Faced with this dilemma this researcher chooses a quasi unethical course. An organization was selected where a fair deal of goodwill was enjoyed. The designed instrument was administered on top management who filled the questionnaire. This was treated as tacit approval and the quietly administered on a set of employees of various departments. The process highlighted the importance of finalizing data collection methodology and degree os access required.
Perfectly good idea may get bogged down for reasons of sensitivity or interest of other party. Teamwork essentials and desirables are intangible and how can these be measured was the first question. Perception of employees was the answer but is the perception of employees about leadership issues correct.
Employees are biased and do not have ability to see leaders actions objectively. How can a study be dependent on such perception was the next question. The answer was that perception is more important than reality and its part of leadership responsibility to maintain employee perception. Having decided to collect data about employee perception the next question was how to persuade employees to respond objectively and not in a manner where they form expectations of management decisions on the basis of research and feed tainted information.
This part was attempted by correctly briefing them that this is not a management sponsored activity but a project of an individual and of pure academic consequence. It is believed that employees accepted this truth on face value.
Despite the ease in survey due to internet based launch and ease associated with calculations, such methodology was rejected as there has to be focus on sufficient input from same organization.
At some stage the study scope may be increased to cover issues of industry but teamwork itself is such delicate variable likely to get effected by intangibles, so the temptation was curbed and conventional data collection and analysis was undertaken.
Fortunately all departments got adequate representation. Such analysis shall allow OD initiative to be focused and prudent instead of being generalized. While formulating action plan the department or experience level and perception is revealing and immensely valuable.
Instead of limiting research to its scope of leadership and teamwork, other HR attributes like equity, training and development and etc were included as defective basic structure cannot be expected to yield true teamwork fruits. Where do you find another organization? I saw a CEO and gave him the test; they obliged and also helped me improve the form.
I also gave the form to few senior officers of the organization to which the CEO did not object. Participants were gathered in various departments and requested to express their views, who believed CEO has consented to pure academic study and not a management initiative. Desperate times require desperate measures. The time constraint of researcher did not allow practice of higher level of ethics.
The lesson learned was that method of data collection has to be discussed in greater detail at start of project, It is duty of researcher to analyze potential areas of sensitivity and carefully design project which remain attractive to organization, The disguise I practiced was to arrange a class size of about 30 students and gave a lecture on methods of having a documented Quality Management System and also administered the test to the class which duly represented all departments.
The mandate was unethically exceeded. The important question remains; Have you considered fully the extent and nature of the access that you will require in order to be able to answer your research question and meet your objectives?
The answer is yes. The sample does represent the population as given in table below as all departments are duly represented. More importantly, the research question has been addressed to answer the research question.
Why teamwork is so rare in real world is better understood after the study and shall be discussed in the coming chapter. Those willing to omit any question were allowed to do so and those who were reluctant to participate were given the paper with request to return filled questionnaire if they had a change of heart. None reappeared to return blank or filled sheet. The questionnaire was based on the methodology developed to assess the fundamentals, essentials and desirables of teamwork and leadership.
The scope was increased to include Strategic Human Resource essentials to assess that pre-requisites or ground work for team work exists or not. Team member often help us to complete the task within stipulated time when an individual cannot be able to complete the whole task individually.
A team can be able to maintain a routine within the work frame of the organization. Effective team always maintains completion of work in proper time and effective quality of work. According to Griffiths , there are many different ways for completing one task.
Suppose, a team member have failed to complete a task then individual member within the team is being segmented in order to complete the task within the stipulated time. Goal of the team then have to be segmented within individual targets of completion of the task.
In order to do this, a strict monitoring process should be present for maintaining proper process of monitoring to every individual. Effective assemblage of individual work helps to complete the task and maintain the goal and objective of the organization www. On the other hand, Price argued that, at the time of segmenting the task into different individuals knowledge and ability of those individual should be considered by the organization.
