Teamwork and Employee Engagement

The assignment examines the impact of teamwork on employee engagement. It delves into the moderating effect of trust in managers on the relationship between delegation of authority and perceived social loafing among employees. The analysis also considers the role of team work engagement as a model of emergence, predicting engagement from two core dimensions: vigor and dedication. The importance of organizational communication, job satisfaction, and commitment within teams is also highlighted.

WORKING IN A TEAM

Table of contents:
Introduction:....................................................................................................................................3
Importance of teamwork:.................................................................................................................3
Understanding Tuckman and Belbin Theories related to group dynamics:....................................4
Concept of group structure, roles, cohesion and behavior:.............................................................6
Factors regarding team formation, changes and development:.......................................................6
Evolving performance of formation, development and changes of a team:....................................7
Group strategies:..............................................................................................................................8
Conclusion:......................................................................................................................................9
References:....................................................................................................................................11

Introduction:
Teamwork is such a working process by which a group of people work in collaboration for
achieving their goals. This is really a very important business part that is sometimes necessary
for the colleagues of an organization to work together; they give their best in any kind of
circumstances. While a group of people are in teamwork, they always try to be cooperative with
each other by using their own personal skills and provide some constructive responses in spite of
personal conflicts between them.
This study mainly focuses on the importance of team working within a working environment
mainly in an organization, understanding the theories of teamwork that is Tuckman and Belbin
theories that is related with the group dynamics. This study also describes the concept of the
structure of the group, behavior and cohesion and the other factors regarding the formation of the
team, the overall development and changes, and evolving the performance of development,
changes and performance of the team.
Importance of teamwork:
The team or group of workers when work together, they understand the weaknesses and
strengths of every person in that group. As per Ergeneli (2012, p. 583), the most important
benefit of teamwork is that all the members and the team leaders have to be proficient in dividing
the tasks so that this is done with efficiency and quality. In a workplace, teamwork always offers
all the staffs of the company to become familiar with each other and they can work together in an
effective way. There are various ways in which the importance of teamwork is very much
important for the success, growth of the company and for the development of each and every
employee. Understanding of those elements, help in assisting the development of the geared
policies by encouraging the growth of the team in a business organization or in their workplaces.
Collaborative working:
There are very much challenges in the workplace that every employee has to face regularly. As
per Baloyi (2014, p. 90), if there is a rigid team environment, this can act as the mechanism of
support for the employees. Each and every team members in a workgroup help the other
members to improve their performance which also improve their professional growth too.

Working in collaboration with the others helps the team members grow believe, trust and bond
which very much important particularly to face the daily challenges.
Negotiating and developing ideas:
The team members of each team always have to discuss about their problems for solving the
issues of a company. When the overall team working is going together, this allows the members
of the team to feel much more comfortable regarding the issues and while offering the
suggestions. As per Costa, (2014, p. 420), all the members should have accustomed with the
information that are sometimes brainstorming thus the company gets benefit from various
suggestions coming from the effectiveness of the team.
Negotiation of a decision means the group of people in a team is happy with the cohesion of the
team and helps the other member to examine their motivations. A successful negotiation always
provide the ability to cooperate with the team members
Understanding Tuckman and Belbin Theories related to group dynamics:
Tuckman’s theory of team work:
Tuckman describes the teamwork theories and studied the behavior of the members from various
perspectives. Initially the test phase of orientation that leads to a period which is characterized by
some degree of conflicts, which is socially cohesive. Tuckman describes the teamwork theories
and studied the behavior of the members from various perspectives. According to Long (2013, p.
960), initially the test phase of orientation that leads to a period which is characterized by some
degree of conflicts, is such a phase that is socially cohesive and the functional phase is that one
in which the members focus on the relatedness on the role. Tuckman summarizes the four phases
that are norming, forming, storming and performing. This theory is mainly built by showing the
links between the relationship of the group and focus on the task. When relationship develops in
a group, this starts focusing on the main task.. For example, as a team leader, from the idea of the
above theory, I have manifested on developing relationship with my team member at my
workplace in order to augment effective work productivity.

