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Teamwork. There are several reasons why a business may organise their staff into teams. Working as a team can be a motivator with every member having support as teams are formed to undertake tasks and procedures

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Teamwork People are not generally solitary beings; people often associate in groups and teams in and outside of work. This can be for many reasons; here are some of the principal reasons why groups are formed: * To satisfy social needs for love and belonging * To establish relationships * To gain recognition as a member of an identifiable group * To exert influence, either within the group , or as a group on outside events or circumstances * To gain help in carrying out objectives * To share in an activity In the workplace, teams are often formed to complete a task or project. Although there can be other groups in a business which are less formalised, and some may take on a permanent aspect. For example, DC Foods work together everyday as a team in which each member contributes to the overall work of the department. Each member of the team is constantly reporting directly back to different area managers. DC Foods believe that; "Working Together is important, the work of the finance department is essential to the efficient running of the company. We rely on each other for information, and for the support in the work we do. If we didn't pull together as a team, none of us could carry out our function." There are several reasons why a business may organise their staff into teams. Working as a team can be a motivator with every member having support as teams are formed to undertake tasks and procedures which cannot be successfully undertaken by one person alone. Teams can also increase commitment as people in a group are likely to feel a commitment to that group and want to work for the success of the group. Many teams are organised to complete a certain project, as the workforce will contain people with a range of sills and experience, and the team can be managed more easily and effectively than individuals doing their own thing and working alone. ...read more.


o The Timescale of the task must be known to all the team, as having a deadline which they will work to will motivate the team to complete the project on time. This needs to be realistic as if it is considered unachievable at the outset the team will be de-motivated from the start. The leader needs to negotiate his with the management so that team members feel that they can work successfully within the timescales. Leadership Style Leadership styles may also affect performance, and I have researched into 4 of these to examine the impact they may have on the team. Autocratic An autocratic leader expects total obedience and allocates all the tasks for the team to complete. Instructions should never be questioned and there should never be any discussion or argument on the rules set. The advantage of this for a team is that individuals will feel that if anything goes wrong they don't have to take responsibility as they were told exactly what to do in the tasks. Although, the individuals will feel undervalued in the team, as if their opinion doesn't count, and meetings will be very formal which could be uncomfortable; de-motivating the team. This leadership style can also generate an 'us' and 'them' culture which can hinder productivity. Paternalistic This is similar to Autocratic leadership style. Leaders still expect complete control and dictate to its workers what tasks need to be done, which again can de motivate in some cases. Although, unlike autocratic, there will be concern for the social and physical needs of the team members, which will make the staff feel more valued, therefore are highly motivated. However, when there is concern for each individual worker; inconsistencies arise which can cause competition, envy and bad feeling between the workforce, affecting teamwork and performance. Democratic The setting of tasks and objectives is reached by majority consensus where, the leader will consult individuals to find out their opinion. ...read more.


Also, I can see that Sven can be both a proactive and reactive type of manager. Proactive in the way that he attends to watch other teams play , and reactive in the way that he is a very laid back manager. Related to Renis Likert's theory, Sven would be a participative manager, as he allows his team members to make their own decisions, and trusts them completely. This is highly motivation for his team, and a very good quality as a leader. I think that Sven could improve his leadership skills by improving his social skills with people outside of the team, as it seems he has a good relationship with the team, but not with the press and public. This could increase his teams' motivation; as if everyone saw him in a more, positive, enthusiastic light, they'd look up to him more and he'd be able to speak about them more in public. Also, his style of management seems to be rather Autocratic on times, as he seems to be very authourative, and they describe him as 'calm' and 'mysterious', which keeps the players on their toes. However, from studying Sven's style of management, I think that he is very effective as a manager, as he takes into consideration the team members feelings, opinions etc., and ensures that they are highly motivated, and he has a good effect on the teams morale and never responds to the negative publicity with negative comments. Overall, I can see that, different leadership styles are needed for different situations. As in different types of meetings different types of authority need to be formed. Leadership can affect teamwork as it can de-motivate or motivate workers, although every team member will react differently to different leadership styles. I have also learnt that the management can affect teamwork greatly, as people need to be happy and motivated in order to work hard for their company. If the style leadership is adapted to match the characteristics of the workforce then teamwork will be highly productive and objectives achieved. ?? ?? ?? ?? ...read more.

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