Team Management Blog 3

‘’According to an analysis by United Kingdom Commission for employment and Skills (UKCES) has shown that team management skills are crucial to ensure high performance at work and reliable business success. Furthermore, with a more qualified Team Management and a dedicated program of management development have been shown to perform better and have more sophisticated and higher quality product and market strategies, relatively low levels of training, shortages of key skills, the failure to apply skills strategically, and employer concern about the relevance of training provision, have also been identified as potential reasons to fall behind many of the competitors in leadership and management capabilities’’ (Department of business Innovation and Skills, July 2020).  

In a business article it was mentioned, ‘’what the new hire can expect on their first day and more about the business culture, once the new hire accepted the offer, it may take a few weeks before employee can take up his duties. Therefore, Human Resource Management Teams shall keep the new hires excited by sending a congratulation email notifying the joining date and other facts of the organization. Therefore, Human Resource Teams should follow to obtain an excited welcome experience to the new Team Member of the organization’’ (Byford et al. 2016).

Video 1 (International Students at London Metropolitan University 2020).




The increasing globalization, dynamism and complexity of the current economy show the convenience of adopting Human Resource and Strategic Human Resource models to the Team Management. Therefore, approaches combining the HRM and SHRM principles are essential to achieve competitive advantages in contemporary developments in people management issues and practices from a Global perspective (Zhao and Bryar 2001). Furthermore, Human Resource Management philosophy and Strategic Human Resource principles offer a virtuous circle for continuous improvement and development of the organization. Nevertheless, a great number of authors treat HRM and SHRM as two different theories in an independent system of Team Management practices (Ruzevicius, 2006).

 

Content 1 (HRM Vs SHRM n.d).

 


However, this view is incomplete because contemporary organization must not only effectively manage the quality of their products and practices, but also master and apply SHRM theory to accomplish the growth of team members, where organizations shall lead to long term growth and business success (Lim et al. 1999).

In short, the adoption of Human Resource Management and Strategic Human Resource Management model is helpful for understand the complexity of reality allowing the exchange of experiences and the benchmarking process of Team Members. These models include elements of total Team Management are the knowledge architecture for the Business Administration and the transformation of the organization. Therefore, in this case, SHRM Strategy must be perceived not as a likely object of a standard setting, but rather as a phenomenon that could benefit from a set of guidance (American Productivity and Quality Center, 2000). However, improving the leadership and team management capabilities, makes sounds business sense, helping managers at all levels to develop the right skills, and the behaviors will ensure organizations have the ability to innovate, evolve, to seize the organizations growth that lie ahead (Wilton et al. 2012).

‘’According to Harvard professor J. Richard Hackman’s categorization of team outcomes (Hackman, 2002, Wageman, Hackman, & Lehman, 2005, Wageman et al.,2008), management team are effective to the extent that they achieve satisfying results in the following three areas: task performance, induvial well-being and growth, and the team viability. Management of the teams should, therefore, simultaneously focus on ‘’it’’ accomplishing task results that represent the value of the organization. ‘’I’’ facilitating learning, growth, and development that represent value of the individual team members; and ‘’We’’ fostering group psychological states that increase the particular team’s capacity to work interdependently in the future and that represent added value for the functioning of the management team’’ (Bang & Midelfart 2017). Following (De Wit, Greet, and Jehn, 2012), suggest that ‘’We’’ factor (Team Viability) should be considered a special type of outcome, different from task performance and individual well-being and growth. Therefore, team viability be emergent states cognitive, motivational, and effective states that emerge as a product of the context, interaction, and input factors of the team (Marks, Mathieu, & Zaccaro, 2001).’’Although, management of the teams are primarily meant to create value for the organization and the member of the team they should also foster team viability because it will greatly affect both the team’s task performance and individual members well-being’’ and growth.

On this dynamic, it was subsequently argued, helped to explain the difficulties found in smaller organizations with recruiting and retention of skilled workers (Johnson, 1991). Furthermore, according to author Arnold, there are 3 components of motivation; Direction is what a person is trying to do. Effort is how hard a person is trying. Persistence is how long a person keeps on trying (Arnold 1985). Therefore, SHRM should provide ‘’unifying frameworks which are at once broad, contingency based and integrative’’ (Dyer and Holder 1988). ‘’SHRM has been described by (Boxall 1996) as the interface between HRM and strategic management’’. Author observed ‘’ The Strategic HRM literature tends to emphasize the entire HRM system as the unit of analysis, in contrast to the traditional focus on individual policies or institute for Employment Studies’’ (Becker et al. 1997). Author (Schuler and Jackson 2207). Stated that it is about ‘’systematically linking people to step forward from ‘’Storming’’ stage to ‘’Norming’’ Stage according to Tuckman’s Theory (Tuckman 1965).

