didn’t assumed the examination with the idea of leadership and teamwork or other alternative approach to attain the similar goals, five were well-known ,four were fairly aware of the knowledge of leadership and teamwork . Table 9: Awareness with the idea of leadership and teamwork well-known rate Percent (%) Okay 10 41 Fairly 6 44 Rejection 9 16 Total 25 100 Presentation of the projects they Examined They were additionally asked to rate the presentation of the projects which they have examined on a five-point likert scale to experiment if such project are deemed to do well even devoid of leadership and teamwork . The consequences are depicted in table 10 Table 10: presentation of the projects they examined Performance rate Percent (%) Total achievement disadvantaged 13 10 0 unlucky 10 15 35 high-quality 8 30 38 exceptional 5 40 45 Total 33 100 95 The standard achievement was 3.44, implying that these projects were deemed to do well above standard. The outcome might be overvaluing them or it destabilizes the case for leadership and teamwork’s satisfaction provided the realistic complexity. Opinion concerning the leadership and teamwork Respondents were required to point out the degree to which they correspond with the report: leadership and teamwork, is nothing more than an inactive educational assignment, with no relevance to focused expertise individual in realistic project values." the outcome are displayed first according to class (i.e. interested part and non-users of leadership and teamwork) as well as subsequently for mutual collection joined. Table 11: degree of disagreement with the declaration for leadership and teamwork users degree of disagreement Frequency Percent (%) Strongly oppose 4 24 Oppose 11 55 Don’t concur nor disagree 4 10 Concur 1 13 Strongly concur 1 10 Total 21 100 A big part of this type of respondents (users) didn’t concur with this statement. Thus is due to the fact that they are at present appreciating the technique as well as it is normally hard for anyone to aacknowledge that they are actually employing a defective methodology. Table 12: degree of disagreement with the report for leadership and teamwork non-users degree of disagreement Frequency Percent (%) Strongly oppose 2 4 Differ 3 11 Neither concur nor oppose 3 10 Concur 6 28 Strongly concur 3 38 Total 8 100 Table 12 depicts that the greatest proportion of this group of interviewees (non-users), which is 66% concur with the report. It can also conclude that there are no respondents who gave the impression to firmly concur. Furthermore, it might turn out be unfair rating because they don’t in reality employs it. Table 13: Degree of disagreement with the statement for both leadership and teamwork users and non-users Degree of disagreement incidence Percent (%) Strongly oppose 7 13 Oppose 10 24 Neither concur nor oppose 6 15 Concur 6 19 Strongly concur 5 20 Total 30 100 When mutual class are grouped, it can be observed that the greater proportion of respondent do not agree with the statement. The feedback correlate within the users portrayed traits as for against leadership and teamwork. The users of the methodology dint agree with the statement while the nine users agree with the statement 6.0 Discussion Only 51% of respondents who assume leadership and teamwork rate reasonable or high point of appreciative of leadership and teamwork as observed in (table two). The remaining group may be presumptuous a 'mix and match’ type of leadership and teamwork. Few just do not comprehend it at the same time others employ their individual policy of thumb in concluding what features to take in or leave out. This in reality is not a complexity so long as it is structured decision in that leadership and improves the organisation performance. Most (70%) of respondents believes that assuming leadership and teamwork does in reality enhance the organization performance if the project is adequately executed. Small enhancements were envisaged from time and standards as well as pessimistic on cost probable because of high expense for the leadership and teamwork examination. The investor’s contentment as well as the public acceptance depicts a superior advancement in leadership and teamwork .The conclusion reached form the project depict the literature that a key disadvantage of leadership and teamwork is visualizing the fact as fixed instead of vibrant. The allocation of market worth to products that do not merely depicts the real market worth and at the same time providing of dominance for the belief of effectiveness as well attributed as key limitation. (Table 5). The main three problems come across in examining leadership and teamwork in an organization entails the; assessment of non-monetary consequences, including the vagueness like the alteration in technology and its impact on the leadership style as well as the growth in industries brought about by globalization of the economy. All these setbacks are brought about by assessment of items that do not depict a market worth and it effect on leadership and teamwork is hard to quantify.Political conflict and intrusion is another factor that creates difficulties in conducting leadership and teamwork research during this procedure. The politicians are not familiar with the current trend in environmental safeguards and the approach the best leadership practices since; they are too full of activity to track projects that may never its achievability. The main conclusion for non using leadership and teamwork are all connected to its main beliefs of imputing financial worth’s. An amazing taught is that, political intrusion rarely features. It is the smallest relevant judgment for non appreciation of leadership and teamwork though most a times concluded as a ground for deprived project presentation, Provided the prolong period amid project commencement as well as execution, the project analyst might have time of significant autonomy prior to politicians considering the execution of the project. Respondents who do not assume leadership and teamwork or appreciates another approach, cited inadequacy of knowledge as well as capital resources to execute the exercise. (Table ten) In this regard, 51% of them claim awareness of the concept {Leadership and teamwork as depicted in Table nine).General feeling concerning leadership and teamwork is separated into pessimistic and optimistic users who might indicate preconceived notion in assessments. 7.0 Conclusion and Recommendation Creating an equilibrium between leadership and teamwork depict an important factor which is relevant and growing to be competitive in the business environment, more specifically in the situation of shortage of precious resource. Teamwork may create high production and it commands more concern on the very best leadership style than till now appreciated. Nevertheless, creating an equilibrium n=between teamwork and leadership is a valuable attempt which is achievable by way of constant interpersonal endeavour by leaders and team members. The primary guideline of 8 soft skills as well as the equilibrium between teamwork and performance provided in this research tries to include testing, but serves as an ideal point of starting the research. Leaders require to be constantly assessing their skills and style of leadership, comprehending the diverse organisation culture, individual as well as team motivation. AS a leader, one ought to assemble significant aptitudes to fruitfully create teamwork, achieve objectives as well as get rid of challenges; the attainment of the above entire necessities commands a leader to be flexible as well as bale to find unique and efficient elucidation. The predictability of the organisational change commands a positive, pessimistic approach. This implies therefore that a leader must be ready to create novel as well as disagreement resolution in line with the technical features of the planned, danger and resource. Firm effective communications skills help promote as well as develop association between team members and the leader. The leader will thus create the utmost direct of inspiration, counselling program as well as empowerment program to strengthen every team member. In the concluding assessment, it is significant for the leader to create equilibrium between the leadership with an incorporated, exclusive teamwork that create the utmost performance in the organisation. 8.0 References Adeniyi, MA 2007, Effective Leadership Management: An Integration of Styles,., Oxford university press, London. David Thenuwara Gamage, ‎S-KP 2003, Leadership and Management in Education, Cengae Learning, Newyork. David Thenuwara Gamage, ‎S-KP 2003, Leadership and Management in Education: Developing , Cengage learning, Newyork. Jayne, V 2007, Project Managemen', people processes & performance—how to get the recipe, p. 52. K. N. Krishnaswamy, ‎IS‎M 2009, Management Research Methodology: Integration of Methods. 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