Personnel in technology: roles, management, and organizational impact

Personnel in Technology

Society and technology are so interwoven and it's now clear that doing without technology is becoming impossible. And with it being omnipresent the society needs to be supporting the operators and the system itself around the global. In depth we are now going to consider what is involved in building an effective technology team.

It is important to have a technology team as putting them together is also another task in the sense that they have to be assembled with a lot of soberness (carefully)for them to live up to their task and perform at peak efficiently. Why it should be done this way is because effective teams work or perform very well, perform their task quicker with minimal errors. They also enjoy themselves while on course of their job which intern leads to maximum productivity, greater loyalty and sky rocketing retention of workers or employees (Moreira 2003).Building of this team lies on one technology manager and as Moreira puts it that there are a number of steps that make it successful.

The first step is knowing the team members, as we all know that effective team building is far much above driving people towards a common goal (Moreira, 2003).The social component comes in the process to the team building and it makes people want to be part of the process. To add on top for a team leader to be effective in knowing what incentives to offer and how to go about with the team he has to be a leader who understands that which drives his members. Another important step is identifying the roles and responsibilities of each member of the team spearheaded by those of the team leader (Moreira, 2003).It is a brilliant idea as Moreira views it that the leaders management philosophy, expectation of the team, the leaders plan on how to support the team and how the leaders support can be best gained by the members be provided to the team by the leader him or herself in written statement.

After the leader has exposed his or her expectations to the members and he or she becomes sure that all the members are at par with it and also the members become sure of what support to get from the leader then identification of the roles and responsibilities of the team members becomes very achievable. This will do away with overlapping responsibilities and vagueness of specialization that is whose job, duty or task is it to do what. In case of ambiguity of what the team members are to do, whom to report to and others then it becomes even difficult to build trust and empowerment with the team and this will automatically lower or reduce the productivity (Moreira 2003).

Establishing a team's goal is another step in that a team must have clearly defined purpose and objectives whether it is departmental ( that is a team that is permanent ) or a team put together for a special project and the goals must be realistic measurable and timely hence the goals should be made public which in turn should also help the team work together to ascertain milestones to designate progress against the goals after which the team goals can be translated to individual goals and measured as part of the team members performance plans and as soon as the team hits his target then what hinders them from celebrating.

Finally the last step requires operating as a team and here the leader has to come out strongly by putting his or her own management practices in place for example by organizing or scheduling staff meetings which might go either way in the sense that they can be of great help when handled by the book or can turn to be a fritter away of time and in this scenario there are ways of setting expectations on means of communication and resolving issues forging ahead. Also in this staff meetings the decision on how the team should be making decisions about achieving its goals proves necessary whereas the leader's first impulse will probably be to determine everything about the team's operation by himself. The personality of a team leader has a major weight on the team's performance. A must understanding from the leader is needed as per the kind of personality they necessitate to contain in order to add the admiration as of his or her members or team.

A number or studies have been in place to perceive whether personality affects working environments. Example being V.J. Bentz (1985) who conducted a study at the department store Sears on ineffective managers and in his studies he establish that approximately all of the managers had a defect of some sort in their personality, Lesley and Van Velsor (1996) also conducted studies which brought to board four personality traits of ineffective managers. These traits were poor interpersonal skills in other words being insensitive, arrogant, cold, aloof, overly ambitious, another one is being unable to get work done which groups betraying trust, not following through, overly ambitious then we have unable to build a team, and finally unable to make the transition after promotion . These personality traits that were portrayed by these managers were proved to be negatively affecting the working environment. Therefore it is very important for a positive and effective personality to be demonstrated by the leaders for them to gain respect among their organization and members.

Working together is something that a team should embrace in order to be productive and successful. Once this is embraced then a team can work together, hence they will be able to elevate and resolve pending situations that are ranked in the way of fulfilling a goal (LaFasto et al., 2001). Although working together may not be easily realized, but adequate training will enable the team to adapt quickly. The areas where the training should touch on are better ways of communication, conflict management, or comprehend the ideas and talents that all and sundry brings to the on board. prior to the training a jam-packed evaluation of the team's need is recommended (Bubshait)., numerous companies make available workshops in communication skills, meetings management, listening, assertiveness, conflict resolution, goal setting, and other topics just to encourage team members to work together which helps in being an effective team player (Parker, 1990). A lot more work is usually accomplished when people are working mutually efficiently to a certain extent than working by themselves.