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Team Management Approaches Towards Higher Organizational Performance
Ineffective team effort is often occasioned by lack of proper knowledge of the vision of the team and the respective roles that each individual needs to play in order to steer the team towards achieving the collective goal (Bragg T., 1999). These factors result in each individual focusing their efforts in different directions hence achieving little or noting at all without the purposeful vision. In order to curtail the continued ineffective team effort, there is need to have each team leader to make the team members understand the vision and also the mission they have been assigned and eventual roles that each individual needs to play and the people they have to collaborate with in achieving the intended end result.
The main cause of lack of trust within any team is often the closed and dishonest communication among the colleagues and also from the management to the employees and vise-versa (Management Issues, 2015). The most effective way of overcoming mistrust within the team is fostering the significance of team work where each employee or team member will see the others as a potential help and not threat hence they can open up to each other. There...
The management also needs to have an honest approach to challenges facing the employees and develop an open communication system that will empower the employees to air out their issues hence developing trust in the management.
Many organizations face the problem of minimal staff engagement in the matters of the organization, particularly in activities which are not compulsory for them or are not directly within their areas of responsibility. This is often caused by lack of belonging or the feeling that the end result of the activity will not affect them in any way. The management therefore needs to first engage as many employees as possible in running of departments or sections within the organization. When one is directly put responsible for a given section or activity then they shall feel the burden to participate in ensuring the activity is successful. The employees also need to be adequately trained to carry out some activities before they are put to task to handle the tasks. With the right training the employees will feel ready to handle the tasks hence increased interest and participation (Jones D.C. & Pliskin J., 1988).
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References
Brookins M., (2015). Reasons for Poor Communication in the Workplace. Retrieved May 21, 2015 from http://smallbusiness.chron.com/reasons-poor-communication-workplace-10137.html
Bradberry T., (2014). Emotional Intelligence-EQ. Retrieved May 21, 2015 from http://www.forbes.com/sites/travisbradberry/2014/01/09/emotional-intelligence/
Bragg T., (1999). Turn around an ineffective team. Retrieved May 21, 2015 from http://faculty.washington.edu/janegf/turnaroundineffectiveteam.html
Jones D.C. & Pliskin J., (1988). The Effects of Worker Participation, Employee Ownership and Profit Sharing on Economics Performance: A Partial Review. Retrieved May 21, 2015 from http://cog.kent.edu/lib/JonesPiskinEmployeeOwnershipEconomicPerformance.pdf
Management Issues, (2015). Twenty Five Behaviors that Foster Mistrust. http://www.management-issues.com/opinion/6491/25-behaviors-that-foster-mistrust/
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Problems can arise from consequences of business rules that change due to external forces or a team member generates a new idea that creates a problem. This can create conflict with the values of the team members and overall team that can cause emotional behaviors to arise. The collective feedback from all team members helps build the knowledge of the manager. The combination of feedback from all team members and
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