Leading and Managing People, Scenario in Organizations, Demerits of Teamwork - Literature review Example

Leading and Managing People

Introduction

Leadership and management are two distinct terms used interchangeably and applied to an organization to achieve high performance. The executive team should understand the difference and the similarities between the two terms to achieve a proper balance and improve essential roles. Management deals with the control, handling or manipulating systems, technology and processes while leadership refers to the guidance, influencing and persuading people (Alhassan, 2014, p. 391). In most cases, management and leadership integrate technology as a third factor to best allocate resources and aid in a near perfect leadership and management. However, there is no universal formula applied to all organizations because of the differences in culture, geographical location, sociopolitical and economic setting (Anamika & Verma, 2011, p. 35). Management and leadership mutually exist to achieve the best results in line with the organization’s objectives and mission statement. Management is critical to success, but the company can only achieve the success if the methods and approaches to leadership are appropriate. People within an organization work in groups to achieve a common goal. These people have the organization’s interests at heart and, therefore, require empowerment, energy and enlightenment in an appropriate working condition to achieve better results (Barmeyer and Franklin, 2016, p. 199). Leadership and management are, therefore, critical aspects to achieving high performance. The importance and success so far achieved through the application of leadership, and management principles in various organizations explain why people should study the topic during their learning processes. Managers currently strive to move their daily management tasks to the front lines to match the global technological advancement in teamwork. The report attempts to unveil the importance and contribution of teamwork on particular employees concerning achievement of the company goals.

Overview of the Scenario in Organizations (Problem Statement)

Currently, many organizations have experienced rampant morale, performance problems and unnecessary energy within their employees because of inappropriate treatment of the individuals as human resources. The managers treat the employees as another set of assets incapable of judgment and feelings. Effective managers understand the concept of human behavior and have an informed appreciation of the value of the human resource (Shaari, 2015, p. 26). The managers focus on the relationships between the people that constitute a team and relate this to the organizational performance to gain an insight into the intricacies of managing the workforce in a dynamic environment. On the contrary, the team delves into the shared agenda of philosophy. The teams become a stronger force by adopting the objectives of their leader and integrating the individual goals with that of the team (Taylor, 2013, p. 69). Team members express a sense of empathy to one another thus allowing them to gain a better understanding of whoever is part of the team.

Merits of Teamwork

Teamwork generates synergy from the multiple minds working together to get a single problem solution. The synergy assists in effective problem solving compared to when a single individual had to work on that particular problem. A single individual has only his knowledge, skills and experience at his exposure to pull for the solutions to the problem. Members of a team, however, apply their collective ideas to generate unique ideas meant to improve how the team deals with a problem (Hai & Sherif, 2011, p. 201). The problems solved in these situations must not be purely negative as it may involve product development or addressing a specific consumer concern.

Teamwork promotes effective communication within a company. Employees or project managers working individually on single problems or projects may not have the freedom to share knowledge, information or ideas. The inadequate freedom to share knowledge and information lengthens the time of project completion or problem solution. However, employees working in a team have the ability to share knowledge concerning the task thus preventing other employees from working in the counter direction (Day, 2014, p. 256). The team members thus complete tasks efficiently and quickly. The company, therefore, can assign more tasks consequently generating more revenue without addition of more staff. The managers can enhance teamwork when teams from different departments work together (Chin, 2015, p. 199). Each team is aware of its capabilities and competencies thus promoting cohesion with employees familiar with the task.

Cohesion is a crucial component of a company towards achieving its set objectives. Cohesion could result from the chemistry and trust or a combination of the two from the members forming part of the team. The cohesion ensures the team members do not become confrontational towards one another. The team members also readily accept one another’s ideas and decisions. Moreover, cohesion significantly increases the rate of workflow within the different departments and sectors of a company (Chin, 2015, p. 199). The team members understand the weaknesses and strengths of each member and therefore proficient in dividing and delegating tasks to the most qualified people. Managers and executives can find it difficult to determine which staff members are best suited for a particular task (Shetach, 2012, p. 25). Cohesion ensures that the team members support one another improve their performance and achieve substantial professional development. Cohesion usually becomes more important when the team faces a challenging situation such as loss of a team member. The team will experience challenges with maintain their productivity that may, in turn, affect the organization’s productivity.

