Discuss and Evaluate How Teams Function - Essay Example

Discuss and Evaluate How Teams Function Within the modern day and age, teams function to bring productivity within the domains of an organization. This forms the basis of success that an organization can look for whilst achieving its goals and objectives over a period of time. What this implies is the fact that teams manifest growth and development through hard work and commitment, and by forming up understandings of the leadership angle all the same. Teams are significant because these bring a diverse pool of people in close contact with one another. They get in touch with each other, interact and basically learn the different nuances of the goal under consideration. When these teams look up to leadership, they seek help and advice from the people who are in the top management brackets. This suggests for their eventual success within the related settings and an understanding that leadership shall be the cornerstone of their attainment of tasks in the times to come. This paper helps establish the basis of teams and how these function to manifest the truest basis of leadership. The team formation domains merit quite a great amount of significance because these take into consideration the important facets of productivity and effectiveness for the organization and the people who form a vital part of the team itself. Teams function with a sense of hard work by its team mates who believe in doing their best and letting the concerned authorities to judge the final goal. It means that the processes are done the fine way and the results are left up to the authorities who have to bring about a decision at the end of the day. The teams are therefore always answerable to people with whom they have to interact and thus culminate the processes in entirety. This marks their significance and the eventual success which is achieved over a period of time (Sims, 2002). The role of the team leader is of immense importance because he has to take the entire team together through thick and thin and formulate a policy which shall bring in the dividends which are ultimately much needed within an organization. This would mean that the organization is doing something right as far as forming up the teams is concerned. The teams that believe in diligence acts from their team members are usually the ones that bring about success. Teams that bring the best use of their resources are usually the ones which are deemed as the most successful ones. However, if the teams do not manifest a good enough use of the resources, then there are dire problems that are waiting to happen for them under differential situations and circumstances (Cooper, 1999). From an organizational behavior perspective, teams have to function smoothly well to achieve success. This would mean that the organizational behavior regimes have to incorporate their due role within the functioning of the teams. This will tell the team members where they are going wrong and what new steps need to be taken on their part to bring sanity within their regimes. The corrective steps are also taken in a proactive fashion so that the team functioning does not get hindered and there is more productivity within the related ranks so that growth and development is ensured across the ranks (Bonner, 1959). The nature of teams are such that they undertake all processes together and thus commit to unite for the cause of bringing in sanity within the related ranks. It makes the entire exercise a possibility because together they achieve quite a few tasks with a sense of understanding and tolerance that comes to their folds (Robbins, 2009). However, what poses as a problem here is that they have to undergo serious lapses within some of the team members are not there or when they are not ready to undertake tasks and actions that are in line with the completion set of the same works. There are tantrums thrown by the team members in the wake of completing the task while at times there are also witnessed certain health related conditions. The bottom line is that the teams comprise of all sets of people, be it in the form of individuals hailing from diverse backgrounds or the ones that are unable to complete tasks every now and then. It is significant that the diverse backgrounds are taken into proper stead when the talk of the organizational behavior domains is made (Sanna, 1999). This shall solve quite a few issues that are related with teams and how this manifests works in the long run scheme of things. The need is to ascertain the extent of depth that the teams possess within their folds and what they are ready at bringing more sanity within such quarters of team work and unity for the sake of the organization. A team functions effectively when its team members know the difference between productivity and ineffectiveness. When they are aware of the two standards, the distinguishing aspects are also made clear. The team members know beforehand what their expectations are and how the organization wants them to achieve results over a period of time. The team members know how the organization views their domains and what it wishes to do in order to make them feel contented with their respective jobs (Seaburn, 1996). Within the time and age of today, it is pertinent that these teams remain strong with their objectives because they need to achieve quite a good deal of work tasks and that too within a limited amount of time. This solves their quandaries and brings to the fore the aspects which are linked up with doing the right things at the most apt time possible. The teams that do not know much about their respective objectives and what they want to achieve as end goals usually go stray and are left at the mercy of the top management which comes into the related equations for a number of facilitation aspects (Young, 1998). The need is to know that these objectives and end goals are drawn up correctly because the organizations bank on them and look up to them for attaining what they have in mind in the long run. When the objectives are clearer, the team members know what is expected out of them and what they need to do in order to bring success within the related settings. This shall draw upon success that is a source of understanding and empathy for the top management which has assigned the vital task of meeting the tasks and objectives through a sense of insight and understanding by the people in charge. Moving ahead, a team functions properly when its team members are assigned the tasks which are close to their respective comprehension levels. The team members must know what is expected out of them and what they need to do in order to achieve success at the end of the day. They must be motivated enough to go out there and make a solid difference not only within their own lives but also the organization that they work for (Hanlan, 2004). This is imperative as they have to be accountable for what they do and how they go about doing the same. This shall solve quite a few problems on their part and take care of the remaining ones in an easy going way. The organization must remain strong and this has to be showcased through their actions and deeds (Anne, 2006). The proper functioning of the team shall solve the problems that the organizations finds itself engulfed within and it will make amends for similar and better propositions in the coming times (Rosen, 1989). The proper working methodologies of the teams must be such that they comply with the organizational goals and frameworks. If