Organizational Development and Change: Teamwork Effectiveness Report

This report delves into the crucial elements of teamwork effectiveness within organizational development and change, referencing the work of Azahari and other experts. It identifies key components such as trust, open communication, effective leadership, and commitment to action plans as essential for team success. The report emphasizes the importance of building trust among team members, fostering healthy debate around ideas, and establishing clear goals and strategies. It also highlights the need for teams to overcome obstacles, adapt to change, and focus on achieving the right results. Furthermore, the report contrasts the findings with Azahari's elements, identifying commonalities and proposing additional elements, such as open discussion and active listening, that can further enhance team performance. The analysis covers how these elements contribute to improved teamwork, leading to better organizational outcomes and achievement of company missions.

Running head: ORGANIZATIONAL DEVELOPMENT AND CHANGE
Organizational Development and Change
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Answer 1....................................................................................................................................2
Answer 2....................................................................................................................................5
Conclusion..................................................................................................................................8
References................................................................................................................................10

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Answer 1
In relation to the five elements of team work effectiveness, as suggested by Azahari,
there are other relevant elements which also help in promoting effectiveness to the team work
level. In modern days, it is very important to build team work in any organization, due to the
ever increasing competition, changing consumers’ expectations and preferences, new
technologies and more developments. The key elements to the successful team work are
communication, effective leadership and trust. It is true that without communication and
trust, the team may face several challenges in functioning efficiently and effectively. It is
immensely necessary to begin the whole procedure of organizational team work with
company’s leadership team. It will assist in focusing on critical goals and create business
strategies for the enterprise (Waddell et al., 2013).
In addition to this, there is also a procedure of communicating the mission, vision as
well as values of the organizational team. The teams are generally responsible for the overall
planning and execution of the company’s mission. It is highly important that the team
members trust each other and carry out the responsibilities assigned to them. The marketing
plans and other operational plans will only succeed with the term-based planning as well as
execution. On recruiting for the senior positions of executive managers, the hiring managers
will look out for examples of building, managing and leading the teams (Johnson, 2016).
However, the five key elements, in respect to the ones mentioned by Azahari, to manage
teams are discussed in this segment.
 Trust among the team members
Building trust among the members, require some time. If the team members are not
able to trust each other, then it may not yield better outcomes. Moreover, if a team lacks
internal trust then it falls under the responsibility of the team leader to focus on building that
trust. It is highly important for the leader to get the members of the team open up and share
their strengths as well as weaknesses, without any fear. In addition to this, the leaders need to
motivate as well as encourage the employees to share their issues and personal grievances, if
they have any (Barth & Rieckmann, 2012).
It is better to have an idea of the team members on the first place, to avoid any issues
later. In respect to this, team leaders can conduct exercises on team building. In many

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businesses, due to the time pressures, the leaders may have to undertake several measures for
building trust or even change the members of the team, to achieve the required results. Until
and unless each member of the team is able to trust others blindly, the progress towards
success will be stifled. A sound interpersonal relationship between the team members can
help them achieve the mission and goals of the company (Cane, O’Connor & Michie, 2012).
 Engaging into the debates around ideas
Disagreements among the team members can lead to several internal conflicts.
However, according to leaked information, it is found that conflicts have a good side as well,
if handled in a positive manner. If the concepts and ideas are not debated or presented
properly, the team may miss out some great opportunities of finding the best solutions to the
raised issues or problems. It is important to respect all the member’s proposed solution and
the team leaders need to pay attention to these things. Respect for the ideas and thoughts will
help in developing a healthy debate. In addition to this, highly experienced teams have the
potential of being adaptable as well as flexible to the changing environment of working.
Team goals, strategies, tasks, members and even workflows can change over the period
(Carlström & Ekman, 2012).
The members of the team are expected to rally together as well as meet new
challenges, rather than fighting over those. Interpersonal relationships and inter team
relations are the two most important factors, which the members of the team need to keep in
mind. Moreover, team leaders are supposed to introduce new challenges on a regular basis, so
the members can get accustomed with it. Change is one of the most unavoidable parts of any
business. Therefore, having the ability to adapt the changes can make the teams more
effective as well as efficient. Their performance level and standard would also get benefitted
through this. In addition to this, this helps in bringing in new concepts or ideas into
realization. It is highly necessary to keep all the lines for effective communication processes
open to the efficient teams (Millar, Hind & Magala, 2012).
 Commitments and action plans
The team results come only as a result of the team commitment to the decisions of the
team. This also includes the agreement on the specific action plans. If few members of the
team are not consistent with their team commitments, the overall team will face the
consequences. It may even result to failure. The overall team may face severe failure, which

