Effect Of Teamwork On Organization 5e265v

REPORT Effect of Teamwork on Organization

Submitted By: -----------------Supervisor: --------------------------------

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Contents ABSTRACT..................................................................................................................... ..............................

INTRODUCTION………………………………………………………………………………………… …………………………………………….3

LITERATURE REVIEW................................................................................................... 4

HYPOTHESIS ……………………………………………………………………………………………………………… ……………………………7

RESEARCH METHODOLOGY ……………………………………………………………………………………………………………… …….8

QUESTIONAIR ……………………………………………………………………………………………………………… …………………………9

RESULT ……………………………………………………………………………………………………………… ……………………………………9

DISCUSSION ……………………………………………………………………………………………………………… ………………………….10

CONCLUSION ……………………………………………………………………………………………………………… ………………………..10

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RECOMMENDATION ……………………………………………………………………………………………………………… ……………..10

REFERENCES ……………………………………………………………………………………………………………… ………………………….11

Abstract This research study analyzes the effect of teamwork on organizational performance. There is clear evidence that teamwork performance are positively related with employee performance. I am using ‘questionnaire’ technique to

collect data of impact of teamwork on organizational performance because large amounts of information can be collected from a large number of people in a short period of time and in a relatively cost effective way. The questionnaire items of this research study were taken from the Teamwork Effectiveness Self-Assessment Questionnaire by Hinda K. Sterling and Herbert L. Selesnick. Likert questions format can be used because it can help to determine how strongly your respondents agree to a particular statement. Such type of questions also help you assess how team work can impact the organizational performance. The result of the study shows that there is a significant positive impact of predictors on the response variable. The study recommends that to adapt teamwork activities in order to enhance the organizational performance. Keywords: Teamwork, Organizational performance.

Introduction The process of working collaboratively with a group of people in order to achieve a goal is called teamwork. Teamwork is often a crucial part of a business, as it is often necessary for colleagues to work well together, trying their best in any circumstance. Teamwork

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means that people will try to cooperate, using their individual skills and providing constructive , despite any personal conflict between individuals. Teams can expand the outputs of individuals through collaboration. Employees who are working in teams become the standard for the organization (Alie, Beam & Carey, 1998). Recent study shows that employee working within the team can produce more output as compared to individual (Jones, Richard, Paul, Sloane & Peter, 2007). The effects of teamwork on organization is that they can increased efficiency, the ability to focus different minds on the same problem, and mutual . When a team works well together as a unit they are able to accomplish more than the individual can do alone. Teamwork creates higher quality outcomes that are more efficient, thoughtful, and effective, as well as faster. Individuals benefit from teamwork through mutual and a great sense of accomplishment. The formation of teams is most appropriate for tasks that are difficult, complex and important. These types of tasks are often beyond the skills and abilities of any single individual. However, the formation of a team to complete such tasks does not guarantee success. Rather, the proper implementation of teams is positively related to both member satisfaction and increased effectiveness. Organizations who want to receive the benefits afforded by teams need to carefully consider how teams are built and implemented. Often, teams are created without providing any training to develop the skills necessary to perform well in a team setting. This is critical, because teamwork can be cognitively and interpersonally demanding. Even when a team consists of talented individuals, these individuals must learn to coordinate their actions and develop functional interpersonal interactions. So teams are more likely to be successful when they are fully ed by the organization.

Literature Review Teamwork is basically a critical part of a business, as it is often necessary for to work well together, trying their best in any circumstance using their individual skills and providing constructive , despite any personal conflict between individuals. Our reasoning for choosing this topics is that we can determine the effect of teamwork on employee performance. This research can be measure the positively or negatively effect of teamwork as well as the communication and commitment in organization. It is very important to have a teamwork that can perform successfully all tasks. When the teams can better perform their tasks, the individual performance also increases which resulted the increases in the performance or productivity outcomes of the organization. So we can carrying out a critical examination of 4

