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Organizational structures across the world have experienced significant transformation in the past decade, especially because of the rapid technological advancements that have changed the modern business environment. The transformation of organizational structures has been geared towards enhancing the efficiency and effectiveness of the organizations in their respective businesses. An example of the dramatic transformation in organizational structures is the development of team-based work structures, which have contributed to the shift from organizing work around individuals. Team-based work structures have been developed as part of enhancing organizations' capabilities to achieve their strategic, economic, and technological objectives. The use of work teams in organizations has in turn attracted considerable attention among business scholars and practitioners. There are numerous studies including empirical studies that have been carried out to examine the basic organization of work in team-based structures.
The main objective of the study was to explore the significance of team diversity and performance in organizational performance based on theory and empirical research. One of the major concepts from this research is that team development in organizations is supported by social comparison theory, cultural mosaic theory, intergroup contact theory, and social identity theory and mental models. Secondly, the different types of work teams in an organization include production-oriented work teams, project teams, management teams, and quality improvement/problem-solving teams. These researchers found that the effectiveness of work teams in enhancing organizational performance requires members to develop relationships based on respect, optimal performance, and embracing diversity. The organization's management should establish suitable processes for handling conflicts and dysfunction brought by diversity in the work teams.
Delarue et al. (2008) conducted a research to examine the contributions of teamwork to organizational performance based on review of survey data. The study focused on examining results from empirical studies that evaluated teamwork and organizational performance quantitatively. One of the major concepts of this research is that the effectiveness of work teams requires four inter-related dimensions i.e. operational, attitudinal, financial, and behavioral dimensions. Secondly, attitudinal and behavioral dimensions provide the premise for improvement of organizational performance whereas operational and financial dimensions are directly related to organizational outcomes. The researchers concluded that work teams have positive effects on all these four dimensions of organizational performance. Additionally, when teamwork is…
Team Organization Community Organizations This research paper evaluates the services provided by community agencies and multinationals and the manner in which they discharge their duties within the community. The research will mainly dwell on the American Red Cross, a community agency based in the U.S., Coca Cola and The Salvation Army. The paper will give a short overview of the 3 organizations that will touch on Evaluation of the organizations' involvement and
Team Organization Models for team behavior within the organization Teams have become an increasingly ubiquitous part of complex, modern organizations. One survey of 962 HR leaders found that fifty-four percent of respondents spent up to 30% of their day in team settings (Blanchard 2012). No longer are individual employees solely appraised in terms of their individual usefulness: their ability to function as part of a team is essential. "Organizations are more networked,
In the context of Charters Schools, distributed leadership that connects organizational features (culture, business practices, motivation etc.) provides a greater opportunity for members to learn from one another. An increased participation in decision making is another characteristic of effective organizations that may be identified in the organizational structure of Charter Schools USA. An increased participation in decision-making leads to a greater commitment to organizational goals and group strategies are
(Consensus Decision-Making: g8-binder.emmett) According to laboratory studies undertaken by Professors Martin Kocher and Matthias Sutter reported in the Economic Journal, it was revealed that teams definitely surpass individuals in arriving at economic decision-making. The two researchers demonstrate that the type of decision maker- an individual or a team makes a vital difference in an interactive economic environment, regardless of it being the investment and marketing strategies of companies and funds
Moreover, the strong correlation between confidence in peers and communication/problem understanding demonstrated that it is the confidence and ability of these co-workers that encourage members of self-managing teams to gather new information and knowledge, so that they may create useful decisions in relation to problem solving. Confidence in peers resulted in a negative, not positive, impact on organization and negotiation. This suggested that confidence in peers has a negative effect
Conflict Resolution in Work Teams When managers speak of teamwork, they usually have a vague mental picture of individuals in polite discussion. They may envision people willingly assisting others from a different part of the organization. Such groups or behaviors may or may not constitute teamwork. True teams exhibit a high level of social structure. Their members have specific behaviors that move the group towards specific goals. We often mistake an absence