Teamwork, Structure & Success

This assignment delves into the critical factors influencing team effectiveness. It examines the interplay between teamwork dynamics, organizational structures, and leadership styles in shaping team performance. Students will analyze case studies, research findings, and theories to understand how these elements contribute to or hinder success. The assignment encourages critical thinking about strategies for building strong teams, overcoming challenges, and fostering a high-performing environment.

Running Head: Century Ltd. Report
People in Organization
Report for managing director, Century Ltd.

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Contents
Introduction.................................................................................................................................................3
Report Section A – Communication practices.............................................................................................3
A. Effective Communication practices.................................................................................................3
B. Policies and procedures to enhance communication........................................................................5
C. Legal aspects of communication......................................................................................................5
D. Organizational structure and communication...................................................................................6
1. Work specialization.....................................................................................................................7
2. Departmentalization.....................................................................................................................7
3. Chain of command.......................................................................................................................7
4. Span of control.............................................................................................................................7
5. Centralization/Decentralization...................................................................................................7
6. Formalization...............................................................................................................................7
Report Section B: Teamwork......................................................................................................................8
A. Advantages of Teamwork................................................................................................................8
B. Why Teams fail...............................................................................................................................9
C. Evaluation of leadership styles and teamwork.................................................................................9
Report Section C – Remote working.........................................................................................................10
A. Different ways of remote working.................................................................................................10
B. Leadership styles appropriate for remote working.........................................................................11

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Report Section D: Support Structures........................................................................................................11
A. Human resource department..........................................................................................................11
B. Policies and procedures.................................................................................................................12
C. Practices used to support people in workplace...............................................................................12
Recommendations.....................................................................................................................................13
References:................................................................................................................................................15

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Introduction
Human resource is definitely the most essential resource for any organization. This is why
organizations invest so much in recruiting, training, development and staffing of quality
employees. They form the backbone of the firm. Therefore, it also becomes imperative for the
firm to identify, understand, analyze and solve the problems faced by its employees with utmost
scrutiny. Managers must understand the individual behavior, characteristics, working pattern and
abilities of every employee in their team. Efforts must be put in to motivate employees and help
them learn and grow in the organization (Pinder, 2014).
Following report aims to solve the problem of Absenteeism, reduced staff turnover, decreasing
sales and lack of employee morale. This is achieved by understanding various aspects of
organizational behavior like team building, effective communication, proficient leadership and
optimum utilization of support structures.
Report Section A – Communication practices
A. Effective Communication practices
An effective communication in any organization can go a long way in reducing discrepancy and
internal stress among employees. There are many renowned organizations who have understood
the importance of effective communication and used it as an armor. Honest communication
between seniors and subordinates as well as between peers assists in establishing a healthy
organizational culture (Stacks, 2014).
In this world of globalization, there are employees working in different time zones and
geographical areas, it must be kept in mind that the communication should be sensitive to
individual cultures. Difference in time should be accounted for before communicating any
information. Organizations must be technologically advanced to hold borderless communication
via video conferencing tools (Bloom, 2014).
Another important aspect of communication involves the decision of what information must be
shared and with whom. Information like strategic mergers or acquisitions between firms should
not be disclosed to everyone. On the other hand, company policies must be shared with

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employees at the time of joining. This discretion lays at the hands of management and it is
imperative that they make a wise decision.
A wonderful example of efficient communication is the multinational company Apple Inc.
Apple is often known as the most honest organization to work with. The organization hires over
300000 employees across the globe. Firstly apple has a centralized organizational structure
which means the decision making remains with the top management. This makes it easier to
communicate decisions to everyone. Apple maintains four strong values of honesty, respect,
confidentiality and compliance while communicating any information (Fortune 2011). Regular
meetings with employees, shared communication via newsletters, open door policy and efficient
procedure for flow of information among employees are strategies adopted by Apple Inc. to
ensure transparency (Fox Business, 2015).
Directions of communication flow in an organization
Figure 1 Directions of communication flow

