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Pros and cons of collaboration in the workplace


Collaboration is a situation where two or more people work together toward a common goal. For the collaboration to be effective it ought to involve persons with true commitment to achieving a goal and to successfully completing a project. Furthermore the persons should be ready to share equally the consequences of both successes and failures of the shared risk. Collaboration can also be called teamwork; however, teams may be more formal, isolated to a particular location, and may be comprised of members who specialize in different aspects of a project.


The importance of collaboration is to assist in decreasing the labor associated with a project, exposing the collaborator to the knowledge and experiences , and help one to learn how to accommodate different personalities. In accordance with Lindeke and  Sieckert on American Nurses Association journal in 2005, one important concept that the health care system brings with it is ‘Nurse-physician collaboration’ which forms the baseline to improving patient care and creating satisfying work roles. Collaboration is common in the working world today as people are realizing it value in project development. This paper addresses the benefits and failures of collaboration, which are largely determined by individual’s definition of  “collaboration.” It is

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the underlying personality differences that matters

Collaboration and teamwork require individual members to be responsible for their portion of the project at hand. Knowing how to work well with others is an important lesson in all areas of study or workplace environments. Collaboration involves many related areas first is where contents and ideas are shared, secondly the methods and processes, thirdly personalities and interpersonal aspects and lastly is the dynamics which involves monitoring social aspects and solving conflicts

Good collaborators

Effective collaborators critically asses and do their work in a honest and kind manner, secondly they commit to their projects and group goals, thirdly they posses a ‘can-do’ attitude, fourthly they laugh and have some sense of humor when under stress, keeping an open mind and acting responsibly and lastly they meet deadlines. These characteristics are what bring about shared success. Shared success is gotten when collaborators are Non-confrontational. They avoid by ignoring or passing over conflict issues. Successful collaboration is accommodative because it denies issues to be a problem by enhancing agreement, it does not compromise non-assertive behaviors but bring about aggressiveness and cooperation sometimes at the expense of personal goals.

Winning comes with good collaboration because for success, it is important that all parties achieve basic goals and maintain good relationships. This can be achieved by appreciating and recognizing legitimacy and importance of all the parties involved in respect for mutual support. Each individual needs the others support as Lindeke and Sieckert state that: “Each health care profession has information the other needs to possess in order to practice successfully” in the American Nurses Association journal.

Poor collaborators

On the other hand these ones asses their view point in a forceful and offensive manner, Secondly they put their self-interest first rather than group-interest, thirdly they posses a negative attitude towards their work and will work powerlessly and in a defeated whiny manner especially under stress, fifthly they believe and stick to their own thought all the time and lastly they will not meet deadlines leading to shared failures. These failures are the conflict that hinders the completion of a task and/or disrupts team chemistry and resolving them can sometimes be tricky, and not all conflict can be resolved. The conflicts include Affective conflict that deals with emotional and personal disagreements and leads to misunderstandings and distrust. It is often attributed to personality differences because of dissimilar communication styles and can disrupt decision-making. Secondly is the Procedural conflict , which involves disagreements over project management and how the group should be run, including matters such as delegating tasks, deciding on deadlines, and scheduling meetings and can disrupt group functionality. Lastly is the Substantive conflict, which concerns disagreement over rhetorical elements/matters such as content, organization, written expression, illustrations, and format.

Failures can  enhance decision making and improve the quality of the final document but may also lead to half-baked tasks. socialization  differences make collaboration difficult, but not impossible. Planned, strategically sequenced, educational experiences can shape attitudes and build communication skills of those new to their professions. (Lindeke and  Sieckert, 2005)


In summary conflict resolution style should include avoidance, accommodating others, always inclining to the winning side, compromising and problem solving. A certain degree of teamwork is needed for any conflict resolutions. A collaborative team is one that sits down as a group to make decisions, generates new ideas, divide responsibilities, and solve conflict. For a successful collaboration individuals must always put team-interest before self-interest.

Work cited:

Lindeke, L. & Sieckert, A. (2005, 31 January). “Nurse-Physician Workplace Collaboration”. Online Journal of Issues in Nursing. Vol. #10 No. #1, Manuscript 4. Retrieved on 19th July 2008 from:


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