Team Management Blog 1
Organizational Team Management Network
(Westcott 2013).
Video 1
Team management is defined as the ability
of a person or an organization to manage the performance of teams or groups
physically or remotely to accomplish a common goal by performing a task
(Lencioni 2010). Team management interacts with Human Resource and Strategic
Human Resource management teams to help the business or organization to gain
competitive advantage by providing a strategic approach to manage the people
effectively (Johnason et al. 2009). Furthermore ‘’Human Resource teams support
the Team Management by overseeing employee benefits design, employee
recruitment, training and development, performance appraisals and reward
management such as managing the payroll and the benefit systems’' (Paauwe et
al. 2009).
Video
2
‘’According to professor (Ulrich 1997) in
the 1990s, the HR field was working to help organizations advantage through
'strategic HR'. Basically, strategic HR meant that different business
strategies winning through cost, product innovation, customer service or
geographic expansion should be rather implemented by aligned HR practices.
According to this process, Human resource management (HRM) along with Strategic
Human Resource Management (SHRM) is an approach to managing people that
supports an organization’s long-term goals with a planned and coherent
structure. Therefore, this theory assists to ensure various aspects of Team
Management work together to develop the behaviors and performance needed for
enrichment of Organizational values, SHRM theory focuses on longer-term people
managing issues, matching resources to future needs, and large-scale concerns
about building the skills for future needs with quality align with cultural.
According to ‘’SHRM the key to improved business performance book’’ by author
Armstrong explained in detail the various definitions and approaches to HRM and
SHRM such as Strategic Human Resource Management is a complex process in
day-today operations to archive long term, transactional and cultural results.
Therefore, this process is like other Management areas were work is allocated
separately from administrative to strategic work, for example, managing money
was separated into finance and accounting, managing information was allocated
into data centers and information systems. Therefore, in modern era HRM had to
deliver administrative and strategic work as SHRM. Many researchers have tried
to figure out how to organize HR departments to deliver both administrative and
strategic work. Henceforth, some of the routines were standardized, transaction
work of HR was done through SHRM, which includes adding outsourcing HRM
companies which heavily dependent on technology as this transaction work
had to be done efficiently, the strategic work require both HRM and SHRM
specialized expertise and generalized business management knowledge as this process
shall led to the centers of expertise Leadership of Team Management
professionals who could offer deep technical insights, tailor solutions to
unique business requirements, and share knowledge across business units and to
build and groom HR professionals who could customize solutions according to the
contemporary people management issues in global context while staying in line
with unique business strategies of Organizations’’ (Houghton 2013).
Each team is defined as a group of people
who perform interdependent tasks to work toward accomplishing a common vision
or specific objective (Westcott 2013). They communicate and all strive to
accomplish a specific goal. Team management is a type of team that performs
duties such as managing and advising other employees and teams that work with
them. Whereas work, parallel, and project teams hold the responsibility of
direct accomplishment of a goal, Team Management is responsible for providing
general direction and assistance to team members with standard operating procedures
unique to Organizations or theories to maintain a sustainable standard among
all Team Members (Michael 2015).
Today’s teams are different from the
teams of the past: They are far more diverse, dispersed, digital, and dynamic
although with frequent changes in the membership. But while teams face new
hurdles, their success still hinges on a core set of fundamentals for group
collaboration (Haas and Mortensen 2016).
List of References
Haas, M & Mortensen, M 2016,
‘'Secrets of Great Teamwork’', Harvard Business Review,
pp.70–76.
Houghton,
E 2013, ''Strategic Human Resource Management, understand how strategic HRM
works, and it is relationship with business strategy''. Chartered
Institute of Personnel and Development 2020, 151 The Broadway, London SW19 1JQ,
United Kingdom Incorporated by Royal Charter, Registered Charity no. 1079797.
Lencioni, P 2010, ''Five Dysfunctions of
a Team'', Volume 13 of J-B Lencioni Series.
Michael, A 2015,
Industrial/Organizational Psychology an Applied Approach 8 (ed.), Cengage
learning, p.483.
Paauwe, J & Boon, C 2009, ‘'Strategic
HRM’', In Collings, D.G Wood, G (Eds.).
Ulrich, D 1997, ''Human Resource
Champions'', Boston, MA, Harvard Business School Press. <https://www.cipd.co.uk/knowledge/strategy/hr/operating-models>.
Westcott,
R 2013, ‘'Certified Manager of Quality Organizational Excellence Handbook’',
Fourth Edition.
Westcott, RT 2013, Certified
Manager of Quality/Organizational Excellence Handbook, Fourth Edition,
Digital Image of Organizational Team Network,
<https://asq.org/quality-resources/teams>.
Team management is not only applicable when trying to achieve organizational goals. To be able to do this, first managing a team and doing it well means you create a positive workplace, are able to change any preconceived ideas and negative perceptions, and work to ensure a better job environment for everyone concerned. Part of being an effective leader is about being able to evaluate yourself, and having the drive to better your interactions, goals and improve your overall management style.
ReplyDeleteThank you Melissa for your response to my blog. According to (Stein 2013), ‘‘Storming’’ is where conflict can occur within the team or externally and the team leaders and team management should find solutions to overcome these differences. However, the team must focus on the common vision when finding the solutions. Furthermore, rather finding the differences among each other if teams and groups focus on what they have in common such obstacles can be overcome.