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B. Policies and procedures to enhance communication
Company policies form the basis of the quality of communication in any firm. Transparent and
open door policies lead to unambiguousness in the organization and employees feel a larger
sense of ownership. Following policies can help enhance quality of communication in any
organization:
1. Regular meetings with employees
2. Team building activities
3. Suggestion boxes
4. Open door policies
5. Monthly Newsletters
6. Annual reports and stakeholder meetings
7. Awards and recognitions
One of the finest examples of transparent policies at work place is Google Singapore.
Google’s executive chairman takes the opportunity after a few weeks every quarter, to share
all the information discussed among the board of directors in the quarterly meeting with all
the googlers on a single platform (Cleverism, 2014). Also, every Friday a half an hour
meeting is conducted where employees from every department gather and are given the
liberty to ask any questions about the company that they may, this practice is better known as
TGIF (Thank God it’s Friday).
C. Legal aspects of communication
1. Personal data protection act regulates the collection as well as use of personal data. This
also calls for the formation of ‘Do not call registry’ (DNCR). The organizations can
ensure that no employee upon leaving shares critical information with any stakeholder
outside the firm. The employee can also rest assured that none of the personal details
(bank account information, previous companies) will be misused or communicated
outside of the organization. All organizations must comply with PDPA.

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2. Intellectual property act protects every individual and organization from misuse of any
artistic work, unique writings, creations, inventions, symbols, designs etc. Employees in
Singapore are bound by this law and must adhere to its intricacies.
3. Ethical Law Every employee and organization in the fast food industry is bound by the
sale of food act whose aim is to ensure the wholesomeness and purity of food, fix
standards for food and to prevent the sale of articles which are dangerous or injurious to
health (Singapore Statues Online, 2017). The organization must ensure that it works in
compliance with the mission and vision of the organization as described on official
platforms. For example McDonalds in Singapore has an ethical responsibility to
maintain the quality of food that its serves to its customers. Of course, McDonalds is
bound by several quality laws as well but ensuring their efficient service, fast delivery
and standardized taste as promised falls under their ethical code of conduct. Any
deviation from the same is a punishable offense by Singapore law.
D. Organizational structure and communication
Organizational structure consists of six components. Each of them affect the efficiency and the
quality of communication in the company (Lee, J & Palmatier, R, 2015). Every component has
its own set of pros and cons and it must be understood that no single organizational structure is
best for all organizations.

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Figure 2: Components of Organization structure
1. Work specialization: Also known as division of labor throws light on the degree with
which work has been divided into specialized tasks (Chander, 2016). Higher division of
labor is a source of more efficient communication as every individual knows exactly
what is to be done. However, any delay or issue by one person may disrupt the entire
flow of work.
2. Departmentalization: Departmentalization refers to compartmentalizing teams on the
basis of tasks, different products, geographies or processes. Every department has
detailed knowledge of their own sectors (Parker, 2017). Communication becomes better
when any organization is strategically departmentalized. For example Edelweiss
Financial services is an MNC and has segregated its people in departments like mutual
funds, loans, currency trading, private equity, commodities etc. (Edelweiss, 2017) This
helps them achieve expert knowledge in every field.
3. Chain of command refers to the flow with which instructions would be transferred. A
clearly defined chain of command increases in the efficiency of communication as
everyone knows who they report to.

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4. Span of control throws light on how many individuals report to a particular manger. An
unnecessarily larger span of control makes it difficult for the superior to manage the team
and hence leads to decreased communication efficiency.
5. Centralization/Decentralization talks about the whether the authority and decision making
lies at the center or is distributed in the organization. Both the structures have their pros
and cons. Centralization makes sure that the objective of the organization remains intact
and same information is communicated to everyone whereas decentralization promotes
creativity and fosters employee growth (Sun, S & Schmitt, A, 2015).
EBay and Amazon are two successful Ecommerce companies. EBay is a perfect example
of decentralization while amazon is a centralized organization. Hence it is safe to say that
both structures are proficient with the right implementation.
6. Formalization is the procedure where superiors define the work, rules and responsibilities
for their subordinates (Foss, 2015). Communication is more transparent and clear in a
formalized structure but it suppresses innovation and growth.

