February 15, 2010
Numerous individuals use the expressions group and team as though they are identical, but in point of fact, differences separate a group from a team. However, one is not intrinsically superior to the other. If an incremental performance need or opportunity is in existence, then a team may be a better option. If it is not, then a group is a good choice. Teams often have superior performance potential, but they also call for more development and perpetuation than groups. Ultimately, the decision to become a team or a group must be made with consideration to the advantages acquired in opposition to the investment required (Kane, 1998). Despite the differences that exist, workplace diversity influences the entire organization and relates to team dynamics in the workplace.
Groups involve two or more persons who work with each other recurrently to attain communal objectives. In terms of an authentic group, members (1) are jointly reliant on each other to attain communal objectives and (2) interact frequently with each other to chase those objectives over lengthy periods. Additionally, groups are assets that help improve organizations as well as their members. For example, they help organizations complete significant responsibilities, and they also help to uphold a first-rate labor force by fulfilling wishes of their members (Schermerhorn, Hunt, & Osborn, 2008).
In addition to traditional groups, effective groups accomplish soaring levels of job completion, member contentment, and group practicability. In terms of job completion, an effectual group accomplishes its performance objectives in the conventional sense of quantity, quality, and rightness of labor outcomes. In connection with member contentment, an effective group contains members who trust that their involvement and experiences are constructive and meet essential individual requests. Furthermore, members are... [continues]
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