DeleteHi Romesh, Adding to your post, mediating as the team builder is the most significant role a manger has to perform and in doing so will develop and best use the capacity of the team to deliver excellent results (Armstrong, 2008). Even though this could be viewed as a difficult task, understanding the dysfunctions of a team could help managers easily achieve a successful team. As described by Lencioni (2002), there are 5 dysfunctions that are interrelated to each other; Absence of Trust, Fear of Conflict, Lack of commitment, Avoidance of Accountability and Inattention to Results. Even if one of these dysfunctions are allowed to be nourished, the team is on its way to failure. As such, the manager’s role is to asses the team’s susceptibility to these dysfunctions and take all measures to overcome them (Lencioni, 2002) .
ReplyDeleteThank you Sonali for your response to my blog. One major concept in opposition to HRM theory in SHRM theory describes the abilities of individuals as unobservable and intangible. Henceforth, it is the lack of adequate knowledge while recruiters participating in the labor market transaction between employees and organizations (Akerlof 1955).
DeleteManagement teams generally set overall goals, strategies, and priorities and are essential to the decision-making body. Its members discuss issues, resolve issues, advise each other and monitor activities within the organization. Management-team members communicate important issues to each other and help ensure that the organization's various processes and units line up and work efficiently (Bang & Øverland, 2009; Wageman et al., 2008).
ReplyDeleteThank you Malinga for your response to my blog. There must be an effective channel of communication from top to the bottom of the chain of command and vice versa. Also, an effective channel of communication will allow messages to be transferred accurately without a delay to the intended recipient, this will speed up decision making processes and the operations of the team. Furthermore, effective communication will increase the flexibility of an organization and cause it to be less susceptible to changes in the external environment and a faster decision-making process will allow organizations a longer time period to adapt to the changes and execute a contingency plan (Patrick 2014).
DeleteHi Romesh, team management is, first and foremost, a system of performance management through the full participation of every employee working towards a measured, measurable, performance goal.
ReplyDeleteFor new blog (Miller, 2011).
Thank you Ranga for your response to my blog. Reward management formulates policies to reward people fairly, based on their performance (Rose 2014). Therefore, SHRM has developed a unique points system which employee get to build up points by offering to do voluntary work for the organization such as promote safety programs, products and offers while gaining an incentive. Moreover, turnover refers to employees moving from one company to other, retention and stability refer to employees preferring to stick to one company (Ton 2014).
DeleteIt is not uncommon that some growth-oriented small firms which lack the expertise to run
ReplyDeletebusiness themselves have boards of directors, or advisory boards which function as MTs, in order to assist in the management of their businesses (Weinzimmer 1997; Blumentritt 2006). In practice, the firm’s growth requires the sharing of responsibility and bargaining from a position of entrepreneurial independence, thus creating a need for MT work. MTs play a powerful role in the success or failure of organisations in many studies (e.g. McIntyre 1998, 13-14; Timmons 1999, 278; Peterson et al. 1998; 2003; Goines 2002; Vyakarnam et al. 1999) and their important role in the growth of a firm has also been widely noted (e.g. Pasanen 2003; Storey 1994; Wiklund 1998)
Thank you Janaka for your response to my blog. As stated on my above blog according to a SHRM article, at many organizations, senior executives or senior team management create a strategic plan, only to have it sit on a shelf or to please the owners and the stakeholders. Although, it drives the organization investing time and resources in all wrong places (Wilkinson 2016).
DeleteI do agree with your post . Further to your comments Romesh, the management team must also make it very clear to all the staff members, what goal they are pursuing and what they want from his group at the end. Then should describe all the issues and be in touch with the group and support them throughout with required human resource, financial resources, and when necessary hold meetings with group members. Moreover researches demonstrates employee performance is reported to be at a higher level when they work as team since they all put their thoughts together and figure out the best way to improve the organizational functions. It is stated that “A major advantage of teamwork is the positive feeling generated in team members (David Allen Baldwin" 1996).
ReplyDeleteThank you Ebrahim for your response to my blog. Common goal is when team members first come together as a team with variety of different ideas and thoughts. Although, the vision and mission had been aligned the team members to a mutual direction it is crucial the team leaders understand the strength and weaknesses of their respective teams before assigning the tasks with a carrier development plan. However, in some occasions all members of the team are treated as all-rounders who can come up with any of the tasks within the organization (Abudi 2011).
DeleteI agree with your points given under organizational team management. Most organizations use management teams at different levels in the hierarchy to oversee and coordinate their businesses. Such teams typically make decisions, solve problems, coordinate tasks, and keep one another informed, and they can strongly influence the performance of an organization ( Henning, B. 2017). Your blog would have weighted more if you elaborate on the ways and give some tips how to make management effective.
ReplyDeleteThank you Malika for your response to my blog. According to Harvard professor J. Richard Hackman’s categorization of team outcomes (Hackman, 2002, Wageman, Hackman, & Lehman, 2005, Wageman et al., 2008), management teams are effective to the extent that they achieve satisfying results in the following three areas; task performance, individual well-being and growth, and team viability. However, if you would like to read further information on effective styles of the Team Management kindly refer to my blog 2, 3 or 4.
DeleteWithin the current COVID context, the key management skill for the 21st century leading remote Teams. Stephane Kasriel (2017) in his linkedin article discusses the importance of this skill. As a manager, understanding how to lead a remote team and doing so effectively will likely be critical to your future career potential. Also, within the current context, companies that learn how to use remote teams productively will gain access to a far broader and deeper talent pool than those who limit themselves to one geographic area. And for managers, organizing and coordinating the work of a distributed team is a crucial key to winning recognition and advancement in the coming years.
ReplyDeleteThank you for your response Mihiran to my blog. Human Resource Management professionals in business administration do not build a business they build people and people build the business (European Leadership 2020).
Delete