Tyco: Group and Team Challenges

Tyco: Group and Team Challenges

Tyco International is an organization of great breadth as well as depth. It is composed of five business divisions: ADT Worldwide, Fire Protection Services, Safety Products, Flow Control, and Electrical & Metal Products. Thus, the functions of employees at the company can span everything from marketing and advertising to sales, financial information-gathering and technological support and development. Creating a cohesive sense of mission for a company this diverse and diffuse can be difficult: employees bring many different skills to the organization, the company is international in nature, and has many separate locations and functions. The company, given its commitment to team-oriented management and development must create a cohesive ethos that holds the organization together, yet still allows employees to feel individually valued when part of a work team.

A general orientation in the company philosophy, Tyco's mission, and expected conduct regarding diversity and tolerance should be given to all employees, regardless of their organizational function, nation of origin, or place in the corporate structure. Tyco has a stated commitment to diversity and respect for others that must be upheld, even in locations outside of the U.S. A specific orientation to the company and department should be used to create a sense of mission and also a sense of 'home' at Tyco for each employee, and underline the Tyco teamwork ethos. Of course, ADT, Tyco's security company, may have a different corporate culture than its Electrical & Metal projects division. ADT's website states: "Local managers have great flexibility to grow their markets within broad guidelines. As a result, ADT associates enjoy a highly entrepreneurial, fast-paced culture. Generous incentive plans are in place to reward positive results." But throughout all of Tyco's operations, customer service is important regardless of division where an employee is working. For example, the website of another of Tyco's subsidiaries states: "Tyco Fire Suppression & Building Products is committed to exceeding our customers' expectations through superior service, delivery and innovation. If you are a highly motivated, customer-focused individual who would like to join our team, please visit this link to read about opportunities available with Tyco Fire Suppression & Building Products." Common themes, such as service and teamwork, must be stressed so that the company as a whole functions more fluidly.

Procedures for creating and supervision work teams do not need to be standardized between different parts of Tyco, and must be flexible with different divisional needs, but certain guidelines may be helpful to observe. For example, it is important that work teams have clear assignments. Roles on the team should be respected, but there should not be such a stress upon hierarchy that employees are afraid to contribute their ideas. Maintaining a timely schedule of meetings and progress benchmarks and keeping track of minutes and official correspondence, in case there is a dispute, is also valuable for logistical and legal reasons.

Creating a general managerial philosophy to deal with work teams may entail orienting employees how to improve their communication skills and deal with team conflicts. Because Tyco is an international organization, when work teams involve individuals from several countries or cultures, having a briefing on possible communication differences between low and high-context cultures may be helpful. Self-awareness is often one of the most important elements of communication. For example, the DISC personality inventory, which classifies individuals as either dominant, intuitive, steady, or conscientious types in their workplace demeanor can be administered to employees embarking upon a project together, so they gain a sense of their strengths, weaknesses, and biases, in relation to their colleagues.

Communication style awareness that is ongoing throughout the employee's tenure at Tyco, sensitivity training at orientation and through regular workshops and required courses, and instilling employees with knowledge about the different cultural and communication styles at the company is a constant educational process. This multi-tiered strategy would address the unique needs of the Tyco organization, specifically its diversity and its need for a cohesive mission. Improving communication between team members would have a spill-over effect and likely communication strategies with Tyco customers as well. A good communicator at work, who is able to be fluent in a variety of cultures and is sensitive to interpersonal differences, is also likely to be more effective and attentive to customers.