Temporary Teams: Components and Impact on Teamwork
This paper examines temporary teams — also known as task forces, project teams, or ad hoc committees — as a distinct type of organizational team. It identifies three core components of temporary teams: a short operational duration, cross-functional membership drawn from multiple departments, and the necessity of building a supportive emotional environment. The paper then analyzes how these characteristics shape teamwork across the broader organization, including by creating a sense of urgency, fostering collaboration with permanent teams, and enabling cross-departmental relationship-building. Drawing on foundational organizational behavior scholarship, the paper concludes that temporary teams, despite their limited lifespan, make meaningful contributions to organizational productivity and coordination.
- Introduction to Teams in Organizations: Overview of team types and temporary team importance
- Major Components of Temporary Teams: Three defining features of temporary teams
- How Temporary Teams Impact Teamwork: Three ways temporary teams shape organizational teamwork
- Conclusion: Summary of components and teamwork impacts
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What makes this paper effective
- Clearly defines the subject (temporary teams) before analyzing it, establishing a solid conceptual foundation for the argument.
- Uses a consistent parallel structure — identifying three components and then three corresponding impacts — which makes the analysis easy to follow and logically coherent.
- Integrates textbook citations appropriately to ground claims in established organizational behavior theory rather than relying solely on assertion.
Key academic technique demonstrated
The paper demonstrates effective use of classification and analysis: it first categorizes the defining features of temporary teams and then systematically traces how each feature produces observable effects on broader organizational teamwork. This two-part analytical structure is a reliable method for short academic essays that must both define a concept and evaluate its significance.
Structure breakdown
The paper opens with a brief introduction situating temporary teams within a broader organizational context. The first body section identifies three components of temporary teams (short duration, supportive environment, cross-functional membership). The second body section examines three corresponding impacts on teamwork (sense of urgency, collaboration with permanent teams, cross-departmental interaction). A concise conclusion synthesizes the main points. The structure is straightforward and well-suited to an undergraduate organizational behavior course.
Introduction to Teams in Organizations
Today's organizations are characterized by many kinds of teams with different purposes and structures. Some of these teams evolve naturally within organizations and enable the development of various participative and empowering management initiatives (Griffin & Moorhead, 2013, p. 272). On the other hand, some teams are formally established through the foresight and vision of management. These various teams serve a range of functions, including conducting specific activities or operations, managing ongoing processes, and providing recommendations. One example of a distinct team type found in today's organizations is the temporary team. Temporary teams are crucial contributors to organizational success and have considerable impacts on teamwork.
Major Components of Temporary Teams
Temporary teams — commonly known as task forces, project teams, or ad hoc committees — have been widely used across organizations in the modern business environment. In most cases, these teams are established for a relatively short period, typically ranging from six weeks to one year, in order to develop a work plan, provide recommendations, make decisions, or take specific actions. Because team members must balance their normal job responsibilities with the goals of the team, they are often required to put in additional effort over the course of the team's existence.
One defining component of a temporary team is its short operational duration. Members are expected to accomplish their objectives within a limited timeframe, which means their work must be both carefully considered and thorough. Given this time pressure, members of temporary teams are typically under pressure to begin their work promptly and deliver results on schedule.
A second component is the establishment of a supportive environment through relationship-building. The ability of temporary teams to accomplish desired goals and objectives depends heavily on the kind of environment developed within the team. While the nature of their work involves significant pressure, team members must cultivate relationships and establish a supportive emotional environment in order to achieve their goals within the stipulated timeframe (Dyer, Dyer, & Dyer, 2010). A supportive emotional environment is essential for setting goals, making sound decisions, communicating effectively, and ensuring tasks are completed successfully.
Third, temporary teams typically consist of cross-functional members — that is, individuals drawn from different functional areas within the organization (Griffin & Moorhead, 2013, p. 274). This is primarily because the tasks and responsibilities carried out by these teams often affect nearly every functional area in the organization. Cross-functional membership enables the team to offer relevant recommendations that can be readily implemented across the organization. For instance, crisis teams are commonly established in organizations to handle organizational crises and are composed of members from different functional areas so that the team can respond effectively.
Conclusion
Temporary teams are established within an organization to accomplish certain tasks or objectives within a short period of time. The components of a temporary team include short duration of time, cross-functional membership, and the establishment of a supportive environment through relationship-building. Temporary teams impact teamwork across the organization by creating a sense of urgency, promoting collaboration with permanent teams, and enabling cross-departmental interaction. Despite their limited lifespan, these teams make meaningful contributions to organizational coordination and productivity.
References
Dyer, W. G., Dyer, W. G., & Dyer, J. H. (2010). Team building: Proven strategies for improving team performance (4th ed.). Hoboken, NJ: John Wiley & Sons.
Griffin, R. W., & Moorhead, G. (2013). Organizational behavior: Managing people and organizations (11th ed.). Mason, OH: Cengage Learning.
Management Study Guide. (n.d.). Types of teams. Retrieved February 16, 2016, from http://www.managementstudyguide.com/types-of-teams.htm
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