Demerits of Teamwork

Contrary to the contributions named above, teamwork also has its associated disadvantages. Teamwork experiences issues of unequal participation where some members sit back and let other team members’ work. Unequal participation may lead to bitterness in the workplace especially in cases where the managers recognize the efforts of the team and not of an individual thus leading to conflicts. Some workers may also not function well in a team (Merat& Bo, 2013, p. 3). These individuals also experience limited creativity when working in a team. Employees within a team may focus themselves on working for the team and embracing the team concept thus hindering innovation and generation of idea (Shetach, 2012, p. 25). Besides, teams may take longer time to produce the desired result. Teams require longer processes including selection, socialization, and organization before embarking on the actual task completion. The teams thus potentially tie up on the resources such as workforce, finance and equipment thus added expenses to the organization (Chin, 2015, p. 199). Finally, teamwork may promote inherent internal conflict because of the grouping. Team members may have contrasting personal styles of achieving a specific goal that may clash with that of other individuals within the team (Matthews & McLees, 2015, p. 22). As such, members find difficulties accepting the ideas from these individuals thus resulting in conflicts. Peer pressure can also emerge within a team thus forcing a team member to go against their judgment so that they can complete the project or to escape the rage of their fellow team members.

Role of the Managers (Management Input towards Teamwork Success)

However, the managers should treat the employees making up a team as individuals with different strengths and weaknesses. The management should monitor the progress of each individual team member to ascertain that each member is comfortable in the positions they are working to achieve the outcome efficiently (Matthews & McLees, 2015, p. 22). The managers should assign each team a leader to ensure smooth operations. Team members must have the right personality to ensure that the team works for the benefit of the company. The management should identify those individuals that lack the drive essential to enable the team succeeds. The team should also understand the goals and be able to communicate with relative ease. Research studies reveal that all teams function effectively when they have clearly defined objectives and the path to achieve the objectives (Merat & Bo, 2013, p. 3). More research reveals that human nature is result driven as people get motivation from the results they achieve. The managers can set team goals and empower the individual teams to meet the target. Lastly, the managers should ensure that there is an effective communication between the individual team members and the teams themselves. All the above factors apply for every team lack of which the team may not function effectively.

The Need for Teamwork from an International Perspective

The current global market has necessitated the need for teamwork to maintain a continuous quality improvement. The companies have recognized that teamwork reduces costs, improves the quality of products and services and improves the quality of work life. The companies have also acknowledged teamwork’s efficiency in solving complex and multidisciplinary tasks. However, organizations should integrate leadership, management and teamwork effectively to sustain survival in the current dynamic economic market. The managers know that there is no single method of leadership and management. The managers instead adapt their management style to match the developmental level of the people under their management.

Leadership and Management in Action

Numerous research findings have indicated that almost 70 percent of organizations in the UK have a deficit of management and leadership skills. However, smaller organizations with staff not more than 50 are unlikely to have deficits (The Department for Business, Innovation & Skills., 2012, p. 15). The healthcare organizations in the UK have benefited from leadership and management practices in various ways. For instance, the WHO has applied the practices to assess, plan, and manage the resources meant at delivering health services. The organization has also applied the skills to assist in developing appropriate interactive mechanisms with the community and monitor how resources are utilized.

Conclusion and Recommendation

In conclusion, leadership and management are crucial components to effectively achieving the company’s goals, objectives, and mission. Management and leadership are hierarchical in nature originating from those in authority within a given organization to the junior staff. The management promotes teamwork through actions such as motivation, responsibility, and promotion of organizational behavior that improves cohesion among the team members. Different industries and firms have differences regarding geographical location, organization culture, and resources and therefore different leadership and management methods. Managers should consider applying the concepts of leadership and management depending on the conditions of the particular company.

Final suggestions

The manager should develop leadership and management appropriate to the organization to ensure an improved management of people and resources. The manager should consider integrating the methods of leadership and management applied in other successful organizations to develop a unified method appropriate for the particular company.