Work Groups and Teams in Organizations - Assignment

Added on - 28 May 2020

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Running head: TEAM AND TEAMWORKTEAM AND TEAMWORKName of the student:Name of the university:Author note:
1TEAM AND TEAMWORKIntroduction:Team building is one of the most important aspects of organizational climate. It helps indeveloping not only productivity but also in work environment. The following papers willenlighten more on the topic and will give insights that are more meaningful in business culture.Annotated Bibliography:Fay, D., Shipton, H., West, M.A. and Patterson, M., 2015. Teamwork and organizationalinnovation: The moderating role of the HRM context.Creativity and InnovationManagement,24(2), pp.261-277.In the year 2014, Fay et al. had conducted an extensive research with an aim to test therelationship between teamwork and innovation. The researchers had taken two staff groups asparticipants and conducted the research over three years for observation. The two staff groupstaken in the organizations are production staffs and administrative staffs. This study was mainlyconducted to show whether proper team formation and teamwork could affect organizationinnovation. UK manufactured sectors were taken in considerations and hypothesis were set upaccordingly to get proper ideas about the connection between teamwork and innovation.Regression analysis was conducted which stated that more the organizations provide importanceto development of teamwork, the higher the level of innovation and creativity occurs in theorganization. The researchers are also of the opinion that this finding is more effective with theproduction team and links with the quality of the HRM systems in the organization. Moreover,another interesting finding which was found from the study was that the teams which wereallowed time for thoughtful reflection moderated the interrelationship of teamwork and
2TEAM AND TEAMWORKinnovation at a higher level. Even present day researchers have supported the view of the paperas they had stated that positive outcomes are related with the use of teamwork as the job design.This helps in achieving of organizational goals by overcoming severe barriers and constraints bycreative and innovative ideas (Ceschi, Dorofeeva and Sartori 2014). Moreover, it is stated thatteamwork failure due to improper coordination and motivation loss can never act creative Jong, B.A., Dirks, K.T. and Gillespie, N., 2015, January. Trust and team performance: ameta-analysis of main effects, contingencies, and qualifiers. InAcademy of ManagementProceedings(Vol. 2015, No. 1, p. 14561). Academy of Management.De Jong, Dirks as well as Gillespie conducted a meta-analysis approach in to test therelationship between team working, team performance and trust. The research conductedcontained six important hypothesis. The hypotheses were set in order to understand therelationship between seven contingency factors and four qualifiers of trust and team performancerelationship. From the entire analysis of the samples (8452 teams), it was found that intra-teamtrust is indeed sharing a positive relationship with that of that of team performance. It has beenfound out by the researchers that the mentioned relationship is contingent upon a number offorms for structural dependence among the team members like that of the team-virtuality, teaminterdependence, authority differentiation and others. The relationship also depends onperformance objectivity and referent of trust. It is also found that better the team working, thebetter is the team performance, which remains, associated with cognitive and affectivedimensions of trust. Researchers have taken help of this study and conducted further researchabout trust-teamwork relation. Their results indeed confirm that there exists a direct relationshipof trust with that of teamwork and team performance. They are also of the opinion that intrateam
3TEAM AND TEAMWORKtrust has unique predictive validity on performance, which in turn accounts for team trust onteam leader and past team performance. They also stated that trust effects both team efficiencyand effectiveness, which contradicts previous obsolete studies suggesting efficiency but noteffectiveness to be a result of team trust. However, many researchers argue that many membersof the team cannot develop trust among themselves due to personal preferences. They state thatthey have biasness towards their colleagues for which they cannot take part in effectiverelationship building. Therefore, trust development among team members is not always possible(Isik and Aliyey 2015).Howard, L.W., Turban, D.B. and Hurley, S.K., 2016. Cooperating teams and competingreward strategies: Incentives for team performance and firm productivity.Journal ofBehavioral and Applied Management,3(3).Howard, Turban and Hurley had conducted a research in the year 2016 where they hadtried to establish the link between tea performance and productivity. However, in this regard,they have mentioned the importance of reward system to be an important association with that ofthe individual and collective team output. They had conducted interviews to managers andexecutives from about 257 organizations through mailed surveys. They wanted to disclose theinter-relationship among reward strategies, team performance, task inter-dependence and firmproductivity. Four hypotheses were set and were tested by them through regression analysis.They had proved that firm productivity is related not only with personal output reward strategiesbut was also related to collective output reward strategies for which they believe team working tobe an important part of the organization. Moreover, the second and third hypothesis proved thatinter-dependence in team working moderates the relationship between personal output as well ascollective output rewards strategies respectively and productivity of the firms. The fourth
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