Many organizations in the world are “using teams as a powerful business strategy” (Kricher, 2008, p. 1). Such teams have the potential to improve productivity, increase customer service, and reduce operational costs. The presence of teams in an organization increases the level of morale and fulfillment. Such teams encourage more employees to make appropriate decisions, acquire new competencies, improve their performances, and embrace more responsibilities. These practices make it easier for many organizations to achieve their potentials. Businesses should use the best drivers to create powerful teams. Managers should be ready to identify and address the barriers affecting their organizations (Delarue, Hootegem, Procter, & Burridge, 2008). This essay gives a detailed description of a team-based organization. The concepts and ideas discussed in the paper can make every organization successful.
Content and Analysis
Research on Team-Based Organizations
Teamwork is a useful concept in every firm. Team-based companies have different organizational structures depending on the targeted outcomes. Such organizations have competent teams that focus on the best objectives and goals. Teamwork in a given organization increases the level of collaboration. Some of the major characteristics of team-based organizations include “goal setting, accountability, shared vision, positive leadership, empowerment, autonomy, and trust” (Kricher, 2012, p. 1). The concept of collaboration is common in every team-based organization. Members of the same team focus on the targeted goals or objectives. Such employees also exchange their views to achieve the targeted outcomes. This format makes it easier for many workers to achieve their potentials.
Managers should use powerful strategies to develop successful teams. Organizational leaders should train their employees and encourage them to form new teams. They should promote certain practices such as collaboration, innovation, and communication. Organizations should support their teams through continued decision-making and collaboration (DuBrin, 2013). Open communication makes it possible for the targeted organization to acquire the best goals. A team-based structure in an organization produces the best practices and values.
Motivating Others through Recognition
Successful business organizations promote the best relationships between different coworkers. Kricher (2012) believes that “intentional recognition produces new aspects such as accountability, team-relationship, motivation, and confidence” (p. 4). Every employee wants to be supported and praised. Managers should always recognize the actions and performances of their employees. The decision to empower and motivate different workers increases the level of productivity. The targeted workers will focus on the best organizational goals. They will also empower their workmates and promote the concept of teamwork.
Managers should ensure their employees are engaged and motivated. They should be empowered and praised after achieving the targeted goals. Recognition also encourages more employees to work as teams. This practice improves the level of peer accountability. The recognition technique should focus on the best organizational outcomes. For instance, every employee should be part of the targeted vision. Employees “should be aware of the performances and achievements rewarded by the company” (Delarue et al., 2008, p. 142). Managers should interact, recognize, and mentor their workers. This practice will improve the level of interaction. Every worker will feel appreciated and energized. The approach will also encourage more workers to form new teams. Such teams will focus on the best organizational goals. Managers should ensure their employees understand the targeted goals. They should also empower their teams using the best incentives and recognition techniques.
Business leaders should create powerful teams that can support the targeted long-term outcomes. The first approach towards having successful teams is having competent leaders. These leaders should value, empower, mentor, and support their team members. Such members should also be rewarded using the best strategies. The decision-making process should focus on the needs of different team members. Leaders should reward their workers using the best incentives. Team leaders should communicate effectively with different employees (Delarue et al., 2008). Competent team leaders are usually strong. They possess powerful competencies and skills. They always empower their teammates in order to get the best goals.
Teams should be aware of the targeted goals. The team should be ready to embrace new changes depending on the targeted goals. Organizational leaders should allow their teams to function independently. The approach will ensure every team focuses on the targeted business objectives. The members of the team should also be recognized to support the targeted goals (Delarue et al., 2008). These recommendations can make it easier for many teams to achieve their long-term business outcomes.
The success of every organization depends on the skills and goals of the manager. Team-based organizations have the potential to achieve their profits within the shortest time possible. Managers and team leaders should motivate their employees through continued recognition (DuBrin, 2013). They should use their skills to mentor and support the needs of their employees. Every team should get the best organizational support. This practice will ensure the team achieves its long-term goals. Managers and business leaders should use the best skills in order to make their teams successful. The above discussions and recommendations will make many teams successful. Managers should, therefore, produce team-based organizations in an attempt to achieve their potentials.
Delarue, A., Hootegem, G., Procter, S., & Burridge, M. (2008). Team-working and Organizational Performance: A Review of Survey-Based Research. International Journal of Management Reviews, 10(2), 127-148.
DuBrin, A. (2013). Leadership: Research Findings, Practice, and Skills. Boston, MA: South-Western Cengage Learning.
Kricher, L. (2012). Best Practices of Team-Based Organizations. Development Dimensions International, 1(1), 1-8.