Group and Team Formulations B. Nelson Management May 17, 2011 Marian G.

Group and Team Formulations Modern day organizations collectively formulate a team approach to work actively in accomplishing a common task or objective in meeting a goal in which each individual is held accountable. Organizations look to uncover the lapse in group and team approaches and to facilitate a reaction in managing organizational goals in which the workforce restructures its self to maximize the gravity of assignments moving forward. In attaining this goal, organizations delve into developing a more collaborative and autonomous atmosphere in realizing success in his or her approach. In this paper the subject to explain is the differences between group and team formulations while examining the importance of workplace diversity in organizations and the role team dynamics possess in the workplace. Group Formulations A group is a collection of two or more people who work with one another regularly to achieve common goals (Schermerhorn, Hunt, and Osborn, 2008, p. 1). Members of a group interact on resourceful assignments and bring new ideas to the organization but seldom have personal relationships with other members. The lack of personal relationships within a group setting limits the influence a member has on others within that group. It is important to note that groups commonly lack support in resolving problems and fashion themselves to help make suggestive decisions involving tasks under the supervision of a manager or leader. Although groups share a point of view in the decision-making process, upper management evaluates the critical factors determining the processes in reaching the groups goals. “The major disadvantage to group decision-making is the increased amount of time it takes to reach a decision. If the group is too large, the process will be much too drawn out” (Silver, 2011, para. 4). Nonetheless, groups are important in an organization to assist in completing and evaluating projects, tasks, and resolving problems in achieving the group’s common goals. Individualism is prevalent as each group member’s performance is assessed independently. Members in a group depend on themselves and are not involved in the early planning process of the group’s goals and initiatives by the organizations management therefore, the determination of progress becomes uncertain in sharing information through coordinated work efforts or objectives. To the contrary, group members providing a high degree of satisfaction regarding work product, where an assessment of performance becomes favorably known; a likely evaluation would result in promotions for each individual participant. Team Formulations A team is a small group of people with complementary skills who work actively together to achieve a common purpose for which they hold themselves collectively accountable (Schermerhorn, Hunt, and Osborn, 2008, p. 1). Each member’s encouraged to contribute to the success by offering ideas and sharing his or her knowledge, and experience to the other members in creating, developing, and performing a mutually supported goal. Collaboration of members is critical in achieving success and improves upon a greater potential performance if all members contribute equally in his or her roles in attaining the desired work within the parameters set-forth. Teamwork provides a frenzied atmosphere for its members to be more productive, creating a critical dynamic force contributing to a harmonious performance that resonates significant achievement and effort in reaching a common purpose. Teamwork merges a behavioral frame of mind in solving today’s issues and is essential in organizational settings in problem-solving goals by communicating respect among his or her team members. It is important to note that in identifying a team, the idea of a work group is relative, yet some work groups fall short in qualifying as a team. The idea of teamwork promulgates better judgment, decision making, and a sense of belonging in contributing to its conquered components of timeliness in lieu of expressed aims directed toward a unified purpose. Tasks and other objectives coordinate through this same decision-making process by assigning various roles and responsibilities in maximizing the efforts of the team. Team leaders must delicately process and coordinate improvement with an essential ability to solve problems creatively while pooling a collective wealth of resources and efforts organized by its members. This improved performance by giving accolades and credit where it is due, provides for teams to explore greater realms of personal sacrifice in accomplishing a common goal aimed at generating a collective effort. Workplace Diversity A diversified workplace is more apt to settle differences among organizational workers. “The concept of managing diversity in organizations emphasizes appreciation of differences in creating a setting where everyone feels valued and accepted” (Schermerhorn, Hunt, and Osborn, 2008, p. 27). Diversity asks the question of how a person perceives others in light of how a person perceives him or herself in discovering the eclectic mixture of differences among individuals interacting within organizational circles. The more diverse a group, the more angles there are to manage in implementing creative ideas in solving workplace issues. Diversity embraces personality, age, gender, race, ethnicity, and able-bodiedness in the workforce (Schermerhorn, Hunt, and Osborn, 2008). Diversity is simple to understand in that people should treat others the way they want to be treated yet not to the point where people see the world as gray but understand and indulge the complex nature of backgrounds and experiences while exploring the differences in realms of beliefs. By providing an array of thoughts and experiences, organizations capitalize on the unguarded talents of company employees in unearthing workplace dilemmas. Here lies an understanding of a diverse population. Workplace Diversity and Team Dynamics Diverse groups and teams all have in common the ability to position themselves strategically to improve upon the needs of organizational demands by captivating a plethora of dialogue relating to the client’s needs over a company’s lack in such profound dynamics. Diversity in terms of values and beliefs, influence a cultural theme established from an experience unbeknownst to others outside of his or her norm, thus, when team dynamics are in play the potential for enhanced participation magnifies above groups deficient in diversity. In team dynamics employees can readily benefit from an effective diverse group by the creation of potential synergy resulting in the greater sum of their individual effects or capabilities. In conclusion, consideration of improving a group and methods to increase personal relationships through management are necessary to promote a congenial environment responsible for positively influencing its members. Support and accountability should promptly come from management giving groups or teams more latitude in the early planning process. Teamwork composed of a group of confident and productive individuals all whom seek to work in unison in achieving a goal, ultimately equates to what organizations aim to achieve. Whether success is prevalent in a group or a team, organizations to be dynamic must collaborate with its members and help foster the basis to embrace the creative framework in bolstering opportunities of synergy and not impede progress. Furthermore, workplace diversity draws upon an amalgamation of participatory dialogue and variety that presents boundless organizational influences from many perspectives. Because of such, diverse teams within organizations have an advantage to outperform his or her counterparts.

References Schermerhorn, J., Hunt, J., & Osborn, R., (2008). Organizational behavior (10th ed.). Hoboken, NJ: John Wiley & Sons. Silver, F., (April 12, 2011). ehow money. The advantages and disadvantages of group decision-making. Retrieved May 17, 2011 from http://www.ehow.com/info_8212675_ advantages-disadvantages-group-decisionmaking.html