How to Cooperate Effectively with Others - Case of ABC Organization

This presentation explores the topic of how to cooperate effectively with others, using the case of ABC organization as an example. It discusses the purpose and benefits of different types of teams, such as functional teams, problem-solving teams, and project teams. It also provides solutions to common barriers to effective teamwork and explores Tuckman's team development stages and Belbin theory for better team development. References are provided for further reading.

HOW TO COOPERATE
EFFECTIVELY WITH OTHERS
Case of ABC organization

The purpose of a team and benefits
Functional team –
 Carries out varied functions within ABC firm
such as Hr., finance and marketing activities.
 Increased operational speed and operational
clarity.
 The segregation of workforce as per the
function
 Eliminates work duplication
 Easier for the management to direct work to
the employees.

The purpose of a team and
benefits
Problem-Solving Team –
 Temporary in nature
 Formed to solve any issue of technical or
non-technical origin.
 Creates increased number of solutions,
enhanced team potential as well as
higher commitment from the employees.
 Reduces the overall chances of biasness
and encourages generation of creative
ideas.

The purpose of a team and
benefits
 Project teams –
 created to carry out a specific project till it gets
compete.
 has a temporary nature where members may come
from different areas of company.
 Members are answerable to project leader.
 Members come up with creative and innovate
solutions.
 The work is also done together by use of each other’s
knowledge, skills and experience that assist in growth
and learning of every member.
 The project managers can further ensure that the
contributions of every team member are recognized

how the HRM department can reduce the
barriers which would help develops an effective
team
Barriers Solutions
Ineffective
communication
conducting daily
meetings on an
everyday basis
The issue of unclear
goals
setting clear and
measurable goals for
the team members.
The Lack of Managerial
Involvement
checking with the team
members through phone
calls, emails etc to get a
report about progress of
the goals.

Tuckmans’s team development
Forming –
 formation of Human resource team just before the start of year end appraisal.
 the tasks will be divided amongst them followed by setting up a timeline for the same.
 A leader will also be appointed in this stage who will focus on overall supervision work.
Storming –
 creation of many disagreements and conflicts between the team members.
 The need here is to attain dynamic cooperation if thoughts and opinions of each other are
given an ear properly.
Norming –
 team members start being responsible for there work and focus on attainment of common
goal.
 They also focus on tolerating each others way of working.
Performing –
Staff motivation to deliver an exceptional performance and complete the appraisal process in a
timely manner.

Belbin theory
ensure towards better team development
where the employees with the performance
appraisal team will be assigned roles as per
the type of personality possessed by them
so as to get work done in a timely manner.
For example, the employee who can
complete the work on time can be
appointed as a shaper while the one who
helps in gelling up of team members can
be appointed as team worker.

References
 Channon, D.F. and Jalland, M., 2016. Multinational
strategic planning. Springer.
 Coghlan, D., Rashford, N. S. and de Figueiredo, J.
N., 2015. Organizational change and strategy: An
interlevel dynamics approach. Routledge.
 Dawson, P. and Andriopoulos, C., 2014. Managing
change, creativity and innovation. Sage.
 Fuchs, S. and Prouska, R., 2014. Creating positive
employee change evaluation: The role of different
levels of organizational support and change
participation. Journal of Change
Management. 14(3). pp.361-383.