Teams Are Organized of People Focused Towards

Teams are organized of people focused towards an achieving a particular goal. Each member is equipped with relevant skills and their approaches are liable to receive feedback by others. Team sizes in the range of 6-12 are generally the norm depending on the project in hand. Increasing team sizes imply overheads in terms of planning the structure and provision of support. Individuals constituting the team are usually not strong enough to serve the project alone. They future of the project depends on how well they can share expertise amongst other members. Teams avoid being dependent on the leader to lay out the entire plan. Members rely on the people responsible for different areas to proceed with the plan. Conflicts are discussed with the relevant members directly rather than waiting for a supervisor to act as the middleman. Performance issues are solved as a team (Mackin, 2007).

Groups can be defined as a collective where individuals use their skill set to fulfill their responsibilities as decided by a leader in his goal plan. The proceedings are guided entirely by the plan finalized by that leader who is held responsible for the final outcome. Groups are driven by individual accountability where the main leadership functionalities are expected from a single individual (the leader). Diversity in viewpoints is prevalent in teams rather than groups. Group decisions are made based on votes as opposed to team decisions which are made by agreement. Neither teams nor groups can be assigned a higher status as their usage depends on the circumstances. In a situation where the process has already been set up, time acts a crucial factor and management support is weak, groups should be preferred. However when nobody has the complete solution for the problem and sharing responsibilities is critical to success, teams are the way to go (Mackin,2007).

The advent of multiple visa types and immigration opportunities is instrumental in creating a diverse work environment in organizations. Individuals skilled in the areas of engineering, science, information technology etc. get hired easily if they can prove their worth. This ever increasing diversity in the workplace can be pretty important for several reasons. Professionals, who are accustomed to working in a different set up, in their country, bring in additional experience. They might be efficient in an approach which the current tea is unaware of. This blend of multiple viewpoints proves beneficial in extracting the most out of the current international market. The social factor which guides the interaction of co-workers from different backgrounds checks discrimination ("The importance of," n.d.).

Individuals in teams who stay absorbed in projects for long hours eventually understand each other's culture, their standpoint towards life and eliminate any stereotypical misunderstandings. One of the major advantages of encouraging workplace diversity is the immediate enlargement of the talent pool available originally. The job profile and its match with a professional's skill set ends up being the only criteria of recruitment. Eliminating the barriers of race, cast, sexual orientation and political viewpoint is a better approach, both from a humanitarian and productivity standpoint. Employees from minorities and different ethnic backgrounds who might not gain much recognition in their country usually put in additional efforts to prove their value. Their unique capabilities and enthusiasm will motivate the previous employees and help them learn new skills. A culturally diverse organization reflects an energetic workplace where team members understand each other's needs both as employees and humans, molding them into better citizens ("The importance of," n.d.).

Cultural diversity can have a significant impact on team dynamics. Challenges dealt by teams in most countries usually differ to some aspects and vary even more when it comes to solving them. Their team dynamics can be improved or at least honed in some regards by fresh ideas. Challenges, regardless of their intensity slow down the business process. Culturally diverse teams fill in those gaps which traditional ones might ignore. Brutal competition for jobs is the norm in several countries. The ability to produce results is implied and failure is not an option. While this can get stressful, it causes manifold increase in work efficiency. These individuals usually get acclimated to the team dynamics of a new organization right away (Reid, n.d.).