Ott, Parkes, And Lesson: Critical Analysis Of Teams And Diversity

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In this week’s reading assignment, Ott, Parkes, and Simpson (2008) introduces an assemblage of seven different readings from various theorists on the studies performed on groups and teams. The reading provides an understanding of how organizations can employ the expertise and originality of individuals into functioning efforts of groups. Also, three topic points, such as diversity, self-directed work teams, and virtual teams, offers additional interests in groups and teams that have taken center stage in literature during the 1990s and 2000s.
Critical Analysis of Literature Reviewed
Upon analyzing the reading literature, the common theme of the seven articles affords an understanding of positive human behavior, along with
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To ensure success within a group, the person must recognize the views and attitudes resulting from the group 's goals, norms, and values. The individual must grasp the acceptable behavior of the group to represent the group. Heeding to these behavioral norms will benefit the individual in diffusing any form of conflict, dispute, and disagreement that may surface from the group.
Teams and Diversity
• Thomas (1995) article insists that diversity as a segment that requires understanding, as diversity refers to any mixture of items categorized by differences and comparisons. Having an appreciation of diversity will permit for a greater flexibility of necessary skills, knowledge, and abilities within a team composition to afford team performance and success.
Teams and
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Hoch and Kozlowski (2014) investigates virtual team’s leadership. The authors focus on conducting empirical research on the impact of virtual team leadership on team performance. The study includes a review of the support structure (reward systems, communications, and information management) and leadership hierarchy in a virtual setting.
The study concluded that virtual team leaders require additional assistance, such as orientation, training, resources, and time to lead their teams. Also, having structural support (reward systems, communications, and information management) strongly affords virtual team performance (Hoch & Kozlowski, 2014). However, Hoch and Kozlowski (2014) suggest further research on the impact of self-leadership and self-management on virtual teams.
Second examination. Nishii (2013) seeks to examine group conflict on gender diverse groups with the goal of extending the empirical study of group conflict. Nishii (2013) employs the use of a qualitative method that examines 1,324 employees from 100 departments of a company at a regional site. The study concludes that the relationship and task conflict were lower in gender-diverse groups and argued the study is in stark contrast to previous similar studies performed (Nishii,

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