Disadvantages Of Cross-Functional Teams

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As the world becomes a smaller place, more companies are utilizing team-based structures in order to effectively respond to a constantly shifting global economy. Teams comprise of two or more individuals who, working together, produce results greater than the sum of each individual members’ input. However, although the advantages in flexibility teams have over individuals helps them better compete globally, team-based structures still possess several disadvantages, including issues with conflict and efficiency. Thus, organizations must take several steps involving three factors: contextual influences, team composition, and process variables, in order to create the most effective and advantageous team possible.

Almost all organizations are turning to teams to solve complex issues because of their effectiveness. The diversity that often accompanies teams can be beneficial. Cross-functional teams,
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A vital part of creating an effective team is taking into consideration employee preferences. Companies should not force employees who dislike groups to work on teams. If forced, these employees will likely cause conflict and be an impediment to the group. Instead, companies should form teams with employees who are already team players and, ideally, also have certain personalities. People are highly agreeable, conscientious, and open to new experiences work the best in teams. Organizations should not mix employees who have a high conscientiousness factor with those who score low, as the low scoring individuals will only “bring down” the high scoring workers. For best results, organizations should put high scoring employees in one team and low scoring employees in a separate team. Organizations should also make sure that teams are as small as possible (five to nine individuals) and to hold individuals accountable to prevent phenomena like social loafing and

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