Teaming and Emerging Business Trends Organizations and business in the 21st century are not like those of even the last part of the 20th century. Several factors influence this evolution: globalism, increased expectations of transparency, stakeholder comments and involvement, and governmental regulation. Many of these expectations are generational and part of the ongoing evolutionary process of culture and attitudinal change. For instance, the success or failure of a contemporary business or organization is quite dependent upon the management of diversity. Public and private sector organizations, both are involved in numerous federally mandated programs that are designed to reduce cultural and communication barriers within the workplace. Multiculturalism is no longer a "nice-to," with the era of globalization upon us, and rapidly growing, diversity training and maximization of multicultural understanding, combined with management and leadership commitment to provide a diverse workplace, is now the norm. The same is true in accepting and managing a diverse workforce -- those over 55 perhaps vs. those under 25. This is particularly evident in the manner in which different generations act towards their employer -- the older the individual the more loyal towards the organization; the younger, the more it takes to continue to motivate employees and ensure longer term satisfaction. Further, there seems to be a clear distinction between generations regarding the meaning of work. Younger workers, it seems, tend to see more of a reason to balance out their lives between work and home or recreation, and that balance in one's life actually breeds and engenders more creativity (Henemen, 2001).

Clearly, too, groups and teams form both a strategic and tactical tool in the modern workplace. By the very nature of culture and humanity, humans tend to be group animals -- they thrive...

Group norms are defined as a set of internal rulings that are followed by the group members in order to increase the overall efficiency of the group's activity. These norms usually refer to the members' behavior towards themselves, their hierarchical superior and group outsiders, as well as to their approach and attitude towards the work they are expected to perform. Norms determine the way in which groups solve problems, make decisions and do their work. They influence interactions between members and between the group and the facilitator. Norms reflect the group's culture of shared (Garrow, 2008).
In addition to this idea of normative grouping, trends in workers and in production come from increasing the level of knowledge workers as opposed to rote workers. A knowledge worker is someone employed more because of their specific informational expertise or mastery of a subject or process instead of their ability to perform manual or physical labor. These individuals will tend to advance the information available about their subject because they are able to devote their time and energy to focused analysis, or even redesign and development of a process. They are somewhat like the pure researchers of the past -- they work to solve particular problems, influence organizational decisions, and set priorities and strategies through their own intellectual curiosity. Most experts say that the real differentiation of knowledge working is that it is "non-routine" problem solving based on higher level thinking (Reinhardt, W. et al., 2011), We can certainly see the value in this based on the dual paradigms of information load and transparency. Expectations of leadership tend to now focus on being able to see not only the big picture strategically,…