Work teams in Organization

Published 05 Aug 2017

The principle aim and set goals of any organization is competency in production of goods and services to meet the consumer standard. The set target should be met with the use of the available resources at the disposal of the organization. The supply of resources poses some limitations towards the achievement of the goals. However human resource is the only production resource that can be manipulated for the purpose of flexibility and action against the other rigid resources to expand the capacity of an organization.

The human resource therefore qualifies to be the most important valuable and yet the most expensive to compensate. Therefore skillful and appropriate use of the human resource is a major contributing factor to the success of an organization.

Organizational requirements for successful Team Works

For an organization to set the stage for a successful work teams, the organizational policies should have high profile projects. Projects are organized in phases, which are interrelated. The success of one phase depends to a greatest degree on the success of the previous phase. Each phase has its own key processes that require specialized skills and experiences of available work force. Each phase of the project requires a teamwork with functional responsibilities all geared towards the success of the entire project for the benefit of the organization. The requirement of teamwork in this perspective is to minimize the managerial burden since the teamwork is in collaboration with an overall objective. In such a situation, the organizational formal management would be expensive and teamwork renders the role as unwarranted. (Putz 2002)

The different phases of the project facilitate for the development of individual particular expertise and a wide range of production areas shares the benefits of individual skill sand experiences. The players in the teamwork should be subjected to the advantage of work at a position where the level of skills and expertise best warrant for action with comfort and ease. (Katzenbach & Smith, 1993)

The products and services of different organization are unique. It usually costs the organization, in terms of time and money, to build up the unique product and service. To prevail in the market, the exact replica of the organizations production output should persist. For the success of this, teamwork becomes further important. Quality standards should be maintained unless in a case where the organization aims at product development and/or improvement. A team of qualified personnel should handle each level of production chain. (Kotter 1996 & Fisher 1999)

Another requirement for a successful work teams is the availability of an established human capital investment. The degree of competency and discipline will depend upon the success in remuneration of the work team and the fulfillment of the requirement for training if need arises. The fact that technology is advancing should not be ignored and it is the duty of the organization to cope with the changes through internships and regular training. Training should be accompanied by evaluation of the changes in the skill needs in the organization (Hogan 2003).

The organizational requirement for precisely defined skills also calls of work teams. The degree of specialization to a specific production activity is best enhanced by the application of work teams. Some situations require problem solving teams and self-directed work groups to achieve a high quality management of production practices. If in case rotation of roles has to occur the organization should be capable to involve the work teams in a formal training to update the skills and expertise to cope up with production requirements. (Cooper, Lock 2000)

The requirement of workforce diversity also calls for work teams. Work place diversity in terms of skills and experiences, demographics such as race, ethnicity, age, race and gender are positively productive to the organization. The work team as a whole would require the contribution of talents skills and experiences inherent in the diverse range of employees for the overall success of the organization. (Hackman 1990)

The organizational requirement for work schedules also calls for work teams. Work schedule promotes the health and well being of the organization workers, and serves as a solution to psychological violence in the organization. (Streibel, Joiner, Scholtes 2003)

The organizational requirements for new policies, which are original to the tradition of the organization, are also necessary for incorporation of work teams in the workplace. The policing becomes an achievable goal when individual potentials are tapped for a collective gain in the organization. The management role is further simplified since the teams are ideally self-managed and serves as employee investment groups. (Katzenbach & Willard 1995)

Work schedules also help the organization to maximize the employees, the human resources, output by making efficient use of the other available resources. Time and other specific resources are utilized to their maximum potential for profitable production in an organization. (Chris 1998)


Work teams in any organization uplift the production standards and consolidate the managerial functions, of the organization. The organization policy goals are established with a little requirement for supervision. The role of the management is reduced to visionary policy making and the strategic planning for the benefit of the future operations of the organization. This is one of the best approaches to make the maximum use of human resources for the efficient use of the organization static resources.


  • Barbara J. Streibel, Brian L. Joiner, Peter R. Scholtes (2003) The Team Handbook, Joiner /Oriel Inc; 3rd Spiral Ed.ISBN-13: 978-1884731266, 295-360
  • Cary L. Cooper, Edwin A. Lock (2000) Industrial and organizational Psychology, Black well Publishing Limited ISBN-13: 978-0631209928,165-230
  • Christine Hogan (2003) Practical Facilitation, Kogar Page ISBN-13978-0749438272, 412-450
  • Gregory B. Putz (2002) Facilitation Skills, Deep Space Technology; 2nd Ed. ISBN-13: 978-0966445619,123-146
  • Hackman, R (1990) Groups that Work, San Francisco, C.A.: Jossy-Bass, 58-73
  • Hall, Chris (1998) Team Support Systems, Unpublished doctoral dissertation, University of North Texas, 16-35
  • Katzenbach J. and Willard, M. 1995 Why Teams Can Fail And What To Do About It, Chicago II Irwin Professional Publishing, 35-48
  • Katzenbach, J. & Smith, D. (1993) The Wisdom of Teams,: Harvard Business School Press Boston, M. A, 61-77
  • Kimball Fisher (1999) leading self Directed Work teams, Mc Graw-Hill; 2nd Ed. ISBN-13: 978-0071349246, 301-340
  • Kotter, J. Ps (1996) Leading Change. Harvard Business School Press. Boston, 34 – 80
Did it help you?