Understand mechanisms for developing effective teamwork in organisations
The factors which influence the behaviour of an individual at work
The main problem of every organisation is how to determine the hard work and impact of these people that hard work and effective, who is responsible for managing the society must appreciate the way human do. The world of human behaviour with an individual’s work performance in some situations (Cole, 2002). The greatest organistional factors that affect the singular behaviour are as follows:
- Ethics – ethics in the workplace depends on the individual. Principles of ethics
that they must be honest, accept advice, diligent working, productivity and pride in their work.
- Skills and abilities – each person must have ability of listening, reading, writing
and speaking, furthermore, there are high levels of skill such as analysis, reasoning and problem solving.
- Personality – a unique environment of individual as people collects and
collaborates with others.
- Attitudes – they represent a positive or negative evaluation depends on the
- Perception – this is the reason that each detection method, information from the
environment, using the sense of it and manage it.
- Demographic factors – businesses need employees with appropriate economic
and social backgrounds, which have a science degree, they will be considered to be acting better. A dynamic and professional than others based on the theory and ability to communicate, the operation is always in a good mandate.
I would like to explain the factors mentioned above, is a former employee of the organisation called “British Gas”, which business is not affected by demographic factors, because this is an organisation that has a cultural diversity and have hired workers from 18 to 70 years old. At the same way of Treehouse Company, the management in the organistion holds high level of ethics, British Gas and Treehouse Company have created an ethic of employees from the beginning of their career in an organisation, according to company policy. For example, there are some employees who are unable to attend the meeting in time because some situations so that the company’s executives have made working time flexibility. Special training will be provided at all levels in the company continued to improve and create a better personality, have a better attitude and perception that employees become more analytical and problem-solving in British Gas and Treehouse Company. That is how both companies increase the performance of their positive and it also has to take care of the human behaviour better for their influence in the workplace.
The nature of groups and group behaviour within organisations
Work as an activity that uses the group and if the organisation will work to effectively work as a team member and a strong influence over the group manager is required to have a high standard of work and increase efficiency (Mullins, 2007). Members of group have a common goal and mutual dependency. The human relations approach to management is considered as an important factor of social structure. Pressure groups and acceptance may be a stronger incentive than salary (Fox, 2006). There are several organisation in nature and may have different interests groups that do not need to participate in the two functions of the group is working and maintenance (Bennett, 1994).
According to Robert Kreitner of individuals from two or more are gathered by which they are able to interact freely and individuals who come together to share a common set of goals and the characteristics of the group (Weightman, 1999).
The figure below show the difference between group and team:
The groups are two main types:
- Formal – created with orders from the management to realise the purpose of the organisation (Quinn, 2009).
- Informal – gathered by voluntary caused that person to contact interaction (Quinn, 2009).
In British Gas, the employees were selected by the manager of the company.
Everyone formed a group is called “Formal”. After many members have found their soulmate, which is better than others, this is the “informal” team within the group, because the performance of the team. Group breaks in with the knowledge that there is nothing doing. A set of personal characteristics of team members play an important role in the success. Checking carefully to make the best team indicated. Indeed, individual members assumed the role with little success to not work.
Factors that may promote or inhibit the development of effective teamwork in organisations
France and Bell (1998) said interest in working as a team with the increases in the past, and there is increasing pressure in developing a manual handling and supervision teams to improve quality, flexibility and morale of employees.
The development of group
Many researchers have confirmed that the group with the stage of development is quite predictable. Understanding these steps can help executives to participate in the group. Most known methods for the analysis of the development has been suggested by researchers called Bruce W. Tuckman, he believed that the development of the group is four main stages (2006). This is shown in the diagram below:
- Forming – the step comes bundled may have been assigned to work together or
combined with mutual benefits.
- Storming – members adopt the idea openly. They are prepared to disagree,
therefore, there may be a conflict and debate.
- Norming – members have contingent started the unity and cooperation, have a
- Performing – groups can work, there is a fully functional performance.
Implications from research on Group Dynamics
- The impact that personal efficiency in learning new things and fulfill the demand of social.
- Group affects the efficiency of the organisation. There are more ideas and skills that help increase efficiency in decision making and control to work.
I will mention Belbin team roles are used to identify people’s behavioural strengths and weakness in the workplace (2010). This information can be used to:
The social consensus on the number of people who interact on the basis of need to complete the unification achieved by different people, it is their responsibility and have different functions (Brooks, 2003). The diagram below illustrates the Belbin’s roles:
In British Gas, there are also great diversity among these employees might have the opposite leads to limitation of effective teamwork, because of the differences in opinion and perception. Halverson and Tirmizi (2008) argue that the cultural differences might not mean the team will not have effect, but consideration will be taken in this situation, a variety of social and cultural could mean that lack of understanding and consistency, which may occur between the team members.
The impact of technology on team functioning within a given organisation
Recently the progress of technology has a great management of the administrative process could be achieved through the method of remotely or automatically, Storey (2007) said an independent team to make more in their own work and their own decisions, while higher management in contact. British Gas can use this to provide freedom in their labour. It also enhances their commitment to the team, at the same time, motivating team to work better. Moreover, Treehouse Company also used advances of information technology to promote communication among employees, thus making his diverse members will become closer together as a team.
Technological advances that may inhibit the interaction of humans and create distance between team members (Bratton, Sawchuk, Forshaw, Callinan, & Corbett, 2010). The company’s employees will find that is not enough to replace human contact with connectivity technological and it might be a fear that they could be made redundant so technological advances lead to a loss of motivation, the dissatisfaction in the workplace.
Organisational behaviour is a discipline of several aspects, which is very important in the business management effectively in the environment of the present world dynamic. Leadership styles, Motivational theories and factors that affect a person’s behaviour must be carefully studied and used to find the balance to fit to individual organisation. Teamwork, group and technology are also the role of managers in creating a working culture and structure that allows employees to contribute to the best of their organisations, while helping them achieve personal growth and satisfaction.
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