Individual Work Versus Team Work - 1731 Words

INDIVIDUAL WORK VERSUS TEAM WORK Virtually every working person I’ve ever come across believes in teamwork. At least they say they do. Sadly, a scarce few of them make teamwork a reality in their organizations; in fact, they often end up creating environments where political infighting and departmental serenity are the norm. And yet they continue to flaunt their belief in teamwork, as if that alone will somehow make it magically appear. I think that only a small minority of companies truly understand and embrace teamwork, even though, more than one in three of the Fortune 500 publicly declares it to be a core value. â€Å"I would like to start by asking a question – What is a TEAM? I would say it’s an ‘Allegedly Cohesive Summation’ of†¦show more content†¦Taking an exactly opposite scenario, muse over a very dedicated and overworking employee who gives his 200 % towards work everyday , he just gets disembarked to a team full of dimwits with an equally dimwit TL. What do u infer about his enthusiasm towards work? This example is not only across the executive hierarchy – try and judge the above mentioned scenario among all chains of command. Can u imagine the utmost level of pandemonium, I am sure u can actually visualize this scenario in 3-D without even wearing 3D glasses. If you consider any organization – even after Democratic leadership being scribbled in bold on the Mission Statement – we all know that any leader always goes on his own gut instinct and verdict after taking a consensus from his team (this example is more inclined towards lower rungs of the hierarchy ladder). People whose opinions are slightly considered and taken into account are very happy – but what about those who views are vomited back on them with interest in front of their team mates. Now consider a call centre with individuals working instead of a team, each individual given a certain target to meet and incentives proportional to the amount of the target mark crossed. The ones with enthusiasm will continue to work harder in order to achieve more recognition and incentive and the dimwits can be easily spotted in the stack and kicked off or retrained. Each individual responsible forShow MoreRelatedIndividual Work Versus Team Work1743 Words   |  7 PagesINDIVIDUAL WORK VERSUS TEAM WORK Virtually every working person I’ve ever come across believes in teamwork. At least they say they do. Sadly, a scarce few of them make teamwork a reality in their organizations; in fact, they often end up creating environments where political infighting and departmental serenity are the norm. And yet they continue to flaunt their belief in teamwork, as if that alone will somehow make it magically appear. I think that only a small minority of companies truly understandRead MoreThe Seven Dimensions Of Culture1746 Words   |  7 Pagesstudy of IBM and how they adapted to work in different cultures of the world and the differences Hofstede found. Further discussing how these dimensions were measured against values, which are normally developed by the age of 10. These values stem out to national culture and usually remain set and unchanged. However work set values can be flexible and adapted, IBM strived to change work values and not the set values of their workers. However we wil l examine how work related values differ in each cultureRead MoreCommunicating Effectively As A Team In The Workforce Essay1390 Words   |  6 PagesCommunicating Effectively as a Team in the Workforce Abstract Behavior is a key factor in the performance and effectiveness of a team in the workplace. The ability to detect warning signs of conflicting personalities is beneficial in a strong team. Business owners should work with an employees personality and behavior to promote a positive and profitable work environment. Creating a focused, directed, and engaged team will build the connection between communication and personality styles insteadRead MoreLeadership And Hofstedes Six Dimensions1151 Words   |  5 Pagesto develop four cultural dimensions from this study, those were, Power Distance (PDI), Individualism versus Collectivism (IDV), Masculinity versus Femininity (MAS) and Uncertainty Avoidance Index (UAI). Later based on research by Michael Bond a fifth dimension, Long Term Orientation versus Short Term Normative Orientation (LTO) was added. Finally in 2010 the sixth dimension of Indulgence versus Restraint (IND) was added from the research performed by Michael Minkov. Dimensions of National CultureRead MoreUs And Japan Business : A Culture Of Progress1575 Words   |  7 Pagesis no doubt there are some very key differences. Many of these differences can be attributed to cultural differences within each of the countries. While many of these countries work together in global business efforts, cultural differences would certainly have a significant impact on management style, leadership and even work ethic of the employees. The United States and Japan are both strong economic powers that hold to a capitalistic economic system. Their management styles, however, are very differentRead MoreThe Classical School Of Management1343 Words   |  6 Pagesimportance of three elements: coordination, self-management and collaboration . In the article the author highlights the work environment at Google and how the employees are treated. For instance, â€Å"Google promotes less managerial oversight and more employee freedom†¦A product manager’s jo b is to work together with the people†¦Google has tried to keep the same structure with a team-based approach†¦Google gives their employees plenty of freedom and uses communications as a tool to keep everyone movingRead MoreBenefits Of The Individual Environment And The Team Environment929 Words   |  4 Pagescan be accomplished by an individual alone, but usually bigger ideas need a team to see it through. Working in a team environment can have its drawbacks, but it also has many benefits. In this paper I am going to provide research to support the setbacks and benefits of both the individual environment and the team environment. I found that what an individual may lack is a team’s gain, vice versa. The important result is the success achieved by either a team, or an individual. In the InternationalRead MoreErikson s Theory Of Social Involvement Across The Entire Lifespan Essay1553 Words   |  7 PagesTrust versus mistrust (first 24 months), Toddlerhood: Autonomy versus shame and doubt (2 to 4 years old), Early School Age: Initiative versus guilt (4 to 6 years old), Middle Childhood: Industry versus inferiority (6 to 12 years old), Early Adolescence: Group identity versus alienation (12 to 18 years old), Later Adolescence: Individual identity versus identity confusion (18 to 24 years old), Early Adulthood: Intimacy versus isolation (24 to 34 years old), Middle Adulthood: Generativity versus stagnationRead MorePolarity802 Words   |  4 Pageswith continuing disputes. Polarities include conflicts between individual and team, critical analysis and encouragement, being clear and being flexible, planning and action, and individual responsibility and organizational responsibility (Noll, 2002) just to name a few. Within this paper, we will discuss the polarity of Cost versus Quality. The Polarity Map K The key to this polarity mapping of Cost versus Quality is to see the entire picture in order to manage theRead MoreMasculinity And Its Impact On Society1008 Words   |  5 Pagesyou might have greater success if you appointed a male employee to lead the team and had a strong male contingent on the team. In country like Sweden, there are more to feminine side. They will focus a group which can balance in terms of skills rather than gender significance. 2.1.5 Time Orientation Time orientation initially known as ‘Confucian dynamism’, but now are commonly referred as long-term orientation (LTO) versus short-term orientation (STO). A long-term orientation will focus towards the