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The use of virtual teams in every aspect of the business leads to significant communication issues with many subtleties of the messages being lost due to the limited ability of virtual teams in the field of communication. This pose a danger to the company in case important points might get missed out. Hence it is very important to eliminate this problem.
Teams form an integral part of the present business world. Most of the tasks are carried out by a team rather than an individual. Teams can be of various kinds: Project teams with team members having complimentary skills; natural work team with team members having overlapping skills; self-directed team with the members managing the team by themselves or a virtual team where members are based out of different locations and collaborate through communication techniques (Scholtes et al., 2003). In order to work efficiently and effectively, teams shall have clearly defined purposes and goals, scope and boundaries of work, knowledgeable and skilled members, and access to resources such as data and communication tools. Virtual teams can be defined as teams crossing time zones, distance and organizational boundaries through the use of technology (Lipnack and Stamps, 1999). Virtual teams present a promising solution to the recent phenomenon of globalization. However, team problems are more in virtual environment.
The use of virtual teams for all the business purposes at VeriFone has increased communication issues amongst the team members. In order to remove these issues, we need to train the employees about the intricacies of working in a virtual team. We shall train the employees in the areas of cross-culture team collaboration and the usage of appropriate communication tools. In order to make sure that no point is missed, we shall try to use two modes of communication for every piece of information that we may want to
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..8 2.1.3 Theories of Group Development……….8 2.2 Survival Game………………………………..11 2.3 Summary of Belbin team Roles………………13 3. Conclusion………………………………………......14 4. References…………………………………………..16 GROUPS AND TEAMS An increasing collection of literature has contrasted groups and teams, with suggestions that there is more effectiveness in teams than in groups.
A. Implementers B. Coordinators C. Shapers D. Plants E. Resource Investigator F. The Monitor Evaluator G. The Team Worker H. The Completers Finishers 6. Conclusion 7. Bibliography Executive Summary In this explicit study, I shall explicate, in detail, various areas with regard to groups and teams.
The main problem in the communication process is certainly the noise in the communication process. This communication process model shows us that the noise in GB Financial Corporation exists at decoding stage of the communication process. There can be several reasons for the noise at this stage of communication.
To others, saying ‘we have formed a team’ means the same as ‘we have formed a group’. Hardingham (1998) finds a great difference between the two words – teams have particular goals and each member upholds and works towards achieving them while groups are just numbers of people.
For the purpose of research, four teams were created and after the completion of the assignment, analysis of the work done was carried out, and two teams that were regarded as the worst performing were selected. Each member of the two selected teams was interviewed, so as to get the details of what could have let their team down.
This methodical investigation was established with the main objective of investigating and comprehending the manner in which teams or groups conduct their activities, jobs, or chores so as to increase or progress the organization as well as their bearings.
Drawing from real world examples, some groups often fail to become a high performance team. Companies often realize that putting individual employees to work together is not sufficient to create a productive team. Business organizations must work and put significant effort in order to transform a group into a high performance team.
The six motivation theories include; Maslow’s need hierarchy theory, Expectancy theory, Goal-setting theory, Management by objectives (MBO) theory, Equity theory and Job enrichment theory (Fargus, 2000).
Maslow’s needs hierarchy theory explains the
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