Group, Teams and Tasks in the Organization: A Historical Escortion

2018 ◽  
Vol 3 (4) ◽  
Author(s):  
Miebaka Chidiebere Tamunomiebi ◽  
Goodluck Prince Uhuru
Keyword(s):  
Group Formation ◽  
Team Building ◽  
Team Work ◽  
Team Development ◽  
Team Members ◽  
Groups And Teams ◽  
Commitment Level ◽  
Historical Antecedents ◽  
Goals And Objectives ◽  
And Task

This paper theoretically examines the historical escortion of groups, teams and task in the organization. It discuses historical antecedents of groups, teams and task in the organization. The paper noted the group and team development in the organization has followed sequential order tracing from the Hawthorn experiment of lighting in1930 till date. The need to strategize ways and means to improve productivity, maximize profit and increase workers commitment instigates the constant and continuous review of groups, teams and task in the organization. The paper looked at the concept of groups, group formation, types and benefits of groups in the organization. It also considers the concept of team, team work and team building/development among others, as well as the task groups and teams perform in (their) organization. Thereby affecting their decision making process and the commitment level of the employees. In addition, sustainability of the benefits gained from groups, teams and task depends on the level of support given by the management, the commitment of every group and team members. The paper advices management of organization to understand the behaviour of groups, teams and task performed by its members and modify strategy to influence their behaviour towards aligning with the goals and objectives of the organization.

scholarly journals Team Building Evolved Through Group Discussion

2020 ◽  
Vol 4 (9) ◽  
pp. 144-147
Keyword(s):  
Team Building ◽  
Group Discussion ◽  
Point Of View ◽  
Team Work ◽  
Team Members ◽  
Important Means ◽  
Team Spirit ◽  
Goals And Objectives ◽  
Clear Solution ◽  
Efficient Environment

Group Discussion is an important means to share one’s opinion, ideas and perspectives on the specified topic or an issue. It generally aims at understanding and analyzing the topic in order to get clear solution for an issue. It promotes team work, cooperation and coordination among the participants. It creates an environment where all the participants share their point of view on the specified topic which leads to a healthy and efficient environment among the team members. It also generates diversity of thought, creativity and team spirit among the members. Team building is something which connects everyone to work together effectively with cooperation of team members and also strengthen collaboration, enlarges knowledge sharing and communication. Everyone gets responsibility to share innovative ideas which would emerge more effectively and efficiently from the members. Team members are able to create a friendly atmosphere which permits everyone to speak confidently. It increases one’s motivation, creativity, improved communication and more. This is very constructive at workplace, companies, project discussions, schools, and in any other institutes or departments to conclude a perfect decision or a solution for the problems in their projects. A teamwork environment builds up unity, trust, support and cooperation which facilitate them to attain their goals and objectives

scholarly journals Linking Team Condition and Team Performance: A Transformational Leadership Approach

2017 ◽  
Vol 48 (2) ◽  
pp. 22-38 ◽  
Author(s):  
Amin Akhavan Tabassi ◽  
Kamand M. Roufechaei ◽  
Abu Hassan Abu Bakar ◽  
Nor'Aini Yusof
Keyword(s):  
Transformational Leadership ◽  
Team Performance ◽  
High Performance ◽  
Leadership Behavior ◽  
Team Building ◽  
Theoretical Perspective ◽  
Team Development ◽  
Team Leaders ◽  
Team Members ◽  
Mediating Role

Because project teams in the construction industry shape the primary focus of the industry's project life cycle, a high-performance construction workplace facilitates employees’ technical and innovation skills through team development. Drawing on the current research in general teamwork and leadership, this study, from a theoretical perspective, extends the team condition as a hierarchical construct, incorporating six associated components. This article argues that team building and team development can be studied as ongoing processes that are crucial to project success. In order to reduce the risk of common method variance, the research analysis was completed using 94 construction teams from three different sources, within which team members rated their leader's transformational leadership behavior. The team leaders evaluated the team's conditions, and, lastly, the supervisor of each team rated the team's performance. The model shows that the team condition, which is defined as the factors that contribute to making a great team, has significant direct and indirect impacts on team performance. Furthermore, the transformational leadership behavior of team leaders showed a mediating role between the team condition and the performance.

It’s Salsa Time! A Team Activity

2017 ◽  
Vol 2 (4) ◽  
pp. 289-298 ◽  
Author(s):  
Kerri Anne Crowne
Keyword(s):  
Development Process ◽  
Team Building ◽  
Team Development ◽  
Constructivist Theory ◽  
Team Members ◽  
Student Teams ◽  
Building Activity ◽  
Team Activity ◽  
Undergraduate Leadership ◽  
Team Assignment

This article provides information on a team-building activity in which student teams make salsa. I usually use this exercise on the day that I form teams to provide an opportunity for teams to work on something that is not graded prior to completing the graded team assignment. The activity is built on several theories, such as social learning, experiential learning, and constructivist theory. The goal of the activity is to allow team members to get acquainted with each other and quickly go through the team development process. It is a springboard for discussing many aspects of teams, such as tacit knowledge, decision making, creativity, and resource allocation. It has primarily been used in an undergraduate leadership course but may be applicable to other courses.

