Teamwork for the 21st Century

If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on Teamwork for the 21st Century. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality Teamwork for the 21st Century paper right on time.

Our staff of freelance writers includes over 120 experts proficient in Teamwork for the 21st Century, therefore you can rest assured that your assignment will be handled by only top rated specialists. Order your Teamwork for the 21st Century paper at affordable prices!

In 1st century, many organizations are tend to be decentralized, team and teamwork are become popular terms in management circles, in today¡¯s environment, teams promise to be a cornerstone of progressive management for the foreseeable future. A lot of cases show that more and more organization trying to narrow job titles and encourage employees working together to become a effective and efficiently team. According to management expert Peter Drucker, tomorrow¡¯s organizations will be flatter, information based, and organized around teams. (Kreitner & Kinicki, 001)

According to Katzenbach & Smith (1, p.14), a work group become a team when

1. Leadership becomes a shared activity.

. Accountability shifts from strictly individual to both individual and collective.Cheap custom writing service can write essays on Teamwork for the 21st Century

. The group develops its own purpose or mission

4. Problem solving becomes a way of life, not a part-time activity

5. Effectiveness is measured by the group¡¯s collective outcomes and products

A group of people working together become a team is required team member have sufficient knowledge, experience, ability to contribute in a team, leadership, top-management support, interpersonal communication skills, and so on. Katzenbach & Smith also stat ¡° the essence of a team is common commitment. Without it, groups perform as individuals; with it, they become a powerful unit of collective performance.

4 types of Work teams

There are including (1) advice, () production, () project and (4) action. Each types of work teams depends on their tasks, for example action work team, such as football team, high specialization is combine with high coordination, include player, backup, coach, physicians, and managers. But these four ways of work teams can changed, not static, depends on the tasks, for example, football player also can be the advice team when they discuss the strategy for next matches with their coacher.

Work team effectiveness

To evaluate the work team effectiveness, two most important factors is the team performance which include the team output meets users¡¯ expectation and viability which include team members are satisfied the experience working together and willing to continue contributing to team effort. Also, effective teams have similar characteristics those include clear purpose, informality, participation, listening and so on.

The three most important factors can cause whether teamwork effective or not are cooperation, trust and cohesiveness. Team members are required to cooperate with other team members rather than compete them, according to Kohn, ¡°success often depends on sharing resources efficiently, and this is nearly impossible when people have to work against one another¡­ competition makes people suspicious and hostile toward one another and actively discourage this process.¡± (18, pp.7-8) Trust is between both teammates and the top-management, trust can be create by communication, support, respect, fairness, predictability and competence. Cohesiveness includes members¡¯ socio-emotional and instrumental cohesiveness. Socio-emotional cohesiveness is individuals derive emotional satisfaction from group participation, and instrumental cohesiveness is when members think them should working because they believe they could not achieve the group¡¯s goal by acting separately. An effective team should balance the socio-emotional and instrumental cohesiveness.

Virtual team

Today technology allows peoples being a member of work team by using Internet, email, video and audio equipment to working together, whether you from different locations, different organization even different time zone. Virtual teams are base on tasks, the benefits of virtual team is include flexible, timing saving for travel, and so on, but some argue is virtual team member lack face-to-face communication, this can cause reduce the team effectiveness because both members are lack trust communication and accountability with others. Virtual team can not replace the tradition factors that includes top-management support, effective leadership, and well designed time schedules.

Self-managed teams

Self-managed teams should be prepared to undergo revolutionary changes in management philosophy, structure, staffing and training practices and reward systems. Still have many managers strongly resist giving up the reins of power to people they view as subordinates, they see self-managed teams as a threat to their job security, therefore, self-managed teams need top-management support those include sufficient funds, autonomy, directly report to senior management. Employees in self-managed teams tend to act as their supervisor, such as planning, scheduling, monitoring and staffing. An effective self-managed teams can increase productivity, have good attitude, while training cost for self-managed teams can be very expensive.

Team building

For greater cooperation, better communication, and less dysfunctional conflict, team building include interpersonal trust exercises, conflict-handing role-play sessions and interactive games. And according to Wheelan, Murphy, Tsumura and Kline, the following eight attributes of high performance teams include

1. Participative leadership. Creating interdependency by empowering, freeing up, and serving other.

. Shared responsibility. Establishing an environment in which all team members feel as responsible as the manager for the performance of the work unit.

. Aligned on purpose.

4. High degree of communication.

5. Future focused. Seeing change as an opportunity for growth.

6. Focused on task. Keeping meeting focus on results.

7. Creative talents. Applying individual talent and creativity.

8. Rapid response. Identifying and acting on opportunity.

Anonymous, 000, Clues for helping communicate corporate culture to employees, Business First, American City Business Journals Inc, available online http//louisville.bcentral.com/louisville/stories/000/10/0/focus.html

Dodgson, P, G & Wood, J, V, 18, ¡° Self-esteem and the Cognitive Accessibility of Strenghts and Weakness after Failure,¡± Journal of Personality and Social Psychology, July 18, pp 178-7

Edwards, O, ¡°Inflammation High-Way,¡± Forbes, February 6, p. 10

Jaasma, M, A, & Koper, R, J, 1, ¡°The Relationship of Student-Faculty Out-of-Class Communication to Instructor Immediacy and Trust and to student Motivation,¡± Communication Education, January 1, pp.41-47

Kreitner, R & Kinicki, A, (001), Organizational Behavior, 5th ed. Irwin McGraw-Hill, Singapore pp.106, 10

Katzenbach, J, R & Smith, D, K, The Wisdom Of Teams Creating the High-Performance Organization (New York HarperBusiness, 1). P. 14

Kohn, A, ¡°How to Succeed without Even Vying,¡± Psychology Today, Sep. 16, pp.7-8

Mcfarlin, D, (001), The Leading Edge Corporate culture can drive, hinder success, Dayton Business Journal, February 5, 001 available online http//www.dayton.bcentral.com/dayton/stories/001/0/05/smallb.html

Schlenker, B, R, Weigold, M, F & Hallam, J, R, (10), ¡°Self-Serving Attributions in Social Context Effects of Self-Esteem and Social Pressure,¡± Journal of Personality and Social Psychology, May 10, pp 855-6

Stein, J, A, Newcomb, M, D & Bentler, P, M, 10, ¡°The Relative Influence on Vocational Behavior and Family Involvement on Self-Esteem¡± Longitudinal Analysis of Young Adult Woman and Man,¡± Journal of Vocational Behavior, June 10, pp.0-8

Raudsepp, E, (185), ¡°Are You Properly Assertive?¡± Supervision, June 1, pp17-18,

Wheelan, S, A, Murphy, D, Tsumura, E, & Kline, S, F, ¡°Member Perceptions of Internal Group Dynamic & Productivity,¡± Small Group Research, June, 18, pp.71-

V Gecas, ¡°The self-concept,¡± Annual Review of Sociology, eds R H Turner and J F Short, Jr (Palo Alto, CA Annual Reviews Inc., 18), vol.8 p .

Please note that this sample paper on Teamwork for the 21st Century is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Teamwork for the 21st Century, we are here to assist you. Your cheap custom college paper on Teamwork for the 21st Century will be written from scratch, so you do not have to worry about its originality.

Order your authentic assignment and you will be amazed at how easy it is to complete a quality custom paper within the shortest time possible!