TEAMS AND TEAMWORK
Introduction
It is essential for developing suitable bonding among the team in an organization for managing proper performance in work. The study provides an in-depth analysis of creating appropriate strategies for managing team building a capable team among Building Supplies NI organization and create a strong team. It helps in focusing on various aspects of team-building aspects within the organization in the case study and increase overall performance of the group. The study is useful for providing suitable analysis about the entire team-building process for Supplies NI Company and resolves any conflicts in the working atmosphere.
Discussion
Types of Teams
According to Smith in the article ” Empowering Teams” stated that teams play an essential role in assessing overall work for the organization and manage conflicts within the workplace. In case of Building Supplies NI Company, there should be development of an problem-solving team for managing entire work and resolve any problems faced by the employees working in various departments (Smith, 2017). Moreover, development of a suitable problem-solving team abides by the rules and regulation of the workplace and creates a strong bonding among the group. The development of appropriate problem-solving team helps in managing team performance among the workers and improves productivity for the organization.
Furthermore Herath and others in the article ”Team Problem Solving and Motivation under Disorganization ” stated that, problem-solving teams develop a suitable time for managing several problems among the workers regarding performing appropriate work and improve overall performance of the team (Herath et al. 2017). There is an fault in development of managing proper communication among various departments within the team of the Building Supplies Ni organization and provides an direct influence on the team building performance.
Team Development and Processes
Furthermore, Perata and others have stated in the article ‘’Team Development: Definition, Measurement and Relationships with Team effectiveness’’, that team development is a long- term process used for reducing weakness in the activities of the organization and create superior team performance (Peralta et al. 2018). It is a long- term approach developed for managing an effective atmosphere in the organization and develops strong team for managing suitable procedure. There should be development of an appropriate team in every department for the Building Supplies Ni for managing progression and reduce adequate differences in the mind of the workers. The development of a structured team-building process provides a systematic approach for managing overall work pressure and improve work environment.
According to Driksell and others have stated in the article ‘’ Teams in Extreme Environments: Alterations in Team Development and Team Work’’, that effective implementation of an team building process is useful for creating an better understanding among one another and develop suitable team (Driskell et al. 2018). In the current study, there should be development of a structural team building performance among the workers for yielding better performance.
Implementation of an effective team
According to Pak and Kim in the article ‘’ Team Managers implementation, high-performance work systems intensity, and performance”, stated that effective team building helps in building adequate relationship and share sufficient information for achieving desired performance in an organization. The implementation of a suitable team creates appropriate motivation among the workers for improving performance and mange entire work (Pak and Kim, 2018). There is a fault in developing proper team for looking after the work within the departments of Building Supplies Ni. It provides negative impact on the performance and reduces efficiency within the entire team.
Furthermore, Otte and others have stated in the article ”Effective Team Reflection: the role of Quality and Quantity”, that adequate team bonding among the employees yields better team performance and improves current balance within the work (Otte et al. 2018). The development of a systematic team focused on solving various issues related to reducing entire conflict within the workers develops systematic structure and improve financial performance of Building Supplies Ni.
Effective team working
According to Good and other authors have stated in the article ‘’Contemplating Mindfulness at Work: An integrative Review’’, that systematic development of a team reduces weakness in the existing operations for the organization. The implementation of a systematic team provides emphasis on performance and creates coordination among employees (Good et al. 2016).
Moreover, there should be utilization of a specific team model process for managing operations among various departments within the Building Supplies Ni and reduce conflict within workers. The utilization of systematic activities among the departments for creates a stable network and develops versatility. It provides a sense of trust among the employees and focuses on obtaining overall objectives for the team (Slagter and Wilderom, 2018). This approach is suitable for managing global conflict among the employees and develops proper decision making procedure for the company to create a competitive edge in the operations. It is vital for building a capable team for improving existing performance and create a strong team in the future.
Input- Process output model of team performance
Furthermore, Maniska and other authors have stated in the article ”An Input-Output Process Model of Pilot Care Competencies”, that it provides a suitable framework for evaluating skills within the team members and develop much reason for increasing productivity and bonding in the company (Mansikka et al. 2017). It provides an strong emphasis on evaluating appropriate process developed for managing team performance and increase productivity. The utilization of the input-outputt process model helps in evaluating existing lack of coordination among the employees within Building Supplies NI and maximizes performance. It focuses on the specific input factors related to the performance like individual, environmental and team-related factors.
