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.
HRM
The Difference between Teams and Groups and Issues Associated with Matrix Environments
Groups and Teams
Differences between Groups and Teams
Groups and teams have some commonalities, but there are also some significant differences. Both are collections of individuals that come together, this may be a physical gathering or a convergence though other means such as through a virtual environment. In both cases the collection of individuals will also have a common goal, or be gathered for a common purpose. The difference between a group and a team can be seen in the relationship between the different people that make up the convergence of people. In a group the members may have a common purpose, but they are a loose collection where individuals will work separately, in a fragmented manner, even if a leader is present (Ramirez, 2013). In groups there are no defined roles (Ramirez, 2013). In teams the individuals will have a closer relationship; they are likely to have a much greater sense of shared purpose and will usually work in a coordinated manner, usually with predefined roles (Ramirez, 2013). According to Belbin (1999), team members will gravitate towards one of nine roles across three team functioning areas action orientated role, people centric roles and thinkers (Belbin,...
This takes time through the process of forming, storming, norming and performing, and is not seen in groups (Ramirez, 2013).
To convert a group into a team, the process of forming a group needs to take place. This starts which to allow the team members to interact and create the feeling of shared purpose and the social connections that are needed to create cohesion. There are numerous ways this can be created; tools such as bonding exercises, which may include shared non-related task such as an outward bound day or other activities which require joint, coordinated efforts. It is also important to ensure that teams are given sufficient time and space to bond, as well as be lead in an effective manner to provide clear goals and constraints that will create a sense of shared purpose.
1.2
Categorizing Groups and Teams
When people were assigned to teams, they were not really teams at the beginning, but they were potential teams. There was a common purpose; we all wanted to take part and pass the course. However, there was fragmentation in the different expectations and goals, as well as the way in which people thought it may be achieved. The process of team building though forming, storming norming etc., had not taken place, and people had not yet gravitate into…
References
Appelbaum, Steven H; Mitraud, Andre; Gailleur, Jean-Francois; Iacovella, Marcello, Gerbasi, Raffaele; Ivanova, Victoria, (2008), The Impact Of Organizational Change, Structure And Leadership On Employee Turnover: A Case Study, Journal of Business Case Studies 4(1), 21-39
Belbin, Meredith, (1999), Superteams, London, Prentice Hall
Ramirez, Consuelo M, (2013), Teams: A Competency Based Approach, Routledge
HRM Policies Human resources play an integral role in any organization. The allocation of human capital is critical to the overall success of the organization. Depending on the particular industry, talent and its subsequent retention is directly correlated to the overall profitability of the firm. In many instances, as is the case in our current economic cycle, improper human resource activity can have a profound effect on our overall society. Not
Micro control refers to the formation and the type of "clan" within the organization and the behaviour of the employees. It could be stated that, focusing the attention towards the internal functioning of the organization is a method of controlling the outcome of the company's efforts regarding the services which it provides its clients with. In other words micro control operations are necessary as a sort of basis for the
, 2010). The model includes several mediator (e.g., knowledge exchange) and moderator variables (e.g., self-leadership competencies of actors) that explain why and when this approach is effective and looks at leadership in more of a comprehensive way than focusing on one individual. Such perspectives have suggested that when employees become involved in the decision making processes then this can strengthen leadership. Transactional Leadership Transactional leadership is the leadership model that represents what
HRM Challenges in Today's Organizations All organizations require employees to make them a success and this function is considered as important as finance, machinery and land for running the organization successfully. The important point to note here is that individuals all have different temperaments and working methods, and some people in the organization are responsible for making them all work together. This is the job of the human resources department which
HRM and Soccer Managing People on and off the Field We are accustomed to associating the practice of human resources management with large corporations or at least medium-sized companies. However, as human resources management has become increasingly sophisticated and comprehensive over the last decade, the tools of the trade have become increasingly useful and even necessary in fields far away from their original purposes. Human resources management, once highly peripheral to the
HRM policies in the UAE Human resources play an integral role in any organization. The allocation of human capital is critical to the overall success of the organization. Depending on the particular industry, talent and its subsequent retention is directly correlated to the overall profitability of the firm. In many instances, as is the case in our current economic cycle, improper human resource activity can have a profound effect on our