Meredith Belbin, definition of team role is a tendency to behave, contribute and interrelate with others in a particular way. Extrovert, enthusiastic, communicative, explores opportunities, develops contacts.
Mature, confident, a good chairperson, clarifies goals that promotes decision making process, delegates well. Dynamic, challenging, thrives on pressure, the drive and courage for overcoming the obstacles. This model helps to understand the behavior and attitudes of every individual doing effective work under a team for a shared objective and goal. This team role model often distinguishes their strengths, weakness in the workplace.
This model can also help in order to increase the level of personal effectiveness and self-awareness within the team. This model is very effective to segmenting and allocating task to individual n accordance with the knowledge and ability. In order to develop solutions for problem an individual as well as an organization should follow a GROW model framework for developing a solution for a work based problem. I have faced some communication problems with some of my colleagues.
On the other hand, I also have faced major problem in order to understand the responsibilities as well as duties within the organization. I have also lacked from effective time management strategies. As discussed by Griffiths , in order to solve a work based problem GROW model can be an effective tool for understanding and solving the goal of the organization.
GROW model provides effective feedback of goal, reality, obstacles and way forward skills to develop a solution of work based problem within the employer organization. According to Richardson , in order to solve a problem, the individual person or the organization can use different strategies. An effective organizational culture should be acquired by the organization.
The individual as well as organization should also develop performance management strategies. An individual should know the effective strategy of time management. An individual or an organization should take a proper goal or objective. As discussed by Eunmi , Implementation of effective strategies is very appropriate for a business.
Various types of effective and innovative strategies as discussed previous point should help in order to get possible benefit from effective operation of business. Firstly, a business organization should build a proper goal or objective for developing the business operation.
Achieving a perfect goal can also help the business organization in order to sustain within the competitive market sector of the particular industry. Secondly, performance management is very important and essential task for a business organization to recruit trained and develop the human resource of the organization.
Human resources are the main important element as well as valuable asset of the organization. Performance management is an innovative strategy for managing the human resources of the organization. Effective training and development is effective in order to maintain and sustain the efficient team within the organization. This assignment has dealt with the employability skills. Various types of strategies of performance enhancement have also been discussed by this assignment.
The Process of Leading Organizational Change, 4 th ed. Team roles at work. Social and cognitive approaches to interpersonal communication.
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Teamwork also reduces the work pressure on every worker, which allows him to be thorough in the completion of the assigned roles. In sharing ideas or responsibilities, every employee should have a role that suits his specialization. Improved Employee Relations Teamwork is important in an organization because it provides employees with an opportunity to bond with one another, which improves relations among them.
Workers who constitute a team working on a project often feel valued upon the successful completion of such tasks. Improved employee relations also result from the fact that teamwork enhances cohesion among members, thanks to increased trust among them.
Learning Opportunities In a group of people, there are different skills from every people, many intelligent minds and brains working.
When team members work together as a team, they can learn the skills and capabilities of each other and advance their knowledge. Cooperating on a project is an opportunity for new workers to learn from more experienced employees. Teams often consist of members who differ from one another in terms of skills or talents. Working together is a great opportunity to acquire skills that an employee never had beforehand. Unlike working alone on a project, teamwork affords people the opportunity to challenge the ideas of each other and come up with a compromise solution that contributes to the successful completion of the task.
In the discussion, questions may be answered more quickly and concepts more rapidly understood. In addition, the group may avoid certain mistakes, which improves the efficiency and reputation of the team. As employees become more knowledgeable, their confidence and attitude improves, as does their job satisfaction.
Skills to Pay the Bills 56 Teamwork Teamwork is an essential part of workplace success. Like a basketball team working together to set up the perfect shot, every team member has a specific role to play in accomplishing tasks on the job.
Successful teamwork: A case study Teams and teamwork help to promote deep learning that occurs through interaction, problem solving, dialogue, cooperation and collaboration (Johnson & Johnson, ). These learning designs promote the construction of knowledge as they are embedded in a.
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