Working with Unity – Team at Work

Team work nowadays has become a common phenomenon in any organization. If a team member is behaving oddly intra department or inter department he is soon identified by the boss. Because he will not be able to get along with his peers within the department or get any work done outside the department which is required to complete the task or project.

The understanding at work place of a team is an important indicator of how much influence the group has over its individual members. The more cohesive the group the more strongly members feel about belonging to it and the greater its influence. If the members of a group feel strongly attached to it, they are not likely to behave against each other.

Team understanding or unity or cohesiveness whatever you call also plays a role in small companies. Team cohesiveness is critical in helping the individual feel good about his or her contribution to the effort. When TQM was introduced in a company, teams of between five and eight employees were set up to deal with specific problems and show the impact that teams could make. They also made sure that all employees understood that no improvement is too small. Over a period of time, they can make a major difference. The first team- the Job Information Team, worked on improving the clarity of forms used to process orders. Once the project was completed the team’s recommendations were accepted and immediately implemented. The company continued to highlight the importance of every team and every employee to TQM.

Highly united teams often have less tension and opposition to each other and fewer misunderstandings than less cohesive groups do. Additional studies have found that better understanding in groups tend to produce more uniform output than less cohesive groups, which often have problems with communication and cooperation.

One Research corporation also dealing with Software Reusability discovered that trust is the key to cohesiveness in teams. What this means is that cohesive teams cannot tolerate extremists – positive or negative. One of the most difficult realizations recalled by experts in the HR field was that some talented individuals cannot flourish in a team oriented environment. If team unity is not to be eroded, management must recognize such a mismatch and address the problem before the team goals run into chaos. When cooperation is especially vital for instance, to meeting strategic goals – managers have four ways to improve cohesiveness, introduce competition, increase interpersonal attraction, increase interaction and create common goals and common prospects for employees.

Conflict with outside individuals or other teams increases group cohesiveness. With this factor in mind, a corporate giant has developed a new program to train managers in creating and leading competitive work teams.

Increasing Interaction between the members is another way of increasing team cohesion. Although it is not often possible for people to like everyone they work with, however, an increased interaction can improve togetherness and communication. Some corporations including a bio-technology firm, an electro-mechanical corporate, a pharma giant etc., hold regular beer parties to which all employees are invited. At a Cosmetics company managers sponsor Saturday night movies and serve ice cream at a 1920s-style movie emporium. In United States of America a giant company occasionally closes down its plant early for volleyball games in which employees can meet one another in a spirit of camaraderie as well as good natured competition. This subsidiary of the South Korean firm Lucky Goldstar is a noted for its success in encouraging parallel production teams to compete against one another. Here we see the interaction of two techniques for increasing cohesiveness.

Increased interpersonal interaction among the Team members ensures that positive vibes are retained always. People tend to join teams whose members they identify with or admire. Thus, an organization may want to begin by trying to attract employees who share certain key values. Managers at a big Travel company won a prestigious award as Service Company in a particular year in 90s, used carefully worded advertisements and unique interviewing techniques (such as an impromptu baseball game) to discover associates who share a concern for consideration and service. More importantly, they also follow up through with training, seminars and policies that foster pride in meeting the common organizational goals and for providing outstanding service.

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