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will hamper its progress or growth. Commitment is an inevitable part for the survival of any
team. All the members of a team need to have a higher impact and fully committed to the
achievement of the team’s goals and mission. All members of the team devote a quite
reasonable energy and time for the advancement of the mission. In addition to this, the team
members are required to trust each other to succeed (Verhulst & Lambrechts, 2015).
Unbalanced workloads can lead to several issues like political moves and higher
performers losing the gaps between the outputs of the team members. With commitments and
action plans, come creative freedom. It is highly important for the team members to get the
opportunity of thinking creatively. They need to try out new things and also fail, without any
fear. In this way, they can think widely and new ideas will emerge. This particular aspect of
the team work will help in bringing together the five elements for efficient team work. The
team members need to trust each other blindly. Listening to each other’s ideas and opinions
can help in generating new concepts. In this way, they will be able to communicate more
effectively and openly (Lindberg, Voss & Blackmon, 2013).
 Overcoming the obstacles
Overcoming the obstacles is yet another important element for successfully managing
the teams. Being prepared always helps in checking the overall progress of the team
members. In addition to this, it assures their progress and also overcomes the upcoming
hurdles. Conducting team meetings or huddles is necessary in such scenarios. These methods
help in coordinating the overall actions between the groups or departments to assure progress
as well as growth. In addition to this factor, the teams need to possess a huge range of
professional competencies. This will help them in meeting the challenges in a more effective
manner. On building teams, it is highly important for the team leader to take some time and
ensure the all members of the team are highly competent and possesses the necessary
strengths as well as skills for the completion of the given tasks, within the given deadline
(Ku, Tseng & Akarasriworn, 2013).
Identification of the strengths as well as weakness of each member of the team will
help the team leader to understand their level of competency. In addition to this, introducing
or bringing in new challenges as well as concepts, fall under the responsibility of the team
leader. Such challenges ensure huge success and effectiveness at the workplace. Furthermore,
bringing together individuals with different background and common skill set can lead to a
great discussion along with subsequent actions. Ensuring that the members possess some

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unique features may also allow the team members to blindly trust each other for several
aspects of the performance. This will also give the individual members an idea of their own
contribution and what it is expected to be (Weaver et al., 2013).
 Focusing on achieving the right results
Last but not the least, focusing on the achievement of right results is another most
important element which the team members need to keep in mind. All the team members
need to accept the overall mission or vision of the team. The critical goals of a team are
highly viewed as a collective responsibility of the overall team. For instance; if the return to
the profitability is considered to be the critical goal of the team, time commitments and
priorities can be pulled from somewhere else. Focusing on the right results and high sense of
commitment will lead the team to the success. A team with right members and right
commitments will yield the right outcomes. The diagnosis of Mr. Lencioni is highly
beneficial for understanding the dynamics of the team (Valentine, Nembhard & Edmondson,
2015).
In addition to this, a straight forward approach for building successful teams can
prove to be highly beneficial for the organization itself. Moreover, building attitudes for trust
and commitments among the members of the team can also contribute to the success of the
team. Furthermore, effective communication can help in yielding the right results at the right
time. The team leaders are required to motivate as well as encourage the members of the team
to focus on the common team goals and not on individual preferences. The organizational
leaders can create these goals with a clear purpose, so that the team members can easily gain
an idea of their performance level. The purpose, obviously, is based upon the mission, values
and mission of the organization and planning as well as building relationships is to be done
for achieving the right outcomes (Chuang, Jackson & Jiang, 2016).
Answer 2
The elements mentioned by Azahari are; team mission, planning and goal setting,
team roles, team operating processes, team interpersonal relationships and inter team
relations. From the findings above, it is found that the elements to promote team work are;
trust among the team members, engaging into the debates around ideas and concepts,
commitments and action plans, overcoming the obstacles and focusing on achieving the right
results at the right time (Grant, 2012). However, the common ones in relation to the Azahari’s

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elements are; trust among the members to achieve the mission of the company, engaging into
debates for planning and goal setting, team interpersonal relationships and intern team
relations are about commitments and building trusts. Therefore, team operating procedures
and team roles are the factors which are not common, in this scenario. Apart than this, rest of
the factors is being linked with the elements proposed by Azahari. The team members are
highly required to build trust for achieving huge success level. In addition to this, the
effective team members engage into healthy debates for the generation of new ideas as well
as concepts. Moreover, healthy conflicts can introduce changes as well as creativity to the
team, before reaching to the general agreement (Nelsey & Brownie, 2012).
However, if I had to propose the elements of team work, which can improve the
effectiveness of the team level, there would have been several factors. This segment of the
assignment discusses about the elements, which I would have given, along with the necessary
reasons.
 Open Discussion
Open discussion allows the team members to participate as well as make general
contributions to the team group. However, the discussions can be reasonable and the
members of the team are required to learn as well as listen from the other team members.
Group members need to have the willingness to know each other, particularly the ones with
various backgrounds and interests. Being open to the new ideas as well as concepts can
introduce diversified point of views and also a variety of the individuals present within the
team group (Braun et al., 2013). Listening attentively to other team members can also elicit
their views and help in generating some new ideas. Balancing the needs of each group
member can help in forming an efficient team. Team members having an idea of togetherness
are considered to be the most effective ones. Identifying the needs and requirements of each
member of the team is considered to be highly important for the team members. In addition to
this, identification of the individual expression is highly necessary in such scenarios (Lawlis,
Anson & Greenfield, 2014).
 Using Situational Leadership
Various individuals may lead the team under several circumstances, along with
different leadership styles, which is appropriate to the situations. The theory of situational
leadership was created by Dr. Paul Hersey. He was a professor as well as the author of

