Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Groups and Teams
In this text, I highlight the main differences between groups and teams. Also, I examine workplace diversity and its relevance in an organization. Further, I determine how diversity relates to workplace team dynamics.
Groups and Teams: Key Differences
It is important to note that although the terms teams and groups are in most cases used in the same context, they do not mean the same thing. When it comes to their definition, a work group according to Griffin and Moorhead (2011) "is two or more persons who interact with one another such that each person influences and is influenced by each other person." On the other hand, in the authors' opinion, "a team is a small number of people with complimentary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable" (Griffin and Moorhead, 2011). Apart from having distinct definitions, teams and groups also differ on several other fronts. Differences in this case according to Griffin and Moorhead (2011) could be in terms of the systems of reward, authority and job...
Griffin and Moorhead (2011) note that in this case, we may have a large number of individuals holding job descriptions that are largely similar. Further, the relationship between the final/end product and group effort is rather weak. When it comes to teams, those who constitute the same possess different skills which could in one way or the other be categorized under a few job categories (one or two). As Griffin and Moorhead (2011) note, as long as a team successfully accomplishes its goals, there are no concerns from either the management or team members regarding who does what task.
When it comes to authority, it is important to note that in a work group, the daily activities of employees are directly controlled by the supervisor. However, when it comes to teams, it is the team that decides or controls the activities to be accomplished. In this case, the team highlights activities to be accomplished and allocates tasks…
References
Griffin, R.W. & Moorhead, G. (2011). Organizational Behavior: Managing People and Organizations, (10th ed.). Mason, OH: Cengage Learning.
Schermerhorn, J.R. (2011). Organizational Behavior, (12th ed.). Hoboken, NJ: John Wiley and Sons.
It is at the top because it is the only block that can be removed without disturbing the rest. Participative leadership means that leaders share the responsibility and the glory, are supportive and fair, create a climate of trust and openness, and are good coaches and teachers" Overall, it means that leaders act as positive role models and that the leadership moves at varying times. For teams to be
Group Social Work: Nurturing Father's Program The group investigated for this paper is the Nurturing Father's Program. I encountered the Nurturing Fathers Program while working for my state's child protective services division (DCFS). The NFP is an evidence-based, 13-week training course designed to teach parenting and nurturing skills to men. Each 2 1/2-hour class provides proven, effective skills for healthy family relationships and child development" (Nurturing Fathers, 2012). The goal of
Team work and team spirit seems to be one of the issues that companies tend to emphasize nowadays. A good team spirit may lead to considerable achievements and an increase in the team's efficiency. However, it is clear that a team, formed from individuals who are different one from another, may be also the appropriate environment for divergent opinions and these sometimes lead to conflicts. Although the general illusion is
Team and Tension The major components of House's Path-Goal Theory are directive leaderships, supportive leadership, participative leadership, and achievement-oriented leadership. Each leadership style has its own unique attributes which correlate directly to an individual's personality traits. For instance, directive leaders tend to have a more authoritarian approach to leadership. They tend to establish working hierarchies of relationships and reporting structures. Directive leaders also tend to operate as a single leader with
The internal processes become more efficient because barriers in personal communication are broken down once the group is working towards the common purpose. Increasing cohesiveness in the group requires leadership that orients the objectives of group members more strongly towards the common purpose. This can be done a number of ways, including through individual and group task structure, the fostering of a common culture, the establishment of smooth communication
Teams: Discussion Several months ago, I was amongst those elected into a team set up to look into ways of enhancing interdepartmental cooperation. The team comprised of 7 individuals -- each representing a department. The key mandate of the team was to come up with strategies of enhancing cooperation between departments so as to enhance overall organizational efficiency. With regard to the various types of teams Landy and Conte (2013) identify,