The study of group process saw its first serious attempt during the years 1950 and 1960. The study carried mainly on military teams and processes that allow them to function effectively in extreme time pressure, high stress, ambiguous and incomplete information, and the serious consequences of actions taken. (Ilgen 1999). And since then, many different opinions emerged regarding the concept of team. It is therefore difficult to arrive at a single definition of teamwork, as several concepts exist. Indeed, Nowadays define team work is a quite complex assigned job. But many of them tend to define team as a group of person who join their various skills and efforts to achieve a specific objective in an organisation. They emphase the difference between group and team. “Team is a group that has become unified over time, usually through team building efforts” Jeff Butterfly said. And Henry Ford supports: “Coming together is a beginning. Keeping together is progress. Working together is success”. According to o'leady-Kelly, working together seems difficult and very complex when objectives are hard and represent an important fact of production and development. (o'leady-Kelly, 1994). To examine that, we are going to have a look at Wheelan’s Integrated Model of Group Development building on Tuckman’s model and based on her own empirical research as well as the foundational work of Wilfred Bion, she proposed a “unified” or “integrated” model of group development (Wheelan, 1990; Wheelan, 1994a). The analysis of this model enlightened us on the development of the group as being a process in which employees whose collaboration from the perspective of productivity, has a mature enough stage has come to confront the inter-dependence and collective confidence in order to achieve these productivity goals. Many researchers and organizations adhere the idea that development passed through four interrelated steps: the first step is step of dependence. At this level of the development team members refer to the group leader. In other words all the concerns are submitted to him and he is the one who lead the team and assign them the key objectives of their mission. The second stage is characterized by disputes and disagreements of the team members. Conflicts are usually on the way to direct the different procedures or terms of achievement of objectives, but this step remain necessary to permit everyone to learn to accept the difference of the other. The third stage marks the establishment of trust between team members. Exchanges happen more easily, openness to dialogue is acquired which gives a good collective cooperation. All the people accept criticism what allows a progression of ideas. And the fourth and final stage of development is characterized by the performance and productivity of each member after having solved the issues of the previous steps. This process underlines the difficulty of early collaboration before the team can work in accordance with the programs by following effectively the leader’ indications then the adjustment takes place. Also the model of Wheelan requires that each member can express his or her opinions and worries freely. A leader who is able to gather everyone for a single mission to achieve the management objectives is needed. Advantages:
After analysis of several articles and research on teamwork within an organization it shows a lot of benefits of which the principal are the synergy, the possibility of obtaining results that exceed the individuals and technological capabilities. But there are more benefits for individuals and organizations, some of which are listed below. (Butterfield, 2010 teamwork and team building. Singage learning) Teamwork allows individuals to develop and ameliorate many of their skills and get job satisfaction. As a matter of fact teamwork helps individuals to fulfil their social needs and keep them motivated and involved due to the possibility for them to share their ideas, expess...
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