The Characteristics Of Teamwork

Sohmen (2013) “defined teamwork as a means by which both the tactical objectives and strategic goals of any organization are attained significantly through the effort of team’’ (p.1). However, Froebel & Marchington (2005) see teamwork as an essential tool for smooth operation and enhancing the organizational performance. According to them, this is attainable through the effort of individuals as a team.
Teamwork is achievable if team members work in a cooperative atmosphere that will ensure team objective is met, which is achieved by team member sharing information, talent, and knowledge. This experience is also largely missing in my team at my workplace. This deficiency can possibly be ascribed to the appraisal system, which rewards individual

Thus, there are various characteristics: imbedded in this team, diverse individuals, a common goal, a sense of community, knowledge-sharing, and, concerted effort. Which is found wanton among the team in my work place because it does not agree with the view of Sohem(2013) characteristics of a team which include common goal, each team member had different target and are appraised individually and this I believe is not an ideal situation for an effective team . The result of the absence of this factor goes in line with the view of Mitchell, Wynia, Golden, McNellis, Okun, Webb, Rohrbach and Von Kohorn (2012) that team members who are unable to provide understanding information to each other in active, accurate and quick manners may subsequently become ineffective or even disastrous. Consequently, the above situation has made members of the team lose the importance of teamwork and need to synergize in other to achieve goal of the

This goes with Moldjord and Iversen (2015) who see trust as a “fundamental factor for collaboration and team performance”. That is, trust among team members is basic to the functioning of the teams. Furthermore, to Tseng and Ku (2011), trust appeared as the glue that effects the team cohesiveness. With trust, a team can break the ice and form productive working relationships (Tseng & Ku, 2011). There is a strong positive interaction between trust and team performance (Xiao, Zheng, Pan & Xie, 2010). Tseng and Ku (2011) also found a strong positive correlation between trust and teamwork satisfaction. According to Robertson et al. (2013), trust strengthens knowledge sharing and transactional memory systems, and these dimensions have an effect on job satisfaction and team performance. Also found is a strong connection between trust and communication, where frequent communication creates higher productivity (Reagan & Zuckerman, 2011). Trust has a direct effect on communication, commitment and loyalty. In addition, trust can be seen as an important enabler in open idea sharing (Harisalo & Miettinen,