Management Report: Work Specialization, EI, and Team Roles

This report provides an introduction to management, focusing on key organizational structure elements and leadership concepts. It begins by examining work specialization, its significance in enhancing productivity, and its application with an example from a customer service setting. The report then delves into emotional intelligence (EI), defining its components (self-awareness, social awareness, self-management, and relationship management) and its critical role in the workplace. It also discusses the development of EI through self-control, self-assessment, teamwork, and adaptability. Finally, the report explores team roles, including task and maintenance roles, and the challenges that arise within teams such as role load, role conflict, and role ambiguity, contrasting the responsibilities of task and maintenance roles. The report concludes with a bibliography of cited sources.

RUNNING HEAD: MANAGEMENT
Introduction to Management

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Aim: The key purpose of the report is to provide a reasonable and quality solution to the given
interrogations.
Organization structure element
Work Specialization
It involves the subdivision of activities into separate jobs as per the skills of the individuals in the
organization. It has significant importance in the workplace.
 Higher work quality
 Reduction in the wastage cost
 Reduces dependence
 Delivering quick results (Morgeson, 2012)
The employee engaged in work specialization attains all the necessary skills required for the
job. He/she produces effective output. He/she delivers accurate and error-free work and thus
results in cutting the wastage cost in work. Additionally, it reduces the company’s cost in
developing training. They possess all the key abilities and thus eradicate interdependence. This,
in turn, results in timesaving and supplying speedy output. Hence, all these factors result in
enhancing the productivity of the organization (Alton, 2019).
Example: Previously, I have worked in a care-processing outlet, named as ‘Anytime Guide’. In
the workplace, I have the role of maintaining customer records and therefore I witnessed a
concern of poor customer service. The company solves the minor health problems of the
individuals. It provides the service of solving the customer’s queries with respect to health
problems. There was no specialization concerning medical knowledge about a specific body
part. Thus, customers were provided with a temporary solution to their health issues. Hence, it
resulted in unsatisfied customer and lower organization profit. I suggest the company should
allocate the duty to specific employees with specialized medical knowledge. By applying work
specialization, it can prove successful in delivering quality medical aid to the customer that can
prove beneficial for a long period.
Emotional intelligence
Meaning
Emotional intelligence is the ability to identify and manage one own emotion as well as the
emotions of others. It comprises of four components including Self-awareness, Social

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awareness, Self-management and Relationship management. All these factors help in adjusting
to change and working effectively in teams. Thus, in the workplace, it is considered as a
pathway to success (Cherniss, 2010).
Role in the workplace
It has a significant role in the workplace as it assists in expressing personal thoughts more
effectively. Possessing emotional intelligence helps in enhancing personal motivation. It reduces
the dependence on others to achieve motivation. They help in collaborating more effectively and
assist in identifying specific factors that can motivate the individuals. A self-aware person attains
the quality of learning from criticism. Thus, he will be able to contribute better to the organization
(Dickson , 2019). A person with a higher IQ is optimistic by nature and thus it helps in handling
criticism in the workplace. Additionally, it assists it in delivering better output. He has an
understanding of human nature and it allows him to connect better with the other human
resource. It enables them to develop a close and harmonious relationship with other team
members. Thus, all these qualities improve the employee workplace experience in an
organization (Goleman, 2013).
Development of Emotional Intelligence
In order to improve emotional intelligence on a personal level, one has to participate in certain
activities. It includes self-controlling, self-assessment, teamwork and willingness to adapt. One
has to lay importance on self-control, as it will help in developing better mental health (Martins,
2010). It would further help in achieving long-term goals. One should develop personal grading
systems, as it will help in self-assessment. By working in teams and groups, it would help in
understanding other thoughts and developing interpersonal relationships with other team
members. It develops the quality of working effectively in the team in the absence of any
conflict. Moreover, it develops the flexibility and adaptability skills of the individuals (Cherniss,
2010).
Team role
Role of team members and emerging challenges
The key role of group members is to help to accomplish the company goal by sharing their
knowledge with other members of a team. It involves helping the team members to accomplish
the set goal and to keep the team united to develop effectiveness in teamwork. It involves laying

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active contribution in the team and act as a supporter to other associates by providing and
sharing knowledge (Belbin, 2012). There are two defined categories in respect of team role:
1. Task role
2. Maintenance role
There are three main challenges that may develop from the team role. These challenges further
create problems within the team. These are as follows:
1. Role load
2. Role conflict
3. Role ambiguity
Role load generates the problem of higher work pressure within an individual and results in low
self-morale and aggression towards the work. Role conflict creates the problem of unfulfilled
expectations and thus results in poor interpersonal relations. Role ambiguity results in deviation
in expected output and delivered output by the team members.
Task role contrast to Maintenance roles
Task role members help in initiating the work process whereas maintenance role has the duty of
encouraging the other team members to achieve the desired goal. The former seeks for other
team opinions as well but latter has the duty of settling disputes among the team members by
mutual concession.
Task role involves helping the newcomer in adjusting to a workplace environment whereas
maintenance role requires acting as a commentator and sharing quality information about the
current situation. Former involves working with great care and minuteness whereas the latter
attains the ability to control access to specific information in the workplace. In Task role, the
individual is allocated a job to judge the work quality while maintenance role involves the
individuals to act as a follower (Jasiulewicz-Kaczmarek, 2013).
Bibliography
Alton, L., 2019. Businesses Are Turning To Specialization. [Online] Available at:
https://www.forbes.com/sites/larryalton/2016/12/20/5-reasons-modern-businesses-are-turning-to-
specialization/#24a8d5b94a29 [Accessed August April 2109].

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Belbin, R.M., 2012. eam roles at work. Abingdon: Routledge.
Cherniss, C., 2010. Emotional intelligence: Toward clarification of a concept. Industrial and
Organizational Psychology, 32(2), pp.110-26.
Dickson , T., 2019. The Next Sign Of Great Leadership: Emotional Intelligence. [Online] Available at: The
role of maintenance in reducing the negative impact of a business on the environment [Accessed 4
August 2019].
Goleman, D..B.R.E.a.M.A., 2013. Primal leadership: Unleashing the power of emotional intelligence.
Brighton: Harvard Business Press.
Jasiulewicz-Kaczmarek, M.a.D.P., 2013. The role of maintenance in reducing the negative impact of a
business on the environment. Berlin : Springer.
Martins, A..R.N.a.M.E., 2010. A comprehensive meta-analysis of the relationship between emotional
intelligence and health. Personality and individual differences, 49(6), pp.554-64.
Morgeson, F.P..G.A.S.a.C.M.A., 2012. Work design. 2nd ed. Handbook of Psychology.