Leadership in Teams and Decision Groups Research Paper

Leadership in Teams and Decision Groups - Research Paper Example There are various types of teams in an organization include functional work teams, self managed teams, top executive teams and cross-functional teams. The differences in the teams emanate from the autonomy in determining the team’s mission, authority of the team leader, stability of team members and diversity of the members. Cross-functional teams These teams are formed in an organization to enhance coordination of interdependent activities among the diverse units. Cross-functional teams are composed of representative from all the units and sometimes include representatives from outside the organization like suppliers and partners (McCallin, 2003). To ensure their smooth operations, the teams are given the role to plan and conduct complex work that demands high level of coordination and cooperation among the parties. This type of team is formed when an organization is involved in the development of new product or in the introduction of a new information system that affect the operations of the different units. The members of the cross-functional teams will always remain the same individuals from other particular units and most cross-functional teams are temporary i.e. they are formed to achieve specific organization mission. In order to benefit the organization, the teams must be flexible and efficient in deploying resources and personnel in order to unfold the solution to the problems and challenges. The representatives from the various units should be persons with expertise to help add value to the team’s decision. These teams have the potential to generate new and innovative ideas from the diverse members with differing backgrounds and improved coordination (McCallin, 2003). Moreover, the team have to view the problems in a wider perspective if the organization successes to be achieved. However, cross-functional teams are faced with challenges. The use of jargon creates communication barrier that might impair the realization of the team goals. Secondly, the loyalty of the members to their respective functions should not override the objectives of the team but rather focus on how their diversity can help in realizing the team’s objectives. Managing the disagreements and tight deadline is further essential in the successful operation of the team. A leader with good interpersonal skills and expert position power is needed. This will ensure he leads the people with conflicting interests and resolve the likely problems with the power that is vested on his position (2011). Additionally, the leader should have technical expertise, project management skills, and cognitive skills that will enable understanding of the complex problems. Finally, the leader of a cross functional team should also have political skills necessary in formation of coalitions and in gaining resources. Apart from the skills, a cross-functional leader needs to exhibit some leadership behaviors i.e. being visionary to help in formulating strategic obje ctives and generating ideas. The leader should also require to have the ability to organize and plan activities by creating deadlines and standards. Besides, the leader should be self-integrating i.e. promoting cooperation and equal participating on top of dealing with the external parties. A cross-functional leader should be one who can forecast emerging challenges and problems and influence outsiders. Self managed work teams As opposed to the cross

Organisational Behaviour Case Study Example | Topics and Well Written Essays - 1500 words - 1

Organisational Behaviour - Case Study Example ndividuals’ needs into two groups: needs arising from man’s nature to avoid pain from the surrounding and the need thought that comes from unique trait to grow psychologically. An organization’s main agenda is maximizing output at a minimum cost. To attain that, a manager must use motivators to achieve the goals of the business. Workers have difference characters thus attract different motivators. The company’s factors taken into consideration in an attempt to motivate employees are company policy and management, Supervision–technical relationship with supervisor, work conditions, and Salary. Other company’s factors are the relationship with peers, personal life relationship with subordinates among others. Most employees would like to grow in their jobs and develop their carriers more while doing their duties. Employees who are growth oriented get motivated if they feel that their respective workplaces are capable of advancing their specialization. Employers should take into account that some workers need only recognition to improve their productivity. The veterans prefer recognition as the best motivator to any other form of motivation. A good work would make some employees happier and motivated, and such people believe in the result as a motivator rather than anything else. Another group of persons has a philosophy of achievement and responsibility as their motivators (Frederick Herzberg theory). Organization culture refers to a particular pattern of shared assumptions values and beliefs that control workers in a given working environment about how they behave think and tackle their task (Bratton et al., 2010). Culture in an organization promotes work motivation. Senior management should abandon their bureaucratic control regimes to inculcate a common culture to unite and win the faith of employees. A high culture integrates several organizational values, which would stimulate corporation among workmates. A firm where people belief on a common