Team Management in Organizations: Concepts and Recommendations

This essay explores the significance of teamwork in organizations, highlighting various team types such as self-managed, task force, command, and community teams. It emphasizes the importance of teamwork in fostering unity, diverse perspectives, learning objectives, workplace synergy, and enhanced productivity. The essay addresses the challenges of diversity within teams, particularly the diversity-consensus dilemma, and recommends leadership skills to manage these challenges effectively. Furthermore, it provides recommendations for newly appointed team leaders, including conducting ice-breaking sessions, appreciating achievements, encouraging communication, identifying concerns, understanding individual skills, and conducting regular team meetings. The included skit illustrates the initial interaction of a new team leader with team members, emphasizing the importance of trust, transparency, and a common goal.

Running head: TEAM MANAGEMENT IN ORGANIZATION
TEAM MANAGEMENT IN ORGANIZATION
Name of the Student
Name of the University
Author Note

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Abstract
The purpose of this paper to understand the importance of teamwork in an organization. A
team is important for buiding synergy with all the operational functions in an organization
(Woodcock 37). The paper will consists of concepts of different kinds of team like self-
managed team, task force, community and command teams. The paper mentioned various
recommendations for a newly appointed team leader. The paper presented a skit regarding a
first of a team.
Keywords: Teamwork, self-managed team, task-force, command team, community

2TEAM MANAGEMENT IN ORGANIZATION
Response to question 16:
Group of people interdependent based on skills and resources working in a work
environment towards a common objective are known as a team. Effective teamwork can be
ensured by combing the individual expertise and by utilizing the available resources.
Teams are good for organization in the followings ways:
1. In promoting Unity-
 It creates an atmosphere of loyalty towards the work responsibility
 It helps in collating the diverse skills strengths and constructive habits towards
achieving the goal.
 It helps in eliminating the destructive competition in the workplace where everyone
works towards fulfilling personal goal and interests.
 For instance, I am a member of cultural club in my college. Once there was a
miscommunication between the team and the admin department, the college believed
the admin department. The club stood united as a team found evidences and proved
our side of the story and the college had to consider the miscommunication. The
college was impressed with the kind of unity we portrayed and the way we stood by
each other.
2. In offering a range of perspectives and feedback-
 It helps in approaching towards the solutions easier.
 It helps in the generation of ideas for any organizational change or concern effectively
and efficiently (MariCarmela, et al. 619).
 It helps in generating feedbacks for the assigned system and available resources,
which can help in improvement of the business strategy of the organization.

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 For instance, the environmental team in our college played an important role in
offering a range of sustainable ideas as a team for the daily activities in college. The
team was asked for coming up with innovative ideas and were asked for regular
feedbacks about the changes incorporated for a sustainable approach The regular
analysis of the feedbacks helped the college to portray a green way of operating the
facilities and promoted the sense of sustainability among the students.
3. In providing learning objectives-
 By learning from each other’s mistake
 It develops active engagement by encouraging innovative approach of solving
concerns of the organization (Ishihara and Akifumi 335).
 For instance, our cultural club helped each other with their skills in skits like prop
collection, art and craft and compensate for anyone’s mistake in the process. Once the
prop team was unable to source costumes and stage props together as they were
scheduled at the same day. The dance team came forward and helped with one of the
sourcing.
4. In maintaining workplace synergy-
 By understanding the responsibility and expected outcome
 It helps in the optimum utilization of resources of the company.
 All the clubs in our college maintains synergy by working with each other in our
college fest. Solely the student committee organizes the college fest and we conduct a
meeting with all the clubs to have a plan about the schedules, sponsorships, guest
management and the cultural events. All clubs coordinate with each other can
participates in presenting ideas. The coordination makes the work easier.
5. In providing enhanced productivity-

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 By sharing the workload of the organization based on various domains.
 It ensures timely achievement
 It ensures the setting goals, which are achievable in a particular work scenario.
 The teamwork of the clubs in the fest makes it a productive approach by covering all
the schedules on time. We share each other’s workload and allocate a different
responsibility to each club to ensure efficiency.
Response to question 17:
The following types of formal teams are found in an organization:
 Command teams: Command teams are found within the organization and
specifically in a department. It consists of a departmental manager and a team
reporting to the manager. The departmental manger facilitates their authority by
delegating responsibilities and setting objectives for the team. The manager helps in
strategizing the direction of the action plan for the team. The manager use different
ways in motivating the employees. Employees have certain boundaries within which
they can portray creative approach (Agarwal, Sonal and Adjirackor 42). Change in the
action plan or a different kind of approach needs to be communicated to the managers
before implementing. For example a football team in the college needs to report to the
coach for every decision and plays according to the instructions of the coach. The
coach also decides upon the position of each player. Once the team came up with the
idea of having practice sessions on the summer break for the upcoming big match.
Although, the college permitted the players but they had to ask the coach if he will be
fine with the idea or not.