this happens, then there is nothing like it but on the other hand if the teams do not fulfill on their promised goals, then there are bound to be serious anomalies within the related domains and this shall mean immense trouble for the organizational top heads and the senior management gurus (Galang, 1993). The manner in which he develops, inspires and motivates a team is very essential because it sets the basis of optimism that exists within an organization and makes the team feel vibrant and full of energy at all times possible. There are some theories of motivation that can be applied within the organizational management entities. All of these theories look after the proper functioning mechanisms of the teams that have been set up and which shall aim to further strengthen the role of the team members where they are placed within the organizational brackets (Michaelsen, 2002). The need of the hour is to make sure that the organizational management domains take care of the team members because they are delivering results and that too in a consistent manner. This shall mean immense success for the senior management because it wants to achieve its goals through these teams and eventually the team members. One such theory is of Maslow’s theory of needs which takes care of the motivational angles. This theory banks strongly on the premise of bringing forward the needs of the organization based on how adequately the requirements of the team members have been met and how they have been assisted with the day to day tasks. This shall solve the problems and concerns of the team members and tell them where they are going wrong with regards to their respective work spheres (Mechanic, 2006). A good leader can instill a sense of confidence which the entire team benefits from. This is made apparent by the different leaders that have come to the fore with the passage of time. It has made one believe on the entire premise of team functioning and how this has benefited the people at large. It has also made the team members realize that they need to be guided for direction and in the accomplishment of goals and objectives on a regular basis (Varma, 1998). An able leader sets him apart from the ones who are not so readily accessible to their team members. This is an important understanding that has been reached upon within this day and age. A proactive leader is therefore a welcoming sign within an organization where the team members are frustrated and do not know which route to adopt. It makes them feel in line with the changing times and puts them in a league of their own, making their work become easier and comprehensible. It is always a good sign to know that the team leader wants to create value for the team members through his actions and decisions (Killian, 2003). Thus the leadership angle is quintessential because it will mean a great deal for the team members as it gives these individuals the confidence to go out there and bring out a vital difference which was missing in the past. The need of the hour on the part of the organizations is to make sure that the leadership is appropriately drawn up as it will mean serious value and goodwill for one and all within the realms of an organization. It is a fact that a leader can have both a positive as well as a negative tilt within the functioning of the team. If the leader has a positive effect, the team would function in a very vibrant manner and bring about the desired goals and objectives which are expected out of it (Sachs, 2002). On the other hand, if the leadership domain is more towards the negative side, then this would mean serious issues for the team members as they would have to ask for questions every now and then, and be confused all the same. These are important understandings which need to be reached upon, the sooner the better (Clark, 2000). The need of the time is such that positive leaders come to the fore because these will mean immense success for the organizational holds and bring out the value that is much desired at the end of the day. It shall also mean optimistic reviews of the teams that are under the aegis of such leaders and which will be seen within the related settings by all and sundry. The leaders therefore must always remain positive more than anything else because they have to rake in a healthy environment nonetheless (Fulton, 1998). The negativity would only mean that the organization is lacking in terms of finding the right leader for such teams and it would create more trouble for the team members and indeed the organization in the long range scheme of things. To end the discussion, it would be adequately sound to state that the teams bring about a great deal of strength for the sake of the organizations which exist in this day and age (Opie, 2000). These teams have to find out where they are going wrong and what corrective steps need to be taken in consultation with the team leaders and the organizational senior management domains. It is therefore a good omen to have such teams which will bring in a sense of optimism towards the other workplace agendas and manifestations that are being handled and managed by the organization in essence (Fink, 2002). All said and done, the role of the teams and their members is very important to decipher as they form up a significant part of the organizational behavior and management enterprises and talks. Now is the time to realize where these organizations can fix the gaps between what is being done wrongly and how well these gaps can be narrowed down and even minimized with the passage of time. This shall set forth the basis of a productive and effective organization without any doubt. Bibliography Anne, B., 2006. Is Team Formation Gender Neutral? Evidence from Coauthorship Patterns Bonner, H., 1959. Team Dynamics Principles and Application. Ronald Press Clark, P., 2000. Health Care Teamwork: Interdisciplinary Practice and Teaching. Auburn House Cooper, R., 1999. Product Leadership: Creating and Launching Superior New Products. Perseus Books Fink, L., 2002. Team-Based Learning: A Transformative Use of Small Teams. Praeger Fulton, R., 1998. Motivation, Emotions and Leadership: The Silent Side of Management. Quorum Books Galang, M., 1993. Diversity in the Workplace: The Human Resources Management Challenges. Human Resource Planning, 16 Hanlan, M., 2004. High Performance Teams: How to make them Work. Praeger Killian, J., 2003. Handbook of Conflict Management. Marcel Dekker Mechanic, D., 2006. The Truth about Health Care: Why Reform Is Not Working in America. Rutgers University Press Michaelsen, L., 2002. Team-Based Learning: A Transformative Use of Small Groups. Praeger Opie, A., 2000. Thinking Teams, Thinking Clients: Knowledge-Based Teamwork. Columbia University Press Sachs, M., 2002. Is “TEAM” a Four-Letter Word? USA Today, 130 Seaburn, D., 1996. Models of Collaboration: A Guide for Mental Health Professionals Working with Health Care Practitioners. Basic Books Robbins, S., 2009. Organizational Behavior, Thirteenth Edition Rosen, N., 1989. Teamwork and the Bottom Line: Groups Make a Difference. Lawrence Erlbaum Associates Sanna, L., 1999, Group Performance and Interaction. Westview Press, USA Sims, R., 2002. Organizational Success through Effective Human Resources Management. Quorum Books Varma, A., 1998. High Performance Work Systems: What We Know and What We Need to Know. Human Resource Planning, 21 Young, D., 1998. The Challenge of Leadership in High Performance Work Organizations. Journal of Leadership Studies, 5 Read More