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Groups and teams

Groups and teams form an integral part of workplace. But there are slight differences between teams and groups in the real world applications. Nowadays many corporate courses in USA emphasize upon team building, not group making. Teams for instance comprise of more cross – cultural, diverse and inter heterogeneous members who work towards attaining a certain goal. It is much easier to create to make groups which can be formed formally and informally outside or inside workplace. But teams are sorts of the formal groups which are deliberately formed with commonality of purpose.

The success of team depends upon the final results as well as the process. For instance Soccer and cricket teams are good examples of teams. Their goal is to play for their nations which can be acquired after a healthy co-existence and creative synergy. Besides, the role of the torch-bearer or leader really matters – to whom all the group members are accountable. He is the one who has the responsibility to channelize differences by utilizing various potentials in the form of creative synergy for organizational effectiveness.

Besides, since team members are very diverse and contribute through a variety of their individual potentials for cohesive results – absence of

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any team member can really impede the ream work. Therefore, team building is a difficult activity which takes long time and may take even years whereas, group building takes just few minutes. Any corporation’s success and effectiveness depends upon its ability to clinch diversity and appreciate the benefits. (Greenberg 2004) When organizations seriously evaluate their workplace diversity issues, build up and practice diversity plans, numerous benefits are acquired some of which are discussed below:

Enhanced Compatibility: Organizations deploying diverse personnel can provide variety of solutions to issues and prospects related to external sourcing, and distribution of resources etc. labor force belonging to different ethnic backgrounds bring their unique talents, skills and experiences recommending their thoughts that are elastic in adjusting to changing markets and consumer demands. Increased service domain: A diverse assortment of expertise and knowledge (e. g. foods, music, languages and other cultural considerations) permits a company to offer services to clientele on worldwide basis.

Multiplicity of perspectives: A diverse staff brings in new ideas and feels contented to keep sharing them. And the company can have a large pool of ideas which can be drawn at times of need to cater the needs of special customers and create effective business strategies. Additional efficient implementation: Companies that promote workplace diversity inspire the entire workforce to execute their maximum potentials and stand up to their full stature. Company-extensive policies can afterward be put into practice; yielding higher output, earnings, and return on investments.

Challenges to utilize Workplace Diversity: Some of the challenges are as under: Communication: Cultural, linguistic and other barricades need to be triumph over for diversity plans to thrive. Inability to deliver key objectives may result in confusion, lack of collaboration, and low morale. Opposition to change: There are certain members of staff who resist change and are afraid to embrace the fact that the shared and cultural composition of their workplace is evolving. It is not easy to convince employees with – he “we’ve always done it this way” mentality.

Such continued mindset is mandatory to address as this may inhibit organizational progress. Conclusion: As the economy goes immensely global, our employees become ever more diverse. Organizational efficiency, effectiveness and success will depend on the capability to deal with diversity in the workplace efficiently. . Reference: Ezine Articles, Josh Greenberg (2004) Diversity in the Workplace: Benefits, Challenges and Solutions retrieved 08/05/2010 From www. EzineArticles. com/? expert=Josh_Greenberg.

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