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Beneficial of team work

"Coming along is a beginning. Keeping along is progress. Working along is success. " - Henry Ford

I personally feel that team work is almost totally beneficial to an organisation and also to its members. Experts suggest that 'individuals are better than teams at generating new ideas, but the teams are much better than individuals at analyzing ideas'. Before improving into the debate, why don't we first make an effort to understand what does the word 'Team' actually indicate and subsequently to comprehend it we ought to figure out exactly what does a 'Group' mean. An organization is a collection of two or more people who often have a face to face conversation among themselves and work in an interdependent manner in order to accomplish their common goals.

As talked about by Katzenbach & Smith, a team is an extraordinary form of any formalised group. He claims a team involves a small number of folks who each is committed to provide a common goal and achieve their performance goals. It generally runs with the approach and folks in it are always mutually responsible.

Having got an idea of just what a team really means, now let us try to get a pinch of some of the problems that are being encountered by them. The following should be studied care for the proper functioning of a team,

  • A nice atmosphere should be managed within it and all its customers should maintain a good marriage among themselves.
  • All the people should be made to actively participate in the team.
  • The users should all be made aware and also agree to their team goals the up to date information's should be shared among them.
  • If any misunderstanding develops in the team, they should be resolved as and when possible.
  • Since decision making retains a higher amount of importance, all the team members must be produced to participate in it.
  • Performance analysis should be completed frequently.
  • Labour should be similarly divided among all the customers plus they should get the freedom to express their concerns.

In order for the team work to be good for an organisation and its employees the practise of it should be made useful enough. The potency of such a team could be determined by factors like its design, overall composition and the operations it uses whereas Hackman suggests three different criteria's for assessing a team's effectiveness. Firstly, it's the actual output of the team. Subsequently, the whole team should work as a performing device. Thirdly, each person in the team should be happy with the knowledge of employed in it.

As already stated now why don't we study in detail about the many factors that contributes to the effective working of an team.


There are some factors which intensifies the number of effort the customers of the team disburse on carrying out the given task,

Work Design

The motivating factor of the team very much depends on its work design. Hackman areas a higher amount of work is achieved from the team only when the duty they perform is found to be challenging, has a significant effect on the organisation or its clients, is completely had by the team of course, if it gives out regular responses on the team members performance.

Reward System

Efforts will be higher when there is a reward system set up. It offers the team with challenging goals and stresses their achievement. Hence it directly paves way for the team member's development and indirectly helps the organisations augmentation.

Knowledge and Skill

The customers of the team should be both officially as well functionally skilled. The effective performance of your team mainly is determined by the resources (Knowledge and Skill) it has in order to complete the given job. The factors that should be taken care and attention are,

Team Composition

A team's composition is mainly driven by the amount of expertise it has regarding the performing job. But normally the team's composition is determined either by seniority or by personal predilections instead of considering the power or the specialized expertise it possesses.

Team Size

Though many clubs in an company have a tendency to be large, it does not paves way for the effective functioning of the team. The major concern being that if the number of customers in a team's raises then the degree of discussion within the team diminishes to a larger extent. Furthermore some people begins finding it difficult to make their contributions. As explained by Handy, the first of all reason for these is a trend would start arising for individuals who make huge efforts to hire most impact and vice versa. The second factor being that the folks who are devoid of their contribution could deny the team of the relevant knowledge and skills.

Performance Strategies

Hackman states a team would almost employ a task appropriate performance strategy based on the following three conditions,

Firstly, the concern about the amount of information available for the team members to be produced use while assessing their performance. Subsequently, the concern is approximately the interaction that occurs within the associates which encourages them to use the information available. The clubs before getting into the actual should do some pre-work to determine what the task is all about and the procedure which they should employ. Finally, the team connections not only paves way for newer ideas but also helps the team to no get deviated from the proper implementation of the ideas. In spite of taking good care during some instances there appears to be some deviation from the chosen strategy, which is mainly due to the lacking of quality in the decision making process.

