1. Home
  2. Topic
  3. Business
  4. Organizational Behavior
  5. Organizational Behavior and Management Team Case Study

Organizational Behavior and Management Team Case Study

Download This Paper Download this Case Study in word format (.docx)

Excerpt from Case Study :



Helping the team members develop personally and professionally - both individually and as a team - is something in which any business should be invested. Happy employees are productive employees, and when teams are happy and focused, they are able to do much more than they would otherwise be able to do. One of the ways to keep these teams happy is to ensure that the team leader is a good one. Teams that do not have good leaders generally struggle with motivation and similar issues (Garavaglia & McDaniel, 2010). Who wants to follow someone who is a poor leader? Most people would not be interested in working with anyone who they do not trust or feel comfortable with, and that goes double for someone who is leading them. Leaders are only leaders if they have people who want to be their followers, and if a company sees that one of its teams is not doing well it may be beneficial to explore whether the leader of the team is at the root of the team's problem (Ellis, et al., 2008).

Of course, there can be other issues that cause problems for the team, so it is not good to automatically assume that the leader is the cause of any concerns that are appearing. The most important thing a company can do when there is a problem with a team, though, is get to the actual cause of it so that the team can become whole again. It may be that the team needs to be changed to include new or different members, and it may be that there should be a new team leader. It will be up to the company to determine what it wants to do about the issues faced by any team, but the team should also be focused on improving itself and determining what problems it faces (Aritzeta, Swailes, & Senior, 2007). If the team is able to go to management and state the problems it has, then management will be aware of the issue and also be aware that the team is striving to work together and to take care of issues.

Teams that take care of their own issues are teams that are focused on what they can and cannot do - and what they can offer to the company. Management is appreciative of those kinds of teams because they make less work for
Parts of this Document are Hidden
Click Here to View Entire Document
the management to address and the company can operate more smoothly and efficiently overall (Ellis, et al., 2008). These kinds of teams can also serve as examples for other teams in the company, because the other teams have the opportunity to see what they should and should not be doing - and how they can improve their position with the company by doing the kinds of things that the company wants to see from its employees. Team-building, overall, is very important to any company that has a large number of employees (Ellis, et al., 2008). Naturally, smaller companies may not be able to have many teams simply because there are not enough employees to create those teams. Larger companies can have different teams in different departments, and those teams are able to focus on the issues in that department and not worry too much about what is taking place in other departments throughout the company until what they are doing comes together with what the other teams are doing.

Companies that are having trouble building teams can hire a team-building consultant in order to make sure they are doing things correctly. The consultant will start from the ground up and give a team-building "intervention" that can be used as a starting place for what the company wants to do when it comes to teams in various departments throughout the company. The teams that are in place when the consultant comes on board will be actively assessed, and recommendations will be made so that the teams can be improved. Often, the consultant will provide a written proposal with his or her recommendations, so that the company can study them and make a determination as to which of them will be used and which will be discarded. Teams can benefit from consultants, but they can also succeed without them. The main thing is that teams work together well and stay focused on what matters to the company and the team.

Bibliography

Aritzeta, A, Swailes, S., & Senior, B. 2007. Belbin's team role model: Development, validity and applications for team building. Journal of Management Studies, 44(1): 96-118.

Ellis, J.B., Luther, K., Bessiere, K., & Kellogg, W.A. 2008. Games for virtual team building. DIS 08 proceedings of the 7th ACM conference on designing interactive systems. New York, NY.

Gilley, J.W., Morris, M.L., Waite, A.M., Coates, T., & Veliquette, A. 2010. Integrated theoretical model for building effective teams Advances in Developing Human Resources, 12: 7-28.

Garavaglia, B., &…
Read Full Case Study

Sources Used in Documents:

Bibliography

Aritzeta, A, Swailes, S., & Senior, B. 2007. Belbin's team role model: Development, validity and applications for team building. Journal of Management Studies, 44(1): 96-118.

Ellis, J.B., Luther, K., Bessiere, K., & Kellogg, W.A. 2008. Games for virtual team building. DIS 08 proceedings of the 7th ACM conference on designing interactive systems. New York, NY.