this literature examining the links between team working and performance. According to Jones et al (2007) Team’s enables people to cooperate, enhance individual skills and provide constructive without any conflict between individuals. Teamwork is an important factor for smooth functioning of an organization. Most of the organizational activities become complex due to advancement in technology therefore teamwork is a major focus of many organizations. Organizations which emphasize more on teams have results in increased employee performance, greater productivity and better problem solving at work (Cohen & Bailey, 1999). Bacon and Blyton (2006) research concluded that there are two important factors in teamwork i.e. selfmanagement team and interpersonal team skills. These factors enhance the communication as well as interpersonal relationship between team and also boost the employee performances. According to Ingram (2000) teamwork is a strategy that has a potential to improve the performance of individuals and organizations, but it needs to be nurtured over time. Organizations need to look at strategies for improving performance in the light of increasingly competitive environments. Top managers need to have the vision to introduce teamwork activities within the organizations, the sensitivity to nourish it and the courage to permit teams to play an important part in decision making. Conti and Kleiner (2003) reported that teams will create a high performance organization that is flexible, efficient and most importantly, profitable. This research study intends to analyze whether private hospitals have took up certain special measures for teamwork coming between groups and whether such measures have turned out in to positive employees undertaking to do toward their organizations. According to Steve Jaros, (2007) the part of having desired effect teamwork is full of danger to the achievement of any industry. The positive effects of tendency to produce teamwork can energize a complete organization, just as the not effects of a feeble amount of teamwork can person without normal use of body an organization. A most important part of to working well teamwork is pulling to self and keeping the right team . According to BOYACI, (1996) the communication is the most important factor in teamwork for achieving the organization goals which can defined communication in workgroup is the exchange of an information, thought and feeling between individuals of groups, in other words, communication plays a deep part in balancing person and to do with organization ends. Commitment to do has been widely had a look for because it has an effect on one only's mind-sets and behaviors in the direction of the place of work. According to Meyer & Herscovitch,(2001) theory experts s that commitment to do comes to a decision 5

about behavior autonomously of other ends or behaviors it might force to the line of acting or behaviors even if reasons are in get opposite with their behaviors. Thus the events, commitment to do can straight to people to do in ways that, from the view of with an open mind persons making observation, on the other hand they might be in comparison to their own self-interest. A positive relationship between teamwork and operational performance is found in a number of studies. In this article a textile manufacturer, Hamilton et al. (2003) found that team-sewing increased productivity Team who work effectively with one another have the capacity for increased productivity. Successful teams comprise who have an understanding of their own roles in the group and an understanding of the responsibilities of their teammates as well. Working in a collaborative fashion, effective teams have the ability to agree on strategic plans, divide work equitably and work together to develop new ideas and concepts. According to Cohen et al. (1996), a form of work organization incorporating teams and strong employee involvement had a significant impact on both quality and efficiency. Reducing the number of management layers, working with flexible job descriptions and the introduction of team working were all positively associated with different operational outcomes in the study of Bacon and Blyton (2000). Appelbaum (1995) and Elmuti (1997) found that the job design characteristics associated with self-managed team’s significantly improve job satisfaction and organizational commitment. Hamilton et al. (2006) found that teams typically outperform individuals when tasks require multiple skills, judgment, and experience. Teams are a better way to utilize individual employee talents because they can perform the task in which they are specialized. According to me I think that teamwork can improve by identifying the common goals the team is trying to achieve. The team should always be striving toward a shared vision or common goals that brings them together as a unit. Develop a system that provides clear, concise direction and also offer reward based on the team performance. To make sure that everyone on the team has a chance to participate. Each member should have a voice. of the team make high quality decisions together and have the and commitment of the group to carry out the decisions made.