There is a specific evaluation of the relationship maintained among achieving desired level of performance for the organization and process support for improving performance (Bui et al. 2019). It helps in managing and reducing current team-related production for the company and reviews entire performance. [Refer to Appendix 1]
Emotion
According to Van Rekum and Johnstone, emotion is a complex socio-psychological phenomenon developed from various proceedings in the minds of the workers. It provides a direct effect on the operational level of the employees for managing the performance level and the team-building process (Van Reekum and Johnstone, 2018). There is development of variation in the mind sate of the workers and creates sense of conflict within one another. The implementation of negative emotional level within the workers reduces understanding level and decreases team bonding operations.
Moreover, the creation of a reduction in the balance of the emotional level causes negative effect and reduces team performance. Most of the workers develop sense of unpredictable planning procedure in utilizing appropriate resources for developing operations (De Houwer and Hughes, 2019). The implementation of positive emotional level among the employees creates an systematic approach for managing right balance among working and setting proper relations with the team workers for Building Supplies Ni.
Conclusion
It can be stated from the above study, that development of a suitable relationship among the employees increases team building and improves overall performance within the organization. The above study provides proper depiction on the effect of building strong teamwork performance for resolving issues related to the operations of Building Supplies Ni. There has been utilization of suitable input-output model for measuring team performance and build cohesion among each employee for reducing errors in the company. It helps in providing adequate procedures for evaluating existing team performance and increase overall team building performance of the organization in the future.
References list:
Bui, H., Chau, V.S., Degl’Innocenti, M., Leone, L. and Vicentini, F., 2019. The resilient organisation: A meta‐analysis of the effect of communication on team diversity and team performance. Applied Psychology, 68(4), pp.621-657.
De Houwer, J. and Hughes, S., 2019. Toward a cumulative science of emotion: a functional-cognitive framework for emotion research. Cognition and Emotion, 33(1), pp.61-66.
Driskell, T., Salas, E. and Driskell, J.E., 2018. Teams in extreme environments: Alterations in team development and teamwork. Human Resource Management Review, 28(4), pp.434-449.
Good, D.J., Lyddy, C.J., Glomb, T.M., Bono, J.E., Brown, K.W., Duffy, M.K., Baer, R.A., Brewer, J.A. and Lazar, S.W., 2016. Contemplating mindfulness at work: An integrative review. Journal of management, 42(1), pp.114-142.
Herath, D., Costello, J. and Homberg, F., 2017. Team problem solving and motivation under disorganization–an agent-based modeling approach. Team Performance Management: An International Journal.
Mansikka, H., Harris, D. and Virtanen, K., 2017. An input–process–output model of pilot core competencies. Aviation Psychology and Applied Human Factors.
Otte, K.P., Konradt, U. and Oldeweme, M., 2018. Effective team reflection: the role of quality and quantity. Small Group Research, 49(6), pp.739-766.
Pak, J. and Kim, S., 2018. Team manager’s implementation, high performance work systems intensity, and performance: a multilevel investigation. Journal of management, 44(7), pp.2690-2715.
Peralta, C.F., Lourenço, P.R., Lopes, P.N., Baptista, C. and Pais, L., 2018. Team development: Definition, measurement and relationships with team effectiveness. Human Performance, 31(2), pp.97-124.
Slagter, M. and Wilderom, C., 2018. Team Coaching and Effective Team Leadership. In Handbuch Schlüsselkonzepte im Coaching (pp. 593-602). Springer, Berlin, Heidelberg.
Smith, J.L., 2017. Empowering teams. Quality, 56(6), p.17.
Van Reekum, C.M. and Johnstone, T., 2018. Emotion regulation as a change of goals and priorities.
Appendices
Appendix 1: Input- Output performance model of Team Performance
(Source: https://www.google.com/url?sa=i&url=https%3A%2F%2Fwww.researchgate.net%2Ffigure%2F3-INPUT-PROCESS-OUTPUT-TEAM-EFFECTIVENESS-MODEL-ADAPTED-BY-AUTHOR-FROM-MCGRAPH-1964_fig3_334957448&psig=AOvVaw19k58g838MO20MVsswGmSq&ust=1588664826227000&source=images&cd=vfe&ved=0CAIQjRxqFwoTCMjB3efbmekCFQAAAAAdAAAAABAD)