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Thesis on organizational communication
The challenge of organizational communication
The role of communication in effective leadership
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Tompkins defines Organizational communication as “the study of sending and receiving messages that create and maintain a system of consciously coordinates activities or forces of two or more persons.” (Michael B. Salwen, 1996) There is a lot a person earns achieving a goal, but more can be achieved when working in a team. Organizations seem to have this idea in mind. Eighty three percent of businesses reported the fact that they work in teams. Organizations practicing business communication in a team is dated to ancient times. Today we look at teams in organizations from a leader’s perspective to study the role or a leader and how they contribute to the effectiveness of a team.
“You cannot build a great team without great players. That is a fact. As the saying goes, “You can loose with good players, but you cannot win without them.” So there are two choices- train them or trade them.” (Maxwell, 2002) A team starts with a leader which is a valuable player in a team. It is the leader who arranges teams and regardless of the level of experience in a team an individual has, they can contribute with endless qualities of talent a creation of masterpiece. The role of a leader involves many responsibilities. Coach your team, and communicate with them. Encourage your team to work hard and establish high standards. Reward the team when their performance is over the top. Manage diversity and team effectiveness to improve the organization.
Building a team is not an easy task. A leader first needs to find a purpose or reason to build a team. The reason could be to create a product or new service for a company. Once the idea is set, a leader needs to arrange the perfect team. It is important to arrange a team with a range of talents, an...
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...c. (2005). Building Effective Teams. Chicago: Dearborn Trade Publishing.
Gorman, T. (2011). MBA Basics 3rd edition. New York: Penguin Group.
Maxwell, J. C. (2002). The 17 essential Qualities of a team player - becoming the kind of person every team wants. Nashville: Thomas Nelson Publishers.
Nigro, N. (2003). The Everything coaching and mentoring book- how to increase productivity, foster talent, and encourage success. Avon: Adams Media Corporation.
Duygulu, E., & Çıraklar, N. (2009). EFFECTS OF LEADERSHIP ROLES ON TEAM EFFECTIVENESS. Ege Academic Review, 9(2), 389-400.
Ebrahim, N., Ahmed, S., & Taha, Z. (2009). Virtual Teams: a Literature Review. Australian Journal Of Basic & Applied Sciences, 3(3), 2653-2669.
Russ, F., & Allan B., D. (1999). A Model for Team-Based Organization Performance. The Academy Of Management Executive (1993-2005), 13(3), 36-49.
From the author’s perspective there are certain factors needed to build a strong team to overcome the obstacles the team faces. Davis, the author, thought that one of the factors necessary to build a strong team is to have a leader who can motivate the team to do their best. Another factor that the author thinks is necessary to have in the team is to have cooperation among the team
According to Northouse (2012), team leadership has become one of the most popular theories of leadership research. A team refers to a group of employees within an organization, who are interdependent of each, and share a common goal which can only be realized through coordination of their activities. Actually, this can be attributed to the fact that team members typically have dissimilar and unique roles that represent critical contributions to collective action. It goes without mentioning that a team can either be virtual or non-virtual (Tiffan, 2014).
The exploration of two models will show an interesting relationship when compared and contrasted. Both can increase competency levels in team building. The models are the Drexler/Sibbet Team Performance model (Human Performance Strategies) and the Four Stage Team Performance model (Developing Management Skills). When they have been used correctly they’ve been shown to improve efficiency and profitability in organizations. “Developing team skills is important because of the tremendous explosion in the use of teams in work organizations over the last decade (Developing Management Skills).” An examination of these models will show the similarities and differences they have in the context of team building.
Teams have become integral parts and driving forces of success in organizations. A key common attribute among highly
Thompson, Leigh L. “Making the Team” A Guide for Managers. New Jersey: Pearson Education, Inc, 2011. Print.
Seven tasks must be included in consideration of team dynamics and structure. The first of which is defining the goal, mission or function of a specific team. The team must know what it is being asked to accomplish. The second area of consideration is assessing what skills, abilities, knowledge or potential to acquire such would be needed amongst selected team members. Identification of potential team members should include an assessment of the skills, knowledge and abilities or the potential to acquire such so that ultimately the team has the building blocks with which to succeed in its mission, goal or function. This assessment must include an understanding of realistic potential contributions by potential team members with the included assessment of whether or not the acquisition of skills and knowledge can be made available through research and analysis.
Larson, C. and LaFasto, F. (1989), Teamwork: What Must Go Right/What Can Go Wrong. Newberry Park, CA: Sage Publications, Inc.
Stewart, G., Manz, C., & Sims, H., (1999). Teamwork and Group Dynamics. New York: Wiley. pp. 70- 125.
A team's weak cohesion will result in poor performance that may prevent the team from reaching its goals. Individual team members must forget their arrogance and take their roles and responsibilities seriously. Managers, trainers and leaders must make a significant contribution to making the team come together. First of all the leader has to choose the right
To start off on the right path, the team must understand what they are working towards. They must be committed to work hard in order to accomplish their goals. Each member should have expectations from everyone and themselves as part of the team.
In a team-oriented setting, everyone contributes to how well the group succeeds overall. You work with fellow members of the group to complete the work that needs to be done. Having the right people in the correct roles is an important factor in measuring the success of a team, where you are united with the other members to complete the main goals. Every group is made up of definite strengths and weaknesses. Our team's 3-5 major strengths necessary to work accordingly consist of Informer, Summarizer, Orienter, Piggy-Backer, and Encourager. One of our strengths as a team is that we get input from everyone involved. Every member of our team is a leader in some way. Part of being a good leader is knowing how important it is to receive the best ideas from each member of their team. We attend group meetings where we discuss any challenges, issues, and problems. At these meetings, we often exchange ideas or brainstorm new ones with each other and come up with the best and most creative team solutions as potential answers to those perceived problems.
When we think of the word team, individually many different ideas may come to mind about what a team really is. Some may think of an NFL team (Tennessee Titans), an NBA team (Sacramento Kings), or a NASA astronaut team with such pioneers as Edwin Aldrin, Jr. and Neil Armstrong as members. You might even think of the U.S. Navy, Air Force, Army, Coast Guard, or Marines as teams. In fact they all are, and they have a great deal in common as teams. However, for the purposes of this paper I will examine the characteristics of work teams, as they apply to organizations and I will supply answers to the following questions: What is a team? Where did the team concept come from? What are the types of teams? What are the advantages and disadvantages of having teams in organizations? What does it take to make a team effective?
There are four different types of teams. These teams are problem-solving teams, self-managed work teams, cross-functional teams, and virtual teams. Problem-solving teams work together to help find methods to improve the work environment or have suggestions to increase employee’s morale. Self-managed work teams organize the responsibilities of the employee’s such as assigning tasks to individuals, scheduling conflicts, and evaluate employee performances. Cross-functional teams are individuals whom all have experience in the same work field. The individuals come together as a team to incorporate their thoughts, designs, and new ideas to accomplish what the company needs to improve or create. Virtual teams are individuals that work together, but only by technology such as the internet, emails, or web cam.
Teams are a major source of companies in these coming years. Teams are Heroes (Collins, 2009-08-27). Everyone wants to be a hero, therefore we need to build, follow, and be effective team members and effective team leaders.
Many businesses place an emphasis on the importance of teamwork. A good team consists of people with different skills, abilities and characters. A successful team is able to blend these differences together to enable the organisation to achieve its desired objectives.