Gilley, J.W., Morris, M.L., Waite, A.M., Coates, T., & Veliquette, A. 2010. Integrated theoretical model for building effective teams Advances in Developing Human Resources, 12: 7-28.

Garavaglia, B., & McDaniel, G.E. 2010. Team building in the workplace: You first have to understand what a team is. Journal of Business Leadership Today, 1(7): 1-21.

Cite This Case Study:

"Organizational Behavior And Management Team" (2011, October 16) Retrieved January 23, 2021, from
https://www.paperdue.com/essay/organizational-behavior-and-management-team-46495

"Organizational Behavior And Management Team" 16 October 2011. Web.23 January. 2021. <
https://www.paperdue.com/essay/organizational-behavior-and-management-team-46495>

"Organizational Behavior And Management Team", 16 October 2011, Accessed.23 January. 2021,
https://www.paperdue.com/essay/organizational-behavior-and-management-team-46495

Related Documents:

  • Organization Behavior Management and Organizational Behavior at

    • Words: 1807
    • Length: 5 Pages

    Organization Behavior Management and Organizational Behavior at Europcar Sydney International My subject Management Organization Management and Organizational Behavior at Europcar Sydney International A manager is a person who is responsible to manage the work of his subordinates and ensure an effective running of business operations through planning, leading, organizing, and controlling (Koontz & Weihrich 2010). He may work individually or in teams to accomplish his assigned targets and achieve the organizational goals in a

  • Organizational Behavior and Team Building

    • Words: 1986
    • Length: 6 Pages

    In other words, the emphasis is on effective leadership and increased revenue for the company as a whole, which ultimately benefit individual managers as well. Like cross-functional teams, self-managed teams also need specific models to ensure success, not least because of the collective leadership these teams display. The potential for conflict and misunderstanding could result in ineffective group work. To mitigate this, Silverman and Propst (n.d.) proposes a specific model

  • Management Theory Organizational Behavior Management

    • Words: 1580
    • Length: 5 Pages

    325). Robertson & Tang (1998) demonstrate through systematic analysis how commitment in an organization can be empirically measured and how organizations can use that information to improve organizational structures, systems, behaviors and thought processes. This can only be achieved through consistent, objective and systematic processes that automatically work to support a more diverse and functioning work environment. Q4. Explain what is meant by the term "workforce diversity?" Workforce diversity means different things

  • Management & Organizational Behavior Management

    • Words: 882
    • Length: 2 Pages

    An analysis of the B-level factors show the greatest variation is in creating and giving effective presentations and the focus on self-control and personal growth. My manager has very high expectations for each of their direct reports, and this is illustrated in the differences of these B-level factors. An analysis of the B-Level factors is shown in Figure B. Consistent with feedback on the a-Level Factors Analysis, my manager sees

  • Organizational Behavior Management

    • Words: 1930
    • Length: 7 Pages

    Organizational Behavior and Management Coursework The objective of this report is to describe the organizational changes in the context of strategy, structure and design as a result of the changes. The report also consists of recommendations on approaches to achieve organizational effectiveness for the organization identified. With reference to a hypothetical organization example, the company which has been identified is ZingFresh Holdings Pte Ltd. As the subject organization of this report. The

  • Organizational Behavior the Relevance of Understanding Group

    • Words: 1281
    • Length: 4 Pages

    Organizational Behavior The relevance of understanding group behavior as well as group properties cannot be overstated. This is more so the case for those keen on becoming effective managers and/or members of various groups. Managers who happen to be familiar with group behavior within organizations are more likely to fast track the accomplishment of the various goals and objectives of their respective organizations by amongst other things using groups more effectively. Nature

  • Organizational Behavior Case This Case Is Interesting

    • Words: 465
    • Length: 2 Pages

    Organizational Behavior Case This case is interesting because it portrays the cultural variances that an employee might find in different cultures from a first person perspective. First, an American employee shares his perspective about his experience working on a project in Germany. He finds that the employees are extraordinarily methodological during the planning phase of the project; then rather autonomous throughout the duration of the project. In his experience American firms