Figure 1: Tuckman’s theory of teamwork.
(Source: Kim 2012, p. 70)
Belbin’s theory of team work:
A study of teamwork, done by Dr. Meredith Belbin, for many years and he observed that the
group of people in a team assume various team roles which is mainly the tendency to contribute,
behave and interrelate with one another in a specific way. As per Roots (2013, p. 19), by
studying these roles of team work, Belbin divided this in nine different categories for the overall
success of the team.
Figure 2: Belbin’s theory of teamwork
(Source: Waveren, 2014, p. 90)

Concept of group structure, roles, cohesion and behavior:
The team or group structure in a new organization is less structured and hierarchical but more
good than the traditional structure. According to Dawson (2013, p. 57), the group of employees
in a team have their own complementary skills and efforts to achieve a common goal. Teams are
always created by the group of members with variety of expertise that address the operational
components that are completely specific, in the organization. The teams can change their
objectives as per requirement for adapting the fulfillment. Though the group structure is less
hierarchical but this includes the proper management structure also.
Team member seeks cohesiveness that mainly remained as united to achieve the goal. The team
is in cohesion when the members of the team possess bonds with one another. All the member of
the team which is highly cohesive should respect everyone of this team and each of the members
assumes a very good motives. As per Nancarrow (2013, p. 19), the team members should
commit to the strategies and decisions of the team which creates accountability. A very good
team environment, loyalty of the team members contribute a lot in decision making and
cohesiveness.
A very good teamwork behavior improves the relation between the colleagues thus increase the
productivity and create a dynamic in the workplace which is built by many collaborative efforts.
As per Courtenay (2012, p. 17), a successful teamwork always needs some trusts and respects
between the team members and colleagues, and also the willingness of the employee commit the
group of undertakings
To achieve the participation and the collaboration, each of the members have trust between
themselves and also they should have the sense of identity and also the confidence to their own
effectiveness and ability.
Factors regarding team formation, changes and development:
According to Courtenay (2013, p. 57), when the team workers are assigned, this maximizes the
strength and ability of every person. For an example it can be said that as a team member I have
put various strategies of team building for getting successful work from all the members of the
team and all these strategies accomplish the complete task that have been assigned.

Goals: Each team should have a vast knowledge about their goals and objectives. As per
Farahbod (2013, p. 420), the goals can be established by the management, it indicates the
progress of team overcome the anticipated changes.
Commitment For a successful effort of the team, all the members should realize that they will not
receive any reward. The leaders have to work with the individuals for keeping personal
ambitions beside the activities of the team.
Communication: This is not possible for all the team members to know the exact objective but
they should know the way by which the goals are in progress.
Rewards: According to Park (2012, p. 70), the reward may be small or large, but the
management must provide any kind of reward for this type of work that is done well. This
motivates the employees to improve their progress.
The changes and development of a successful teamwork depends on the following factors such
as better skills of communication, skill of support trust and respect, and the skills of progress in
different areas.
As per W.W (2012, p. 70), better communication skills between the members of a team helps
gather knowledge, other data and information regarding the objectives of the organization to
achieve the goal.
Trust and respect between the team members also acts an important issue that is described
earlier, which enhances better communication for information exchange.
Evolving performance of formation, development and changes of a team:
Most of the members of the team should be polite, but in case if someone become anxious it
becomes difficult for the team member to understand the aim of the team. As a team leader it can
be said that I have the responsibility to make them clear about all the aim and objectives.
According to Bakker (2014, p. 415), when the team reaches the stage of performing, it leads the
hard work without any friction to achieve the goals. For this I have to set the processes and

structures as a team leader and delegate the works and also have to concentrate on improving the
abilities of the team members.
As per Baloyi (2014, p. 90), there was a very rigid alignment in the past between the experience
of the team, the topics, and the other practices that were used to manage the team. But in recent
years there is a huge change in the nature of the team and the external environment. As a result,
new requirements have been emerged. There are lots of innovative advancements and practices
that are not always adjusted to align with the needs. The significant changes are in technology
and distances, delayering and empowerment and lastly dynamic composition can also be under
these changes. As a part of the team, I have identified the research and strategies regarding the
principle objectives, specify the recommendations and challenges for effectively employ the the
practices that are completely based on the team.
Group strategies:
Shared objectives:
Teamwork is essential in every sphere of life. Whether it is a household or a firm, teamwork has
a very important part to play on account of their smooth running. In case of any organization,
various teams struggle to achieve common goals, which are assigned to each team. The team
members work towards their shared objectives in accomplishing the goals. Instead of
concentrating on individual targets, it is necessary to build a common consensus regarding what
is needed to be done in a team. As per my experience in workplace, working on shared
objectives with the team members has enhanced the productivity of the team and has made it
easier to deliver the particular jobs on time.
Group agreements:
Agreement and unity of opinions in a group or a team is very essential. A teamwork to be
effective, it is required that each team member is listening to each other carefully and
participating in the task wholeheartedly. Every team member should be given a chance to
represent his or her ideas and thoughts. The members should also learn to come out with a
common ground, thereafter find the best possible way of working together in a peaceful manner.
In this way, it is possible to establish trust among the team members and build a social
relationship with each other. In my workplace, as the team members bring out various ideas and
each member reflects to each other’s ideas, the quality of the specific assignments has enhanced.

