Essays on Team Approach: Composition, Formation and Size Research Proposal

Team Approach Proposal Introduction This assignment will be based on a case study in evaluation of the question what are required from HRD to support a team approach and the benefits that an organization might receive from adopting a teamwork approach in the work situation. The case study in this approach will be analyzing a number of organizations and the approaches they use mainly on team development and utilization within its operation to attain a better level of success. Main points of the assignment The assignment will be mainly about the various concepts of teams including composition, formation and size in any given organization. The case study will be looking at the three concepts in their role to derive the motivational benefits as well as posing as a danger to the cooperation and effectiveness of teams in various types of organizations and in particular times (Duarte & Snyder, 2006). The case study will also be looking at the team size and composition highlighting any enormous effects on the processes of teams including the outcomes of its practices. This is what the assignment will materialize on in finding out the HRD requirements to develop effective teams within the organization and some of the benefits the HRD generates by involving use of teams within organizations. Background of the study In this assignment, it will be looking at the 21st century teams as emerging the most effective approaches for prospering organizations. A team is an entity comprising of a group of people linked in a particular common purpose. Teams are always appropriate when conducting tasks especially the ones with high complexity and interdependent subtasks (Barry, 2001). The team’s concept evolves and in the current field, it has entered the society with the couched assumption that it will bring enjoyment providing increased acquisition of knowledge, higher performance, deeper commitment, and greater innovation without having to depend on formal leaderships (Michael, 2000). It is absolute that the complexities of dynamics in groups and the puzzle of ensuring high performance is still a constant struggle especially for organizations and researchers as well as practitioners alike. In this new age of lean organizations, it is possible to assert that many of the work groups existing today are being pushed to evolution through team development. This paper looks into teams as used in organizations with identified motivational benefits as well as some of the key disadvantages in using teams within organizations (Davis, 2000). The assignment will seek evidence in conducting case studies on five major organizations deemed as prospective in operation in the new era of teamwork within the 21st century. The selection of the organizations will base on random sampling to give every organization a chance of being a part of the representative sample and collect enough data for analysis. The data acquired from the case studies will be coherent for analysis and assessing the assertion of this paper that teams are of value in any given organization. It will also evidence some of the HRD requirements in managing effective teams within the organization for the sake of organization’s prosperity. Theories and concepts used in the study The assignment will use only the basics of Maslow's Hierarchy of Needs concepts as a theory explaining why teams do not work appropriately and why the organization does not reap the benefits of teams in its operations (Michael, 2000). The assignment will be looking at motivation as a way of explaining how the motivation from teams can apply in the effectiveness of organization’s operations (Davis, 2000). The case study will be a contribution to suggesting that people always want and need what they value as scrupulous in teamwork. The respective wants among team members explain perfectly how the operations can be successful, and the organization reaps more of motivational benefits (Kimble et al, 2000). This case study will also be assessing whether physiological needs are quite valuable if the teams have to develop cohesiveness in a given organization (William, 2003). These cover the basic needs, including satisfaction of hunger and thirst. With this in place, other elements of requirement include safety needs, social needs and esteem requirements (Wiggins, 2009). The case study will be adequate in providing a better analysis of teams and their influence when incorporated in any given organization. The paper will also utilize only the basics of the late 20th century theorist’s concept of team’s constructions. Differing opinions are in existence on the usefulness of the new management fad. Some of the theorists view the concept team as a panacea finally helping to realize the effective human relations movement's desire in integrating the organizations (William, 1999). The case study is purely the best approach to organizations and suits to all parties including workers as well as the managers (Ferrell, 2006). It will be a good case study in analyzing the state of human resource development for educators. References Barry, L. (2001). Effective Human Relations in Organizations. Boston: Houghton Mifflin. Davis, C. (2000). Team Based Strategic Planning. New York: American Management Association. Duarte, D.L. & Snyder, N.T. (2006). Mastering Virtual Teams. San Francisco: Jossey-Bass Ferrell, B. (2006). Textbook of Palliative Nursing. Oxford: Oxford University Press US. p. 35 Ken, B. (2005). Go Team! Take your team to the Next Level. San Francisco, CA: Koehler Publishing Inc. Kimble et al. (2000). Effective Virtual Teams through Communities of Practice. UK: University Of Strathclyde. Michael, B. (2000). Organization Change by Development. Santa Monica, CA: Goodyear Publishers. Wiggins, B.E. (2009). “The effectiveness of virtual teams” In Proceedings of the Laurel Highlands Communications Conference (pp.11-18). Indiana: Indiana University of Pennsylvania. William, G. (2003). Team Building. New York: Addison-Wesley, Reading. William, G. (1999). Contemporary Issues in Management and Organization Development. New York: Addison-Wesley.

References

Barry, L. (2001). Effective Human Relations in Organizations. Boston: Houghton Mifflin.

Davis, C. (2000). Team-Based Strategic Planning. New York: American Management Association.

Duarte, D.L. & Snyder, N.T. (2006). Mastering Virtual Teams. San Francisco: Jossey-Bass

Ferrell, B. (2006). Textbook of Palliative Nursing. Oxford: Oxford University Press US. p. 35

Ken, B. (2005). Go, Team! Take your team to the Next Level. San Francisco, CA: Koehler Publishing Inc.

Kimble et al. (2000). Effective Virtual Teams through Communities of Practice. UK: University Of Strathclyde.

Michael, B. (2000). Organization Change by Development. Santa Monica, CA: Goodyear Publishers.

Wiggins, B.E. (2009). “The effectiveness of virtual teams” In Proceedings of the Laurel Highlands Communications Conference (pp.11-18). Indiana: Indiana University of Pennsylvania.

William, G. (2003). Team Building. New York: Addison-Wesley, Reading.

William, G. (1999). Contemporary Issues in Management and Organization Development. New York: Addison-Wesley.