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Report Section B: Teamwork
A. Advantages of Teamwork
An organization is formed by a group of people working together. Therefore it is very important
that they work together as a team. Team formation and ensuring the success of the team are key
roles of a manger. Employees must also make sure they adhere to the art of team work and keep
a consistence focus on team goals rather than their personal goals.
A Team can help accomplish a task faster and more efficiently because of different inputs,
different expertise and thinking patterns of employees. Teamwork can bring about a level of
innovation in the organization and lead to increased productivity. It also helps employees learn
patience, collaboration and cooperation (Merritt, 2013).
Another benefit of having teams is that it gives employees a feeling of belongingness to a group
which acts as a motivator. This is also described in Maslow’s hierarchy of needs (Gao, 2013).
People often work together and develop a sense of comfort, trust and loyalty towards each other
which also helps in increasing productivity and hence growth.

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Mount Alvernia hospital in Singapore works in team for public health and safety. Teams have
been built so that every patient can get the best healthcare and the quality of treatment remains
high due to many brilliant minds working together. Hence it makes it easy to diagnose patients
after considering experts from different specializations.
B. Why Teams fail
Teams fail to perform due to a variety of reasons. Group dynamics are a difficult thing to
maintain and its never consistent (Levi, 2015). Sustaining a perfect group dynamic should be
aimed by every member of the team. Top ten reasons for teams’ failure are as below (Inc., 2015):
1. Lack of explanation
2. Lack of envisioning
3. Lack of resources
4. Lack of accountability
5. Lack of planning
6. Lack of encouragement
7. Lack of conflict strategies
8. Lack of collaboration
9. Lack of reinforcement
10. Lack of inclusion
Aldi discount stores in Germany are a leading example of failed team. The company was split
into Aldi Nord and Aldi Sud due to conflict between the founders. It is strongly believed that the
company stands a better chance if reunited (Irish times, 2015).
C. Evaluation of leadership styles and teamwork
Leadership styles often dictate the quality of the team. There are various leadership styles and
each of them impacts a different kind of team in a different manner. Organizations must keep in
mind the nature of team members and assign a leader accordingly as this helps in increasing the
team productivity and efficiency.

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1. Autocratic or authoritative leader is the one who dictates his team without giving them
any freedom of making their own decisions. Everything is decided by the leader and
followed by his followers. This can lead to frustration among employees and a lack of
sense of belongingness. However, certain organizations like the Singapore Army needs
this structure due to the criticality of work.
2. Transformational leader works to bring about a change in the team attitude, behavior,
ability or structure (Avolio, 2013). This leadership style is called for when the team has
not been performing and a major change is obligatory. A Charismatic or a
transformational leader must have the ability to influence his or her followers and bring
about a breath of fresh air in the organization.
3. Laissez-fair leadership style is democratic in nature and involves delegating work as well
as authority to followers (Skogstad, A & Nielson, M, 2015). This increases team
efficiency as members of the team feel motivated to work and everyone takes
responsibility. McDonalds follows this leadership style as most of their stores are
franchisees. This gives the franchise owner reign of how the store will function. Though,
it is important to maintain the brand quality but the owners cannot and do not interfere in
small decisions of the franchise. Another example of a Laissez-faire leader is Warren
Buffett. He believes in an entirely hands off leadership and makes sure his team is given
complete authority to make decisions (Fortune, 2016).
Report Section C – Remote working
A. Different ways of remote working
Remote working is the future of working systems. Various multinational firms are already
adapting to it. This practice includes working from home or a shared workspace. The employee
must be available online and on phone. This has various advantages like it saves cost of office
space for the company. Also this enables the organization to hire more employees and in
different parts of the world. This is beneficial for the employee as it gives them flexible working
at the comfort of their own space and often their own time.
Nielson research firm is an apt example of working from home organizations. As long as the
work is done on time, the company does not care about where the employee does it from. Ends

