Team-Building
Team leadership plays an important part in the ability of an organization to gain and maintain the competitive advantage. Another vital factor related to the development of a successful organization is teamwork. Most contemporary organizations are heavily dependent upon teams of workers to perform certain tasks for the organization. When teams are not able to come together to achieve a common goal the entire organization suffers. The problem with this particular organization has to do with the lack of leadership that is displayed amongst certain members of two particular teams. These leaders do not understand the needs of their teams, nor do they understand how to build successful teams. This lack of leadership is causing a great deal of disruption within the organization and the overall goals of the firm have not been met as a result of this disruption. The solution to the problem is twofold: the lack of team leadership must be addressed and the two teams should be combined to form a single team. The emphasis of this solution will be effective team building. It is proposed that the current team leaders be trained in team leadership or replaced by individuals who are more experienced. I believe that the forme
Contingency models are based upon the type of team that is being led (Hackman). Team building Now that we have garnered a greater understanding of resolving the leadership issues that exists within the organization let us discuss team building. An input-output model of building a team and maintain the team could be utilized to rectify the problem this particular organization is encountering. The team coach may engage in leading launch meetings that take place before a project actually gets underway (Hackman). In doing this, the team leaders can see which areas of responsibility they need to work to improve. In doing this the team leaders will gain the confidence of the other team members and the team members will also clear understanding of what is expected from them. These team models have as a foundation team role theory, which asserts that equilibrium of complementary personalities will result in improved team performance. The organization may also choose to use a hybrid approach that would involve the use of certain aspects of each of the aforementioned approaches (Bryant & Albring). This model asserts that personality characteristics are important to consider when building a team (Bryant & Albring). This technique should be utilized to build the team because it encompasses several areas that are essential to the building of an effective team. In addition, the presence of a team assists in uncovering the hidden talents and skills or workers that are only used when engaging in teamwork. For many years organizations have used reward systems to improve performance and produce beneficial outcomes for all involved. For instance, there might be a member of the team that has skills related to the use of information technology while another group member has good marketing skills. And managerial beliefs as well as organizational cultures can be seen as social representations, which exert considerable influence-not to mention power over organizational life (Hayes, 205). In order to do this, the current teams should evaluate the leaders based on each of the aforementioned standards.
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Acceptance Essays