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Independent variable

Dependent variable

Team Work

Organizational Performance

Hypothesis I can originate that the teamwork has a substantial positive effect on organizational performance. Teamwork was found to be the most significant independent variable having solid relationship with the dependent variable of organizational performance. Teamwork programs were exposed to have a positive coming together with force on the organization operation which takes benefits in of greater volume produced, got better to do with organization doing a play in competition better chances and increased product quality and amount. Employers may be able to improve their organization performance by increasing the size of teamwork and taking action to raise the performance level of the individual. Teamwork could certify that skills were better utilized. The result of the research study clearly evidenced that there is strong and positive relationship between independent variable (teamwork) and dependent variable (organizational performance) and teamwork has a significant positive effect on organizational performance. According to (Cohen & Bailey, 1999) Organizations emphasize more on teams which results in increased organization performance, greater productivity and better problem solving at work. Teamwork is an important tool of new type of work organization. Teamwork is a clear-cut organizational measure that shows many different features in all type of organizations (Mulik, 2010). According to (Ingram, 2000) teamwork is a strategy that has a potential to improve the performance of individuals and organizations, but it needs to be ed over time. 7

Organizations need to look at strategies for improving performance in the light of increasingly competitive environments. Conti and Kleiner (2003) stated that teams offer greater participation, challenges and feelings of accomplishment. Organizations with teams will attract and retain the best people. This in turn will create a high performance organization that is flexible, efficient and most importantly, profitable. According to (Boyaci,1996) the communication is the most important factor in teamwork for achieving the organization goals which can defined communication in workgroup is the exchange of an information, thought and feeling between individuals of groups. , Hamilton et al. (2003) found that team-sewing increased productivity Team who work effectively with one another have the capacity for increased productivity. There is a one independent variable which is teamwork and one dependent variable which is organizational performance. There is a strong and positive relationship of teamwork with organizational performance. When there is a high involvement of teamwork, the speed of employee performance also increases that reduce the costs and a result is growing organizational performance. And when there is a low involvement of teamwork, the speed of employee performance decreases that increases the costs and a result is declines in organizational performance. H0: Teamwork has no significant effect on organizational performance. H1: Teamwork has significant positive effect on organizational performance.

Research Methodology Data collection is the process of gathering and measuring information on targeted variables in an established systematic fashion, which then enables one to answer relevant questions and evaluate outcomes. There are different methods through which data can be collected:     

Observational research. Focus group. Survey research. Experimental research. Questionnaire.

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Observational Research is a type of correlational research in which a researcher observes ongoing behavior. Focus group is the small number of people usually between 4 and 15 brought together with a to focus on a specific product or topic. In survey research, the researcher selects a sample of respondents from a population and isters a standardized questionnaire to them. The questionnaire, or survey, can be a written document that is completed by the person being surveyed, an online questionnaire, a face-to-face interview, or a telephone interview. In experimental research, the researcher manipulates one variable, and control/randomizes the rest of the variable. A questionnaire is a research instrument consisting of a series of questions and other prompts for the purpose of gathering information from respondents. There are different types of questionnaires format : Open format questions, Closed format questions, Leading questions, Importance questions, Likert questions, Dichotomous questions, Bipolar questions, Rating scale questions, Buying propensity questions.

Questionnaire I am using ‘questionnaire’ technique to collect data of impact of teamwork on organizational performance because large amounts of information can be collected from a large number of people in a short period of time and in a relatively cost effective way. is generally anonymous, which encourages openness and honesty. The questionnaire items of this research study were taken from the Teamwork Effectiveness Self-Assessment Questionnaire by Hinda K. Sterling and Herbert L. Selesnick. Likert questions format can be used because it can help to determine how strongly your respondents agree to a particular statement. Such type of questions also help you assess how team work can impact the organizational performance. The reliability and validity of the questionnaire items were re-examined and found to be good. The questionnaire consists of 2 parts with section “A” and section “B”. Section “A” consisted of item seeking demographic data such as age, gender. Section “B” consists of the items, which collect information about the teamwork which is independent variable and its effects on employee performance which is dependent variable. Section “B” of the questionnaire measured on five point Likert scale ranging from (1=strongly disagree to 5=strongly agree).

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This study found that there is a direct and positive relationship between team work and organizational performance. It is very important to have a teamwork that can perform successfully all tasks. When a team works well together as a unit they are able to accomplish more than the individual can do alone. Teamwork creates higher quality outcomes that are more efficient, thoughtful, and effective, as well as faster. Every individual is different and has some qualities. One can always benefit something or the other from his team which would help him in the long run. In a team, the other team can perform and manage the work in the absence of any member and hence work is not affected much. When the teams can better perform their tasks, the individual performance also increases which resulted the increases in the performance or productivity outcomes of the organization.

