Essay on Developing Effective Work Teams

1609 Words Jun 5th, 2008 7 Pages
Effective Work Teams
Jarred Miner
University of Phoenix

When developing effective work teams, it is crucial to know the difference between a mere group and an actual team. A work group exists simply for the members of the group to share information and help each other perform their own individual responsibilities. Work groups are all about individual contributions instead of team effort, and thus the group is no greater than each individual’s personal input. A work team, however, functioning through coordination and cooperation, has the ability to create a positive energy greater than sum of its member’s individual inputs. In effective work teams, productivity is greatly increased by an overall positive synergy, individual and
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Thus, each team relies on its organization’s resources. A poorly supplied team lacks the means to carry out its tasks efficiently, and thus negatively affects production. Therefore, an effective team must have access to timely information, adequate staffing, quality equipment, and necessary administrative assistance. Team leadership/structure is equally important. Team members must agree on the tasks assigned to each individual so as to make sure that the workload is evenly distributed. Teams should be able to arrive at a consensus on scheduling, what skills need development, conflict resolution, and how decisions will be made. Management may directly provide teams with a structure/leadership system, or if possible, teams may create this system themselves. Trust of team members and team leaders is a must amongst teams. Teams without trust issues function easier. Trust creates bonding between team members, and thus a greater sense of cooperation is developed. In a safe social environment, team members are more likely to take risks and expose innovation. Likewise, if team members trust their leaders, then they are more likely to communicate openly with them while, at the same time, respecting their decisions as authority figures. As is common with individual employee motivation, there must also be a means to evaluate and reward groups. Resources, structure, and trust mean little to teams without motivation. In order to

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