High Performing Team Work Analysis
According to Kumar R. & James (2015), there is no standard definition of teamwork, as several concepts and ideas differ in their view and analysis of what teamwork actually means. Indeed, as the author reiterates, teamwork is defined by a joint task which requires interdependent work, successive, and collaborative action between different groups of people. Moreover, as authors Gallie, Zhou, Felstead & Green (2010) reiterate, there are certain underlying conditions for teamwork which include: having a real and credible team with the right and definable and stable membership, as well as the right team size. Surveys are one of the best ways of identifying and evaluating the level of teamwork among employees in an organization (Colenso, 2012).
Analysis of questions
The questions in the High Performing Work Teams Survey were classified into seven different themes: mission, goals, roles, procedures, relationships, effectiveness, and satisfaction. They are a set of 31 questions which attempt to deduce, understand, and evaluate different aspects of teamwork, and how these relate to performance within the organization.
The survey maps the issue of teamwork, as shown throughout questions in the survey. First, it identifies how teamwork can contribute to the achievement of the mission and goals of the organization. For instance, in the Missions category, the question ‘Team members agree on the major work functions that our team is to perform.’ attempts to analyze the level of coordination and cooperation among teams, as this is a reliable indicator of the level of teamwork among employees in an organization. In the relationship category, the question ‘Team members solicit ideas and help from me.’ Assesses the employees’ willingness and ability to work together, and help one another with work and ideas.
The survey also proceeds to focus on specific aspects of teamwork. Besides evaluating the overall preference of teamwork, the survey attempts to examine the prevalence of particular forms of teamwork. The questions in the survey assess whether teamwork grants worker greater job satisfaction levels and more autonomy at work. For instance, in question 31, the satisfaction category ‘I am satisfied with my job and responsibilities on this team’ This question aims to gauge employee satisfaction levels with their jobs, and whether they believed they were qualified to meet their responsibilities.
The survey has evaluated the aspect of team roles in teamwork. As pointed out above, one of the necessary prerequisites for successful teamwork is the establishment and determination of the correct roles among team members. As some of the questions point out, in the team, there are certain questions which focus on filling the work task, while others which emphasize on maintaining optimal interpersonal relationships within the organization. For instance, in the Missions category, question 5 ‘Team members agree on the major work functions that our team is to perform.’ The question analyzes different team roles that employees have in the organization and how the team can execute their mandates.
Trends
The survey has also identified some of the growing trends in teamwork and group work, that likely affect the performance and satisfaction of employees within an organization. These are:
A growing number of communication tools in the organization. The survey has highlighted the increasingly important role of communication, including newer forms and tools for communication. For instance, in the Procedures category, question 17 ‘we have a procedure for providing feedback directly to the team members.’ This indicates an organization where communication is streamlined, possibly where there is a special integrated software platform for communication, more so for large organizations. Moreover, for the same category, the question ‘agendas are distributed before each team meeting’ indicates a growing trend for organizations to coordinate, and streamline their communication processes, adding onto the efficiency of the organization.
Another growing trend, as highlighted through the survey, is that personal growth and development has become more emphasized in organizations. Before personal needs and individual employee considerations were largely ignored. As pointed out in the relationships category, question 21 “I am encouraged to express my ideas even when they disagree with the majority.” The question highlights the importance of self-expression and individual considerations even when it is not in agreement with the rest of the employees. In the same category, question 23 “Team members listen to me even when they disagree with me.” The question highlights the growing importance and acknowledgement of others’ ideas even when we don’t always agree with the ideas. The question has also revealed the increasing issue of empathy, equality and ethical consideration for all employees. As deduced in this instance, all employees are increasingly being considered equal regardless of their roles or positions in the organization.
Furthermore, a growing trend, as highlighted in the survey is the growing concepts of teams being based on consensus rather than teams being established by the management of the organization, as happened before. Many employees and team members are increasingly having an active role in choosing their work set-ups, and environments, including their fellow team members. This is a new concept, as opposed to whence, the management would make the sole decision on teams.
Key Lessons
One of the most important lessons, as highlighted in the survey, is the importance and relevance of teamwork in today’s organization set up. First, teamwork is essential because it creates a work atmosphere which encourages friendship and loyalty (Cook, 2009). In the present day workplace, these are two critical ingredients of success and increased harmony in the workplace. Therefore, by fostering the right work atmosphere, the organization is set to harness the talents of its employees and grow as a result.
Another critical lesson highlighted from the survey is the increased need for coordination, and support, as a crucial ingredient of success in the organization. More than ever, employees need to work together, coordinate harmoniously, and collaborate where possible to achieve the best results (“Team Goals and Job Design,” n.d.). Indeed, in the modern work environment, it is difficult to accomplish any significant task without the help and support of others.
Conclusions
The High Performing Work Teams Survey is an instrumental tool for assessing, reviewing and evaluating teamwork within the organization. As it has been highlighted above, teamwork is crucial for the development and growth of the organization. It is therefore prudent for many organizations to focus on teamwork capabilities in their organization, and one way to achieve this is through surveys.
References
Colenso, M. (2012). High Performing Teams In Brief. Taylor & Francis.
Cook, S. (2009). Building a High-Performance Team: Proven Techniques for Effective Team Working (5th ed.). IT Governance.
Figure 2.31. The use of high-performing work practices is around average. (n.d.).
Gallie, D., Zhou, Y., Felstead, A., & Green, F. (2010). Teamwork, Skill Development and
Employee Welfare. British Journal of Industrial Relations, 50(1), 23-46. Doi: Kumar, R., R., & James, R. (2015). Is Teamwork Effective in Work Place? An Analysis of
Team Work Environment in the Banking Sector, Sultanate of Oman. International Business Research, 8(3). Doi: 10.5539/ibr.v8n3p173
10.1111/j.1467-8543.2010.00787.x
Team Goals and Job Design. (n.d.). High-Performing Self-Managed Work Teams: A Comparison of Theory to Practice, 245-255.