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.

Journal Reports on Team-based Work Structures

Zoltan & Vancea (2015) conducted a study in which they examined the approaches and differences between organizational work groups and work teams. The study was carried out on the premise that managers do not always distinguish between two, which contributes to unrealistic results and goals that do not meet their expectations. The major concepts in this study include the fact that work teams are different from work groups since work groups are made of people who work together but may not necessarily need each other. On the other hand, work teams are groups of people working together but are ineffective without each other. Work teams provide a premise through which employees work collaboratively to achieve desired business goals and objectives. The approaches used in management of work groups and work teams should be different i.e. either psychosocial, behavioral or socio-technical approaches. These researchers conclude... 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…