Communication and Conflict Resolution in the Workplace

2019 ◽  
Vol 13 ◽  
pp. 25-46
Author(s):  
MARK DIRIKORIGHA SALVATION
Keyword(s):  
Performance Appraisal ◽  
Communication Skills ◽  
Team Building ◽  
Effective Communication ◽  
Team Work ◽  
Work Team ◽  
Team Members ◽  
Good Communication ◽  
Performance Teams ◽  
The Right

Good communication is required to build and maintain mutual relationship in project teams. This is because effective communication can enable a work team to achieve their goals. This stems from the fact that when the employees understand the management expectations and target goals, they will be able to do their work task based on the required standard. Also, effective communication is critical to the success of team work because the ability to work together without issues is determined by conveying the right information at the right. However, despite the crucial role played by effective communication in a productive work environment, it was found that Matrix Coating Resource Sdn Bhd (MCR) often experience communication issues among the workforce and this result to workplace conflict and employee relationship issues. It was on this note that this consultancy project critically examined the communications and employee relationships practices of MCR in order to determine key areas required to improve project tasks completion. A sample of 50 respondents were chosen from the workforce using both interview and questionnaire instruments. The study found that the staff of Matrix often experience communication issues and this leads to disagreements and misunderstanding among the workforce. This is because proper communication using appropriate channel can help to ease both the number and severity of workplace conflicts. Driven by this, it was proposed that the management of Matrix should do well to employ people with solid communication skills because this will allow them to work together cohesively and professionally, address the issue through training exercises and behaviour modeling. It should conduct constant training programmes especially for the new staff so as to improve their ability to communicate clearly and concisely with colleagues and work team members, include communication skills in the appraisal of employees’ performance and tie the organization’s objectives into performance appraisal so as to achieve the goals of the company and develop team building exercises to strengthen intra-office relationship. This is because high performance teams often become more cohesive overtime as they gain experiences working and communicating with other teams in the workplace. Therefore, exciting activities such as informal networking groups, team exercises and others so as to enable the staff to work together in a cohesive way. The team building process will allow the team members to learn the best ways to work together through team experience without issues.

Use Team Building to Make the Most of Your Public-Private Partnerships

2015 ◽  
pp. 121-135
Author(s):  
Martin Negron
Keyword(s):  
Emergency Management ◽  
Group Dynamics ◽  
Disaster Response ◽  
Work Groups ◽  
Work Group ◽  
Team Building ◽  
Vital Role ◽  
Public Private Partnerships ◽  
Team Members ◽  
Groups And Teams

Disaster response is a team effort that begins long before any disaster happens. Teams and work group dynamics have been studied by organizational theorists for decades. It is important to recognize and understand the differences and similarities between teams and work groups in order to most effectively use all teams and all team members in all phases of emergency management, particularly in disaster response. This chapter explores how this differentiation, the distinctive features of work groups and teams, can be used in different places and different phases of response to enhance the efficacy of emergency management. And, because public-private partnerships have played and will play an increasingly vital role within emergency management, this chapter discusses how to use the foundation provided by organizational theorists to make the most of public-private partnerships. This chapter discusses how to exploit differences, draw them out, and use them to enhance the response to incidents.

scholarly journals The team building effectiveness in the modern process of personnel management

Upravlenie ◽  
2019 ◽  
Vol 7 (1) ◽  
pp. 86-90 ◽  
Author(s):  
Sergei Petrov
Keyword(s):  
Personnel Management ◽  
Success Factors ◽  
Team Building ◽  
Team Development ◽  
General Outline ◽  
Team Members ◽  
Modern Process ◽  
Effective Development ◽  
Effective Group

The article theoretically investigates the issues of efficiency of team building at the present stage of personnel management development, analyzes their features in modern Russian conditions. The most important and significant criteria for increasing the efficiency of the team’s work have been considered, the priority types of work needed to rally the team have been highlighted. And also, one of the most key success factors of an organization has been determined - human resource management. The issue of team formation and the stages of team development has been actualized. A general outline of the stages of team development for the overall efficiency of personnel management has been presented. Each of the stages has been disclosed in detail and has a clear relationship with the development of the team at the adaptation stage to the final stage of the disbandment of the team, where all intensive team relations are fading away, in view of achieving the goals set. The author pays special attention to the most significant and important elements of the success of the team in view of the effective development and growth to the highest quality team. Based on a comparative analysis of controversial approaches to team building, objective and subjective factors have been highlighted, influencing the efficiency of team building in the modern personnel management process. The role of the head of the organization in the development and integration of employees into a team has been noted. Conclusions have been drawn about the overall effectiveness of team building in the modern process of personnel management, where the leading factor of efficiency is the effective group interaction of the team, as well as the recognition of team members of both personal and group goals and interests.

scholarly journals Team Development Using Open-System Group Model

PSYCHE 165 ◽  
2021 ◽  
pp. 317-322
Author(s):  
Satria Efandi
Keyword(s):  
Human Resource Development ◽  
Team Performance ◽  
Open System ◽  
Team Work ◽  
Team Development ◽  
System Model ◽  
Group Model ◽  
Team Management ◽  
Organizational Goals ◽  
Team Members