Decision Making

One of the major factors pursued by a team to be able to achieve great results both for the company and its customers is the 'Decision Making'. All of the participants of the team should be actively made to engage in the decision making process. Biasing is an essential aspect that arises through the decision making process. The one being the general biasing where even though there seems to be an abundance of information across all the team members, it is always some peoples tone of voice which could be been told in your choice making process due to their seniority. The second kind of biasing is called the Epistemic Freezing, this means the team will come up with an opinion as soon as it is formed up it is remaining all alone i. e. , it generally is let to freeze out.

The teams normally make appropriate decisions in comparison with the individuals. You will discover two reasons to support it. Firstly, when all the people of the team are brought together they all in turn bring in regards to a diversity of knowledge and information which could not be from an individual. Secondly, there would be different approaches by different varieties of men and women in a team for the problem in progress.

The groups should comprise of a good combine of people in order to make your choice making process effective. It will have a combination with different levels of experiences in the situation they are working with. The status of the associates should never be looked at in the decision making process, it is because the participants with a higher status always make an effort to have some amount of effect on the teams treatment for the given problem which in a few scenarios could be wrong.

There are range of techniques for undertaking the decision making process in a team. A few of them are as follows,


A team around five to ten people remain along and discuss for about an hour about the issues on which they have to create newer ideas. It really is normally the lead person who initiates the getting together with. The entire conversation between the team members are recorded for later assessment.

Delphi Technique

The actual face to face interaction among the list of team members does not takes place. Primarily each member of the group creates down his ideas and answers to the reported problem, which can be then updated in the database.

Each person in the team are then dispatched a duplicate of the other customers contributions and are all expected give out their reviews for the same. The above mentioned process is repeated until the team finds the solution.

Stages of Team Development

There are five phases in the development procedure for a team. The clubs though often keep changing the order of development due to the constant change of users in it.


The actual formation of the team takes place in this level. The team interacts and discovers about the issues and agrees on their goals. This is considered as the main stage as the basic interaction between your team members takes place here.


The team argues about the different ideas that are to be considered. Since all the associates actively take part, this stage is considered necessary for the development of the team.


The team members start to change each other's behaviour and make work to seem to be more natural and free flowing. They agree on each other's rules working methods and ideas. A sense of common trust begins to produce included in this.


The teams commence to execute their duties as unit without any supervision. The associates of the team have a tendency to be become interdependent, motivated and knowledgeable. In such a stage the associates care of your choice making processes independently.

A team's success not only depends on its people but mainly on the type of leader they have. A head is one who courses as well as serves with his team to accomplish their objectives. A good team should have head who could portray different working styles and also be able to recognise the strengths of his associates as well as tolerate their weakness. Also a great team shouldn't be stuck with the one person as its head all the time.

Team Building

Team are often found to be more cohesive. The factors that add on to it are,

The Common Task

Teams always perform as tightly tied unit given that they work for achieving a standard goal. This unified methodology leads to a better degree of cooperation and job satisfaction among its associates which helps the company to provide out its deliverables quicker.


When you can find a better degree of communication among the list of associates, they commence to help each other and make themselves to get a grasp on all the procedures. Hence communication paves method for the team to get started on working as an organised unit.


The team should only have no more than 10-12 members. Boosts in the amount of members generally have a detrimental on the performance of the team.

Belbin has recommended eight roles that may be used while building a team. They can be,

Company Workers

A person who is hard working and self applied disciplined. He has good organising capacity which is also quite dutiful.


A one who has good notion about his team objectives. He is almost confident, quiet and snacks everyone in the team fairly. He is not all biased.


As the name reveals he is the person who troubles and corrects all sorts of deficiencies that is widespread in the team.


A person with higher amount of individualism and with radiant thoughts and intellectual capacities.

Resource Investigator

Someone who comes up with newer ideas and solutions for the records problems. He communicates well with all his associates.

Monitor Evaluator

Someone having good judgemental functions and a practical attitude towards work.

Team Worker

He is usually calm in mother nature and interacts with others and induces team spirit included in this.


An anxious one who comes after order in each and everything he does and has a obsession towards efficiency.

Though team work always ends up in success, there are some scenarios which could result for its failure,

  • If there are not enough educated people
  • Conflicts between the participants of the team due to the portrayal of different characters
  • Incapability of some to perform their given tasks
  • Constant changing of the assignments of the associates within the team
  • Lack of basic ethos to aid the team development by the organisation
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