Meaningful schedules:
A meaningful scheduling is an important part of teamwork for successfully delivering all the jobs
within the allocated timeframe. A team leader should allocate specific time to specific jobs for
each and every team member for an effective teamwork. As all the team members in my team
follows the specific schedule assigned to us, it has been very easy for us to deliver the tasks
within the time allocated to us.
Effective delegation:
Effective delegation is a key skill of a team leader. It is very important for a successful
teamwork. The skill of effective delegation is the ability of effectively assigning specific tasks
and responsibilities to suitable team members and getting the job done using their time and work.
It is also necessary that the team leader monitors the progress of the execution of the specific
tasks and makes sure that the task is fully completed. As my team leader assigns specific tasks to
the team members, who are suitable for the task, the productivity of the team as well as the
quality of tasks has improved.
Conclusion:
Finally it can be concluded that, the team is where all the members work together in an effective
way understands the strength and weaknesses of every individual's. One of the most important
benefits of teamwork is all the leaders and the members have become proficient while dividing
the tasks thus this can be done by the most efficient and qualified people. This study describes
the overall importance, significance, the clear concept of cohesion, roles, behavior and
structures, factors regarding the formation of the team, the overall development and changes, and
evolving the performance of development. Therefore it can be concluded from the above study
that teamwork plays an important role in building a stringent bond of communication between
the members of the same team and this helps improve the growth of an organization.

References:
Adams, B.L., Cain, H.R., Giraud, V. and Stedman, N.L., 2012. Leadership, motivation, and
teamwork behaviors of principal investigator’s in interdisciplinary teams: A synthesis of
research. Volume 11, Number 2–Summer 2012, 23(4), p.176.
Baloyi, S., van Waveren, C.C. and Chan, K.Y., 2014. The role of supervisor support in
predicting employee job satisfaction from their perception of the performance management
system: A test of competing models in engineering environments. South African Journal of
Industrial Engineering, 25(1), pp.85-95.
Bozkurt, F.G. and Ergeneli, A., 2012. Moderating Effect of Trust in Managers on the Relation
between Delegation of Authority and Managers' Perceived Social Loafing. Information
Management and Business Review, 4(11), p.583.
Costa, P., Passos, A.M. and Bakker, A., 2014. Empirical validation of the team work engagement
construct. Journal of Personnel Psychology. 12(3), pp.123-134.
Costa, P.L., Passos, A.M. and Bakker, A.B., 2014. Team work engagement: A model of
emergence. Journal of Occupational and Organizational Psychology, 87(2), pp.414-436.
Costa, P.L., Passos, A.M. and Bakker, A.B., 2016. The work engagement grid: predicting
engagement from two core dimensions. Journal of Managerial Psychology, 31(4), pp.774-789.
Courtenay, M., Nancarrow, S. and Dawson, D., 2013. Interprofessional teamwork in the trauma
setting: a scoping review. Human resources for health, 11(1), p.57.
Farahbod, F., Salimi, S.B. and Dorostkar, K.R., 2013. Impact of organizational communication
in job satisfaction and organizational commitment. Interdisciplinary Journal Of Contemporary
Research in Business, 5(4), pp.416-430.
Long, J., 2013. Workplace pressure moderates perception of threat or opportunity and employee
creativity after downsizing. Social Behavior and Personality: an international journal, 41(6),
pp.957-969.
Marques Santos, C. and Margarida Passos, A., 2013. Team mental models, relationship conflict
and effectiveness over time. Team Performance Management, 19(7/8), pp.363-385.
Nancarrow, S., Enderby, P., Ariss, S., Smith, T., Booth, A., Campbell, M., Cantrell, A. and
Parker, S., 2012. The impact of enhancing the effectiveness of interdisciplinary working. 12(3).
pp.123-165.

Nancarrow, S.A., Booth, A., Ariss, S., Smith, T., Enderby, P. and Roots, A., 2013. Ten principles
of good interdisciplinary team work. Human resources for Health, 11(1), p.19.
Park, S., Park, W.W., Kim, S. and Kim, C.Y., 2012. Team learning and creativity: the roles of
exploitation and team cohesiveness. Journal of Organizational Psychology, 12(3/4), p.70.
sfetcu, r., 2013. collaborative practices in mental health care: multidisciplinary teamwork or
inter-professional collaboration groups?. Management in Health, 17(2), pp.165-176.
Torrente, P., Salanova, M., Llorens, S. and Schaufeli, W.B., 2012. Teams make it work: How
team work engagement mediates between social resources and performance in
teams. Psicothema, 24(1), pp.106-112.