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justify the means when it comes to Nielson and this is why it has been managing the large
workforce of over 50000 employees (Nielson, 2016).
B. Leadership styles appropriate for remote working
Virtual leadership plays a very important role today. Globally, there are so many employees
working from remote locations that it becomes imperative to work on leaders who can manage
such employees efficiently. Virtual leadership is a difficult task as the person is not in front of
you. It requires enhanced communication skills and sincere follow-ups (Schmidt, 2014).
Technological advancement is another important aspect of remote working. The leader managing
remote employees must be well versed with various technological tools used to stay in touch
with his employees overseas.
Leadership styles may vary from employee to employee even in terms of a remote arrangement.
Laissez-fair style of leadership works well for those employees who can stay motivated even at
the comfort of their homes. This style is specifically beneficial for those individuals whose
innovation gets a boost in comfortable and flexible working environment. However, for
employees, who work best under pressure, an opportunity to work from home may bring in a
level of lethargy. For such individuals an autocratic leader can help them be on their toes at all
times.
Report Section D: Support Structures
A. Human resource department
Human resource department has various functions in an organization including but not limited to
recruiting, training & development, grievance handling, conducting exit interviews, laying off,
team building activities, personality development, promotions and compensations etc.
(Marchington, 2016). Human resource management adds significant value to the organization
even though they may not be directly involved in the ‘profit generating’ segment of the firm
(Harvard Business Review, 2007).
To begin with human resource department looks into the quality of employees that join the firm.
Upon joining they are properly inducted and explained company policies in detail. They are

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introduced to their teams. As decided, they get salaries and bonuses on time. In case they have
any issues, they are efficiently resolved. Their performance improvement plans are well defined
if they fail to achieve targets. Proper procedures are in place if employees have to be laid off or
the employees resign on their own. All these functions are achieved by the Human resource
management team.
B. Policies and procedures
Policies and procedures of an organization play a major role in shaping the culture of the
organization. They are specifically designed to safeguard the environment, industry, general
public and interest of employees. Company policies form the backbone which guide the
company operations.
Samsung electronics has wonderfully realized this responsibility and the company policies
involve environment friendly operations with an aim to reduce its greenhouse gas emission by
50% by 2050 (Samsung, 2017).
C. Practices used to support people in workplace
Various companied follow many practices to make their employees feel comfortable. This is
important so the employees feel that they are a part of a group and this in turn leads to increased
motivation. Few of the practices that organizations can adopt are:
1. Fair employment: This is one of the most important practices in every organization. Fair
employment creates a standard ground for all employees. Unfair selections lead to a
discriminating environment and creates discrepancies in the organization (Huiquin,
2015). No kind of partiality on the basis of gender, caste, religion, cultural practices or
geography should be entertained or promoted in the organization.
2. Cultural diversity: Hiring employees from different cultures and countries promotes
cultural diversity in an organization. Respecting varied cultures of every employee is also
critical. For example Google Singapore understands that Singapore has four official
languages and employees hired from any part of the world are given an opportunity to
learn these languages. The firm celebrates every major festival with great pomp and

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show. This makes employees comfortable and enhances their sense of ownership for the
firm.
3. Team building activities: Various team building activities in the workplace give
employees a chance to know each other and get along well on a personal level. This is
important as these employees spend a major part of the day together and work in teams
towards a common goal. A deeper understanding about one another helps them function
better together.
Recommendations
The report describes the importance of organization culture and the role played by efficient
communication, teams and several support functions to motivate employees. As Century Ltd is
facing problems of increased absenteeism, decreased morale and reduced sales, I would
recommend the following solutions:
1. Increase in an open communication. Adopting open door policy and giving employees a
chance to communicate their grievances with ease.
2. Team building activities should be conducted as this will help employees befriend each
other and know each other better. This will also increase the sense of ownership among
employees
3. Smaller teams often function better. Hence creating teams with 4 or 5 people will help in
increasing team’s productivity.
4. Leadership style should not be too authoritative. Employees should be given a chance to
feed their innovation. This will keep them motivated.
5. Celebrate festivals with employees. Organize gatherings and invite employee’s family
members as this will give them a platform to connect better.
6. Have a psychoanalyst on a board whom employees can contact for stress related issues
7. Regular awards and recognition should be given to performing employees
8. Performance reviews should be done on frequent intervals and the management must try
and understand issues faced by non-performing employees.
9. Flexible working hours and opportunity for remote working should be promoted. This
must be done while keeping performance measure checks in place.

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10. Suggestion boxes should be placed in office area to encourage anonymous suggestions.
11. If the need be, guest motivational speakers could be invited to encourage employees.

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