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‘Situational Leader’. This particular model states that in this modern world, a team leader just
cannot rely on a single style of management to fit in all kinds of situations. The leaders as
well as managers of the organization are needed to have flexible styles of leadership, for
getting the best outcomes from their employees. The theory of situational leadership argues
that for becoming truly successful, the leaders need to adjust their way of leading the teams.
This is done to suit the two different factors (McCleskey, 2014). Firstly, the ‘task maturity’
helps in letting the leaders know how competent the members of the team are. Secondly, it
lets the team leaders know what the details of the task are. In such theories, the leaders place
less or more emphasis on the tasks and the empowerment of the individual employees,
depending on the overall situation. The theory is based on the four quadrants which denote a
different style of leadership. Those factors of situational leadership theory are supporting,
coaching, delegating and lastly, directing (Asif, de Vries & Ahmad, 2013).
 Pursuing Common Goals
Pursuing common goals is one of the most common yet, important factors for the
success of organizational teams. It is important for the team members to pursue common
goals and objectives, whoever is leading the team. Being the leader of the team, it is
important for him/her to conduct sessions on the organizational goals, objectives as well as
mission. It is highly required for the leaders of the organization, to acquire soft skills for
ensuring that the teams are comfortable with the organizational goals and objectives. It is
even greater if the leaders separate the given tasks for each individual and let the projects
move forward without any personal delay (Martín-Gutiérrez et al., 2015). In addition to this,
it would also help in allowing the leader to monitor the underperformers and control the crisis
situations. Moreover, working in a peaceful environment is also not the best practice, as good
ideas emerge when healthy debates occur. Healthy conflicts of ideas can give rise to new
concepts, which can prove to be beneficial for the overall team. Organizations can get highly
benefitted, if the employees engage into healthy debates. Therefore, the members become
competent and perform as a single unit to pursue the common goals of the organization (Salas
et al., 2015).
 Convincing the Team Members
Reaching a common decision by the procedure of convincing the team members with
the help of logical arguments can help in yielding the right results at the right time. The team
leaders require good communication skills, which will help in convincing the team members

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in giving their best for the team outcomes. It is highly important for the leaders of the team to
have good convincing skills as well. This would help the organizational leaders to convince
the members to achieve the desired results. Convincing the team members can prove to be a
very challenging task, but with good communication as well as convincing skills, a leader can
achieve huge (Avolio & Yammarino, 2013). At times, employees of an organization highly
oppose diversity and changes. They have a mentality of, “we have always done it in this
manner”, which needs to be changed as fast as possible for having a healthy team. The team
leaders need to introduce diversity policies in to the organizational policies. This can help in
introducing new concepts as well as ideas. The team members are to be given with diversity
trainings to accept the necessary changes inside the organization (Kark & Shamir, 2013).
 Assessing the Progress
Assessing the progress of the team members will help in achieving the desired goals
and objectives and also make the necessary changes for improving the overall performances.
The team leaders need to keep a track of the overall team performance of the employees.
They need to monitor the standards and level of the employees’ performance. An effective as
well as efficient team helps the company achieve the desired results (García-Morales,
Jiménez-Barrionuevo & Gutiérrez-Gutiérrez, 2012). In addition to this, the leader of the
organization can introduce a performance development plan for the underperformers. A good
plan documents the goals, the competency development, required skills of the employees.
The last aspect can help the employee to accomplish his/her career development goals in their
continuous improvement plan. A professional plan of development is created by the leaders
of the organization for making the staff members work on their areas of improvement and
also to support their career goals as well as the needs of the organizational business
(Cavazotte, Moreno & Hickmann, 2012).
Conclusion
It can be concluded that the organizational leaders play a major role in the success of
any team performance. It highly contributes to the organizational progress and growth.
Professional development plans help the staff members improve their level and standard of
performance. Furthermore, the report also includes the five elements of promoting the team
work level, in respect to the ones proposed by Azahari. The general elements are - trust
among the members of the team, preparing to engage into the debatable ideas, learning to

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commit to the decisions as well as action plans, overcoming the obstacles and focusing on the
right results at the right time. In addition to this, the report also gives a general idea, which I
think fits the five elements of the organizational success. This includes; open discussion,
using situational leadership, pursuing common goals, convincing the team members and
lastly assessing the overall progress of the organization. The team leaders play an inevitable
part for the overall development of the organization. Therefore, it can be said that there are
various elements which can be promoted for achieving the desired outcomes of the
organization.

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