Discussion and Conclusion Discussion This study examines the relationship of teamwork with organizational performance. For obtaining data, questionnaire techniques can be used. The result of hypothesis one is consistent with previous study of (Cohen & Manion, 1999; Frobel & Marchington, 2005) which stated that those organizations which focus more on teams have results in increased employee performance and greater productivity. The first hypothesis is null hypothesis that states that there is no relationship of teamwork with organizational performance. Teamwork has no significant effect on organizational performance. The second hypothesis is alternate hypothesis that states that there is strong relationship of teamwork with organizational performance. Teamwork has significant positive effect on organizational performance. Conclusion The research study found that teamwork has a significant positive effect on organizational performance. The significantly strong relationship between set of one independent variables namely teamwork, and one dependent variable that is organizational performance. . Overall, the results revealed that teamwork and organizational performance were positively 10

correlated. Teamwork found to be of significant importance if properly implemented. Moreover, Teamwork programs were found to have a positive impact on the organizatioal performance which brings benefits in of higher productivity, better organizational performance, competitive advantage and increased product quality and quantity.

Recommendation The research study strongly suggests that the teamwork activities must exists in the organizational environment. In this way organizational performance can be enhanced. The teamwork can improve by identifying the common goals the team is trying to achieve. The team should always be striving toward a shared vision or common goals that brings them together as a unit. Develop a system that provides clear, concise direction and also offer reward based on the team performance. To make sure that everyone on the team has a chance to participate. Each member should have a voice. of the team make high quality decisions together and have the and commitment of the group to carry out the decisions made

References Alie, R.E., Beam, H., and Carey, T.A. (1998). The use of teams in an undergraduate management program. Journal of Management Education, 22(6), 707-19. Jones, A., Richard, B., Paul, D., Sloane K., and Peter, F. (2007). Effectiveness of teambuilding in organization. Journal of Management, 5(3), 35-37 Cohen, S.G., and Bailey, D.E. (1999). What makes teams work: group effectiveness research from the shop floor to the executive suite. Journal of Management, 23(3), 239-90. Bacon, N., and Blyton, P. (2006). Union co-operation in a context of job insecurity: Negotiated outcomes from team working. British Journal of Industrial Relations, 44(2), 215-23 Ingram, H. (2000). Linking teamwork with performance. Journal of Team Performance Management, 2(4), 5-10. Conti, B., and Kleiner, B. (2003). How to increase teamwork in organizations. Journal of Quality, 5(1), 26-29

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Bunch, K. J. (2007). Training Failure as a Consequence of Organizational Culture. Human Resource Development Review Balfour, D. L., & Wechsler, B. (1996). Organizational commitment: Antecedents and outcomes in public organizations. Public Productivity & Management Review , 256-277. Barnett, R. C., & Hall, D. T. (2001). How to Use Reduced Hours To Win the War for Talent. Organizational Dynamics, , 192-210. Hamilton, B.H., Nickerson, J.A. and Owan, H. (2003). Team incentives and worker heterogeneity: an empirical analysis of the impact of teams on productivity and participation. Journal of Political Economy, 111, 465–497. *Cohen, S.G., Ledford, G.E. and Spreitzer, G.M. (1996). A predictive model of self-managing work team effectiveness. Human Relations, 49, 643–676. Bacon, N. and Blyton, P. (2000). High road and low road teamworking: perceptions of management rationales and organizational and human resource outcomes. Human Relations, 53, 1425–1458. Batt, R. and Appelbaum, E. (1995). Worker participation in diverse settings: does the form affect the outcome and if so, who benefits? British Journal of Industrial relations, 33, 353–378. Elmuti, D. (1997). The perceived impact of teambased management systems on organizational effectiveness. Team Performance Management, 3(3), 179–192.

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