This article focuses on examining the weaknesses in business environment and trying to fulfil the voids in the organization in order to enhance its productivity. Effective teams are pivotal to the orchestration of all the companies and help leveraging, enhancing the productivity and reputation of the organization. In this consulting session we will proceed a helpful approach to the problem of this organization which focuses on failing to establish effective team group.
Keywords: effective teams, teams, groups, working, organizations, issue, solution
Capezio (1991) distinguished 4 types of groups are the following, the natural work, the cross- functional, the corrective and the hybrid. Whereas, Mallory (1991) examined the characteristics of key roles in a team. According to Mallory each team has a dominant, an influencer, a person who balance things and a loyalist. There are some key points to make an effective team such as competent members, collaboration, a support and recognition and trust.
Hackman (2005) developed a model which is based on the solutions, how we manage conflicts in a group and what a successful time requires. Being in a real team acquires time, honesty and trust. The context of the team must be known to everyone as well as they all should go to the shame direction in order to succeed. The role of the leader is really crucial for the effectiveness of the team and as Hackman suggested the coach leader is the most appropriate type of leadership in a team. Zajonc found out two approaches of behavior in a team, the behavior of dominant people who like to present their views and do not listen to the other people’s view and the non-dominant ones. Nickolas Cottrell (1972) suggested ta model for building effective teams which depends on the evaluation process of the teams. Goffman (1959) argues that the main key part that makes a team ineffective is the feeling of the individuals who do not accept failures and acknowledge that they do something wrong or they have not skills. The social interaction theory examines the way that an individual engage social interactions.
TEAM VS GROUP
Team is a group of people who work together in order to pursuit a specific purpose. Conforming to Mallory citation, team is a collaboration of individuals who work better together for a common purpose. From an early age we all have been a member of a school team, in universities and then in work field. There are many types of teams which serves various purposes such as a school team, work teams, management teams, and task teams. As we see from the professional soccer teams, the team spirit is the first thing that we learn. How to be in a team, what each member does and how the coach guide the team. Likewise in companies each member should acknowledge the power of teams and behave in such a way that they do not harm and disrespect the other members.
What is the difference though between a team and a group? A group is a number of people who feel that they belong somewhere and share the same purpose (Steeven A.Beebe et al, 2014). The group is a more wide meaning whereas a team is a more structured notion of people gathering together and trying together to achieve something. There are many types of groups like family groups, social, study groups, therapy, problem-solving, focus groups. Effective teams are the ones that can be in an environment where trust and communication are the core elements of their interaction.Effective communication is a part of the effective team performance. Listening is a pivotal element and the performance of the team depends on it. Each member of the group should listen the other members carefully and do not blame the others. When they succeed they celebrate together and not criticize the others. Pride humility is a must for the effectiveness of the team. Each of the member will embrace the cons of the other person and its contribution to the work. How do you achieve the effectiveness of the teams ?At the beginning of the construction of the team an informal meeting must be held in order to get to know the rest of the teams and get familiar with their lives.
PHASES OF A TEAM
There are some phases a team might experience .However, there are not only these phases as many researches have examined this subject. Some people stuck in some phases of the map and don’t know exactly the goal of the team and do not understand the objectives. The phases of the team are the following
Orientation Phase
Conflict Phase
Emergence Phase
Reinforcement Phase
These phases consists a map of phases of a team. In the orientation phase, people get to know each other and get the first impressions. As people get to know each other, conflicts may occur. Sometimes conflicts can prove positive to the orchestration of a team but most of the times are proved negative and affect the rest of the team. You reach the emergency phase when a problem occurs and all the team members must act immediately and decide what to do .At the last phase team members get more closely and share common interest. They speak as we and not as I.
ROLES IN A TEAM
The roles in a team are sometimes distinguishable. There is a leader, a critic, an implementer, the coordinator, the evaluator, a specialist according to Meredith Belbin (1993). The role of the leader in a team plays a significant role to the orchestration of a team. The leader (the coach) is the one who gives directions, who help and guide the work of the team. A leader should have the skills and the traits that require its position. The first type of leader is the commander and is one who influence the others but sometimes he can annoy people. The other type of leader is the coach who gives direction to the team as how to do the project and he can enhance the growth of the team. Furthermore, another type of leader is the supporter who help remove barriers in a team and sometimes act like equal with other members. The last type of leadership is that there is no leader in the team and all the members act the same. Any member can make suggestions and make recommendations about a subject. The elements that make a good leader are focusing on the group and the communication and collaboration.
STAGES OF A TEAM FORMULATION
The formation of a team consists of some stages as followed.
Conforming to Tuckman’s examination of team building who made this investigation in 1965, he pinpoints the first stage that he called it forming. In this stage people are positive, honest and polite to each other and the roles are not really clear for the first time. The next stage is storming which includes the recognition of roles, cliques are appearing and the needs are made clear. In this stage many teams fail or succeed to be together. The next stage is norming where the goals, objectives, roles and responsibilities are crystal clear to all members of the group. The other stage is performing where all the members are aware of the goals and fight for them altogether as a unit. Tuckman added another stage and called it adjourning or mourning. The formation of a team takes time and follows some stages as the ones above.
People talk about effective teams how to build affective teams but few of them are aware of what a team needs in order to be successful.
Clear expectations
Context
Engagement
Competence
Charter
Control
Collaboration
Communication
Creative Innovation
Consequences
Coordination
Connection
The goals of each team as Peter Drucker cited should follow the SMART structure, they must be specific, measurable, attainable, relevant and time bound in order to be achievable. A team should acknowledge this management acronym in order to succeed in implementing objectives and goals. Sometimes teams encounter problems in achieving the goals. There is a step by step method in order to overcome and find solution to the problems. First of all they have to identify the problem and the issue which arises. Then they have to analyze the issue and set objectives by gathering together. After that they should come and find solutions to the problem and develop alternatives. Then they should select the most appropriate solutions to the problem, evaluate them and act.
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