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 Task forces: Task forces are formed for addressing certain issues or concern of the
organization. The characteristics and function of this kind of team is to
investigate/analyze, responding to concerns in regards with claims and identify
problem for solution building exercise. Task forces usually functions or are formed
for a shorter duration. For example once I was in an investigating team for an assault
incidence in the college where I along with my team worked a plan of observing
student’s activities and personalities in understanding the culprit. After seven days we
as team came to a consensus with the identified culprit to confess his mistake in front
of the dean.
 Committees: Committees are formed to address ongoing tasks for the organization. In
contrast with the task force, committees are formed for a longer duration task or
strategy. For example, welfare committees that are selected for a college for ensuring
student wellbeing and participation in various activities. I was a member of the anti-
ragging committee of the college were the committee had to ensure a warm welcome
for the students of freshmen year.
Response to question 18:
Expectations from self-managing team members are as follows:
 Team members in a self-managing team should be accountable and responsible for
any task delivery
 They should portray the skills of identifying and managing a concern or issue by
themselves.
 Team members should synchronize their workflow with each other and compensate
each other’s mistakes for achieving the set target.

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 Team members are expected to perform managerial functions on a rotational basis
(Parker et al. 112).
 The quality of empowerment is very crucial in which team members encourage each
other and compensates each other’s errors.
 Interdependence is the key in this kind of team.
 For instance- a cultural club of a college where they function as a self-managed team
in executing events.
Response to question 19:
Diversity in team refers to the presence of different cultural values, experiences,
demographics as well as personalities. There are two types of team homogeneous teams and
heterogeneous teams. Heterogeneous teams consist of diversity-consensus dilemma.
Diversity-consensus dilemma means misbalance in the understanding and interpretation of
team objectives and execution. Diversity can be of different forms Cultural diversity, age
diversity and location diversity. In organization, diversity can either add value to the team or
create confusion in regards which situation interpretation (Dobbin, Frank, and Kalev 170).
Diversity-consensus dilemma can create conflict in a team. Organization should incorporate
leadership skills for managing and addressing the dilemma arising from diversity and the
resulted decisions.
For instance, I am a member of a culturally diverse drama club in college. Once there was a
plan of conducting a skit related to the ruling of British Empire over the fragmented states of
America, which offended few of the English people from Britain.
Response to question 20:
Recommendations regarding the Facebook post for developing leadership quality:

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 Firstly, a team leader needs to conduct an ice breaking session to know about team
members and their individual personalities.
 Secondly, the team leader has to appreciate the achievements of the team to start on a
positive note.
 The leader has to encourage them in practicing effective communication flow.
 The team leader has to help the members identify the concerns for which they will
strategize their plan of action (Uhl-Bien 23).
 Then, the team leader will have to understand member’s individual skills and
competencies and will help in merging their expertise for achieving a common goal
(Woodcock 37).
 The leader should take regular feedbacks and assess their understanding regarding a
particular task to understand their errors or issues as well as to find their position as a
team.
 The leader should conduct team meetings regularly to understand where the team is
excelling and where they need improvement.
SKIT-
ACT 1:
Team leader: Hi. I am X. I will be your team leader for the next six months in this
department.
Team members: Hello Sir (everyone introduces themselves)
Team leader: I want you all to understand the team objectives and everyone is welcome to
ask any question regarding the goals.

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Team member 1: Sir, I need to know my roles and target for this month.
Team Leader: Firstly, we should practice calling each other our first names as we are a team
and we need a smooth flow of operation by avoiding any kind of barriers in the process.
Secondly, your roles will be depending on the activities we will conducts in our first task,
which will help us (members and leader) to understand our strengths and weaknesses so that
we can work as a team in compensating for each other’s gaps.
Team members felt very welcoming after hearing this statement.
Team leader: I am glad to know you all have started thinking about your performance
criteria from your first day. I want to ask you all, what do you all think should be the most
important quality of a team?
Team member Z: Trust and transparency
Team member A: Effective communication
Team member U: Common goal
Team leader: I am glad that you all are on board with the requirements for efficient
teamwork.

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References:
Agarwal, Sonal, and Theophilus Adjirackor. "Impact of teamwork on organizational
productivity in some selected basic schools in the Accra metropolitan assembly."
European Journal of Business, Economics and Accountancy 4.6 (2016): 40-52.
Annosi, Maria Carmela, et al. "The interaction of control systems and stakeholder networks
in shaping the identities of self-managed teams." Organization Studies 38.5 (2017):
619-645.
Dobbin, Frank, and Alexandra Kalev. "Why firms need diversity managers and task forces."
How global migration changes the workforce diversity equation (2015): 170-98.
Ishihara, Akifumi. "Relational contracting and endogenous formation of teamwork." The
RAND Journal of Economics 48.2 (2017): 335-357.
Körner, Mirjam, et al. "Relationship of organizational culture, teamwork and job satisfaction
in interprofessional teams." BMC health services research 15.1 (2015): 243.
Parker, David W., Melanie Holesgrove, and Raghhuvar Pathak. "Improving productivity with
self-organised teams and agile leadership." International Journal of Productivity and
Performance Management 64.1 (2015): 112-128.
Uhl-Bien, Mary, John R. Schermerhorn Jr, and Richard N. Osborn. "Organizational
Behavior, Experience Grow Contribute . 222 Rosewood Drive, Danvers, MA 01923:
Clearance Center." (2014).
Woodcock, Mike. Team development manual. Routledge, 2017.