Teamwork is regarded as a central strategy for ensuring flexibility and effective performance in many organisations. Critically discuss the practical difficulties of ensuring the benefits of teamwork are achieved.
This paper is provided to show the practical difficulties to ensure the effective teamwork. Whilst the world is gradually modernising with an increasing advancement in technology, the business environment is constantly changing. Thus, in order for the company to gain competitive advantages in the constant changing business environment, they need an innovation and a new idea to survive in the market. One factor that is a key for the company success is effective teamwork in the organisation. The moderate level of group cohesiveness will lead to effective teamwork. Teamwork is the ability of members in a team, which work together intensely toward a specific common vision, and performance goals. (Bloisi et al, 2007). Teamwork can provide many benefits to the company. However, in practically, there are some difficulties for the companies to achieve effective teamwork. The factors impacting the level of group cohesiveness that will be discussed are team size and team diversity. Team size is an important key success factor of teamwork. Team size can be included with either a small or a large team. The small team can be managed easily. A small team consists of two to nine members, which provides more interaction with each other, more motivation, and more contribution to the team success (Meyer et al, 2007). Moreover, it generates high level of cohesion. The task will be clearly assigned to each member. The performance of each member can be easily evaluated. Importantly, everyone in the team will collaborate to achieve the team goal. On the other hand, large team provides more innovation, creativity and specific skills to accomplish team goals. Moreover, each task can be divided and assigned to individual workers (Meyer et al, 2007). Nevertheless, either a small team or large teams also provide some difficulties mostly in large team. For the small team, the innovation will be limited with a few resources. On the other hand, in a large team, it leads to less motivation to perform and lower satisfaction (Bradner, Mark, and Hertel, 2005). Team members might feel that their efforts are not necessary to the team. The efficiency of communication is also reduced because of the difficulty to share information among members. Meyer et al (2007) stated that ‘social loafing is the tendency of individuals to put forth less effort when they work in groups than they work alone’. Social loafing often occurs in the team when the member is not loyal to the team. Furthermore, each worker has different standards on finishing the work. Some might think that they have done the jobs, but others might have seen the potential to perfection. Each worker will have different level of contribution to the team. Moreover, the workload is not distributed equally. People have to build different capability to be able to support each other. When people have to carry out a certain project, the jobs seem to be responsible by the most capable person. Others might say that they cannot do it and compromise for easy task. Tasks with most complexity will be assigned to the member who possesses superior skills. That member might feel unfair for him or herself. As a result, this situation will lead to ineffective teamwork. Therefore, the large team size might not be an appropriate size for effective teamwork because it decreases motivation and team cohesion. The small team size with appropriate number of members might be better to reduce the difficulties. However, the sufficient resources are also necessary for the team to achieve the goal. Second difficulty is the team diversity. Team diversity helps promotes sustainable development and business advantages because heterogeneous teams can create better, more innovative products and services, and generate...
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