Organization Studies in Every Business,

Organization Studies

In every business, it is necessary to have a cohesive, well-oiled, working team. Without such a team, the work would be staccato, and not streamlined. Though there are various fields and department within an organization that call upon executives to implement good working capacities, this is most well concentrated in the field of organizational studies. In order to further see just how a team can function well and why it is necessary for it to do so, this paper will examine three articles that each discuss teamwork within this discipline, and will focus on team management and mediation strategies, in order to seek the best way in which to build and maintain an effective team.

Article 1: Composing Effective Teams through Team Dating

This article focuses on presenting research conducted upon various interacting groups. In this capacity, the paper begins by providing a short summary, in which it considers these groups as "dyads" and claims that in seeing how they interact and how they develop relations, the team can thus accurately function for future interactions. The beginning of the paper thus expands upon studies that have been previously conducted in this scientific manner of team interaction and dating, and expresses the kinds of results achieved. This study, however differentiates itself through three main claims which are that first, it utilized a matching procedure (speed dating) and a mathematical framework to pair matchings, second, that it utilized social concepts and network theories, and lastly, the study also claims to have utilized the connectedness of social networks and the literature written upon this subject to analyze. For this reason, the study, in its opinion enables a better context than previous research, and also leads to better results for future relation development predictions.

This paper also claims to have collected data from short contacts but further adds that it can provide a sound basis for designing effective teams, because of this initial interaction and the above-mentioned strategies employed. For this reason, the study utilized interpersonal evaluations to add upon its previous data collection methods, and establishes a work group of 76 as a sample, which it shows that eventually, team-dating will show that due to the specifications written in this study and the results, does show a better way to work and maximize output.

Article 2: Team Work in Context: Institutional Mediation in the Public-Service Professional Bureaucracy

This article speaks about the context that inevitably shapes a team that works in the public service environment. The authors of this study provide the effects of an interaction between what they call 'macroinstitutional' and 'local-organizational' groups, with specific focus on effects of these interactions and how they impact negotiation and mediation, as well as team work within these capacities. According to this study, the authors state that it is necessary to draw upon previous literature and previous concept upon neo-institutionalism and also establish team members as institutional agents. This is necessary in order to enable a team to work locally and under local conditions, in order to enhance their public service. The study also mentions that it focuses upon the UK government initiative called the National Health Service genetic care, and presents its findings in a qualitative, comparative, and case study structure, with contrasting outcomes. The study thus finds that there are various local agents that affect the mediating efforts to produce change, but also highlights that its analysis shows just how possibilities can change for these teams, especially in local conditions, and thus recommends and concludes that these teams must be ready for support of local environments and for challenges faced daily.

Article 3: Work Group Effort and Rewards: The Roles of Organizational and Social Power as Context

This third article also discusses groups, with a specific focus on self-managing teams. It begins by illustrating the historical precedents of these teams, including their effects, which it states, are mixed. For this reason, it theorizes that there are various organizational contexts and mandates that can better structure this arena. The two different mandates, for instance, are initiated and craft, and the contexts are union presence, abusive management, and minority concentration. The study then chooses a population and subsequently proceeds to analyze the work groups based on these different concentrations. The paper finds various outcomes for each of these areas, and conclude with discussing how workplace debates can be solved.

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