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Teams are increasingly popular as an approach to organizing and managing work. Identify and discuss the motivational benefits and disadvantages of using teams in organizations.

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Introduction

"Teams are increasingly popular as an approach to organizing and managing work. Identify and discuss the motivational benefits and disadvantages of using teams in organizations." ZAVED MANNAN MBA 501 Student ID: 11320053 Charles Sturt University Introduction: Organizations are discovering that teamwork help them gain speed, shed unnecessary work and consistently deliver eye popping gains in productivity and job satisfaction. It is necessary to organize interdependent work functions and business processes into teams and challenge team members to reach important business objectives like quality or customer service. It is important to give teams autonomy to get things done and team members an opportunity to develop and grow. Executives vigorously pursuing productivity and quality objectives have concluded that they have over structured things. By merging previously specialized job functions within work teams, they are gaining both efficiency and effectiveness. Teams are increasingly popular as a standard operating procedure to organize and managing work. But managing a team to successful completion can be challenge. There is no easy formula for managing people on teams. Ultimately our management strategies are based on an understanding of people and of what makes them tick. To manage the members of team, manager must understand the fundamental nature of human behavior and appreciate other people's motivation. Since management is concerned with getting others to perform tasks, a careful study of motivation is required. This paper will identify and discuss the motivational benefits and disadvantages of using teams in organizations. Teams Defined: Every member of an organization is a member of a smaller team or a different number of teams and one can view an organization as a collection of teams. Every member of the organization plays a number of roles within both the organization and each team to which he or she belongs. ...read more.

Middle

He determines the amount of time, money, people, equipment and other resources each activity will require. Such estimates allow him to plan the team more completely. He is always vigilant for internal team problems and uses conflict and disagreement in a constructive way that stimulates creativity. Subu Dasari understands the fundamental nature of human behavior and appreciate team member's motivations. To motivate team members, Subu reinforce the commitment and excitement of the team and he knows that motivation is tricky. He does not really motivate team members. Rather, he allows member's motivation to be directed toward team goals. By effectively managing and negotiating conflicts, he achieves positive outcomes from the inevitable differences that arise in team management. Customer Service Representatives (CSRs), Customer Service Specialists (CSSs), Assistant Manager Gabrielle Moore and Branch Manager Subu Dasari arrive fully prepared in the meeting and they have a clear picture of mission and goals. They talk openly and listen intently to one another. All members freely share resources and work out their disagreements. They remain open to new diversified ideas. As a result, Concord Branch achieves top position for sales and customer service in South West Sydney region and CSRs, CSSs and Assistant Manager Gabrielle Moore receive 'Top Performer of The Month' or 'Top Performer of The Year' certificates regular basis. Branch receives various gift vouchers and other kind of incentives from regional office very often and Subu never forgets to thank his team members for their achievements. Team members of Concord Branch are highly motivated. They feel like a valued member of the team and a sense of ownership. This feeling helps them to feel more ingrained in the bank and this sense of personal investment encourages a sense of ownership of their work for the bank. ...read more.

Conclusion

As mentioned earlier that Lynn Habib doesn't handle conflicts in a constructive way, this is the reason team members are always tensed and stressed. They suffer from anger, hard feelings and an avoidance tendency in the team. These emotions ultimately damages working relations between team members and distractions that keep team members from doing their jobs. Conclusion: Teamwork is on the rise and it seems reasonable to project that the number and kinds of companies which use teams as a matter of standard operating procedures will continue to escalate. The success and growth of any organization depend on the proper and efficient use of teamwork. There are many motivational benefits of using team in an organization. A high performance team can distribute the workload, reinforce individual capabilities, make better decisions, create participation and involvement, provide a sense of motivation and establish expectations, generate diversity of ideas, create a sense of ownership and feeling of valued member, increase individual learning and synergy, enhance team member's morale, quality of work and faster the work process, have low absentee rate, increase loyalty to the organization and high productivity levels. On the contrary, an unorganized and de-motivated team has some motivational disadvantages also, such as, a team can stifle individuality. Too much competition among team members and whole team can suffer when one is to blame. A tem can restrain team member's potential and can create confusion among team members. Thus team member became tensed and stressed. Low commitment and less motivation increase high absentee rate and lower loyalty to the organization. Back biting and buck passing create poor coordination, inadequate support and lack of accountability in the team. Some member's attitude problem and poor communication creates implementation problems that may harm the total output of the team. Thus team members get easily discouraged, lose interest, and suffer from anger, hard feelings and these damage working relations. ...read more.

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