Team management is needed to support the achievement of organizational goals. One form of good team management also includes efforts to understand and develop the team. The purpose of team development is to ensure that the team can consistently produce the required performance to help organizational processes. This study uses the Open-System model as an effort to understand and carry out team development. The object of this study is the components in one of the teams, namely the Human Resource Development (PSDM) team with team members and the team's environmental conditions. The data collection methods used were interviews with team members, observations of the team's work environment, and document studies on team performance profiles. Data analysis is carried out by integrating findings that have been categorized based on the Open-System model qualitatively. The findings of this study indicate that the Open-System model is able to provide a structured picture of the condition and performance of the HRD team. The main problem condition is that the team work target is not yet solid. The intervention used in responding to the team's assessment results is the preparation of team performance targets using special key performance indicators for the team, so this research is very helpful in developing excellent performance.

Use Team Building to Make the Most of Your Public-Private Partnerships

2017 ◽  
pp. 100-114
Author(s):  
Martin Negron
Keyword(s):  
Emergency Management ◽  
Group Dynamics ◽  
Disaster Response ◽  
Work Groups ◽  
Work Group ◽  
Team Building ◽  
Vital Role ◽  
Public Private Partnerships ◽  
Team Members ◽  
Groups And Teams

Disaster response is a team effort that begins long before any disaster happens. Teams and work group dynamics have been studied by organizational theorists for decades. It is important to recognize and understand the differences and similarities between teams and work groups in order to most effectively use all teams and all team members in all phases of emergency management, particularly in disaster response. This chapter explores how this differentiation, the distinctive features of work groups and teams, can be used in different places and different phases of response to enhance the efficacy of emergency management. And, because public-private partnerships have played and will play an increasingly vital role within emergency management, this chapter discusses how to use the foundation provided by organizational theorists to make the most of public-private partnerships. This chapter discusses how to exploit differences, draw them out, and use them to enhance the response to incidents.

From whom do we learn group norms? Low-ranking group members are perceived as the best sources

2020 ◽  
Author(s):  
Jennifer E Dannals ◽  
Emily Reit ◽  
Dale T. Miller
Keyword(s):  
Social Norms ◽  
Correlation Study ◽  
Team Members ◽  
Norm Perception ◽  
Lower Ranking ◽  
Group Members ◽  
Groups And Teams ◽  
Or Team ◽  
And Behavior ◽  
To Receive

Social norm perception is ubiquitous in small groups and teams, but how individuals approach this process is not well understood. When individuals wish to perceive descriptive social norms in a group or team, whose ad- vice and behavior do they prefer to rely on? Four lab studies and one Teld survey demonstrate that when in- dividuals seek information about a team’s social norms they prefer to receive advice from lower-ranking indi- viduals (Studies 1–4) and give greater weight to the observed behavior of lower-ranking individuals (Study 5). Results from correlation (Study 3) and moderation (Study 4) approaches suggest this preference stems from the assumption that lower-ranking team members are more attentive to and aware of the descriptive social norms of their team. Alternative mechanisms (e.g., perceived similarity to lower-ranking team members, greater honesty of lower-ranking team members) were also examined, but no support for these was found.

scholarly journals H3ABioNet genomic medicine and microbiome data portals hackathon proceedings

Database ◽  
2021 ◽  
Vol 2021 ◽  
Author(s):  
Faisal M Fadlelmola ◽  
Kais Ghedira ◽  
Yosr Hamdi ◽  
Mariem Hanachi ◽  
Fouzia Radouani ◽  
...  
Keyword(s):  
Ethnic Groups ◽  
Genomic Medicine ◽  
Lessons Learned ◽  
Team Work ◽  
Significant Progress ◽  
Team Members ◽  
Pan African ◽  
Scientific Expertise ◽  
Microbiome Data ◽  
Made In

Abstract African genomic medicine and microbiome datasets are usually not well characterized in terms of their origin, making it difficult to find and extract data for specific African ethnic groups or even countries. The Pan-African H3Africa Bioinformatics Network (H3ABioNet) recognized the need for developing data portals for African genomic medicine and African microbiomes to address this and ran a hackathon to initiate their development. The two portals were designed and significant progress was made in their development during the hackathon. All the participants worked in a very synergistic and collaborative atmosphere in order to achieve the hackathon's goals. The participants were divided into content and technical teams and worked over a period of 6 days. In response to one of the survey questions of what the participants liked the most during the hackathon, 55% of the hackathon participants highlighted the familial and friendly atmosphere, the team work and the diversity of team members and their expertise. This paper describes the preparations for the portals hackathon and the interaction between the participants and reflects upon the lessons learned about its impact on successfully developing the two data portals as well as building scientific expertise of younger African researchers. Database URL: The code for developing the two portals was made publicly available in GitHub repositories: [https://github.com/codemeleon/Database; https://github.com/codemeleon/AfricanMicrobiomePortal].

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