Content 2 (Organizational HR Strategic Planning Material 2020).



Content 3 (Organizational Change Management Communications Strategic Material 2020).


 

List of References 


American Productivity and Quality Center 2000, 123 N, Post Oak Lane, Houston, TX77024. 

Arnold 1985, ‘’ Motivation Basic Concepts and Theories’’. < https://www.themanager.org/2014/12/motivation-basic-concepts-and-theories/>.

Bang, H and Midelfart, T 2017, What Characterizes Effective Management Teams, A Research-based Approach, Published in Consulting Psychology Journal: Practice and Research, 2017, Vol. 69, No. 4, 334-359. 

Becker, B, Huselid, M, Pickus, P, and Spratt, M 1997, ‘HR as a source of shareholder value: research and recommendations’, Human Resource Management, 36.

Boxall, P 1996, ‘’Strategic HRM debate and the resource-based view of the firm’’, Human Resource Management Journal, 6 (3).

Byford, M, Watkins, M and Triantogiannis, L 2017, Professional Transitions, Onboarding Is not Enough, newly hired executives need to be fully integrated into the company’s culture, Harvard Business Review, (May to June). 

De Wit, FRC, Greer LL & Jehn KA 2012, Paradox of intragroup conflict: A meta-analysis. Journal of Applied Psychology, 97(2), 360-390. doi: 10.1037/a0024844. 

Department for Businesses, Innovations and Skills 2012, Leadership & management in the UK - the key to sustainable growth, a summary of the evidence for the value of investing in leadership and management development, London. 

Dyer, L and Ericksen, J 2005, ‘' Pursuit of marketplace agility applying precepts of self-organizing systems to optimize human resource scalability'', Human Resource Management, 44, pp 183–88.

International Students at London Metropolitan University 2020, 166-220 Holloway Rd, London N7 8DB, United Kingdom. https://www.youtube.com/watch?v=97Y5rc0abs4.

Johnson, TP 1991, ‘’Complexity Theory and Strategic Change: An Empirically Informed Critique’’, British Journal of Management, 2005.  

Lim, KK, Ahmed, PK and Zairi, M 1999, “Managing for Quality Through Knowledge Management”, Total Quality Management, Vol. 10 Nos 4/5, pp. 615-21. 

Marks, MA, Mathieu, JE & Zaccaro, SJ 2001, ''Temporally based framework and taxonomy of team processes'', Academy of Management Review, 26(3), 356-376.

Organizational Change Management Communications Strategic Material 2020.

Organizational HR Strategic Material 2020.

Ruzevicius, J 2006, “Integration of Total Quality Management and Knowledge Management”, No. 37, pp. 30-8. 

Schuler, R and Jackson, S 1987, ‘Linking competitive strategies with human resource management practices’, Academy of Management Executive, 9 (3), pp 207-19.

Wageman, R Hackman, JR & Lehman, E 2005, Team Diagnostic Survey,’' Development of an Instrument’', Journal of Applied Behavioral Science, 41, 373-398.  

Wageman, R, Nunes, DA, Burruss, JA, & Hackman, JR 2008, ‘' What it takes to make them great’', Senior Leadership Teams, Boston, MA, Harvard Business School Press. 

Wilton, P, Woodman, P, Rudiger, K, Pardey, D, Tamkin, P, Rabbitts, P 2012, Summary of the evidence for the value of investing in leadership and team management development, Department for Business, Innovation & Skills, United Kingdom. 

Zhao, F & Bryar, P 2001, Integrating Knowledge Management and Total Quality, A Complementary Process, 6th International Conference on ISO 9000 and TQM, Scotland, 2001. 

 

 

 

Comments

  1. janaka ChandradasaNovember 16, 2020 at 4:36 PM

    due to changes in global business environment, organizations which have re-organized their workforce into effective, managed and properly designed teams claim substantial
    improvements in morale, job satisfaction productivity and quality. These claims have resulted in interest from other organizations keen to share in the possible benefits. Effective team management has really enhanced the rapid response of organizations to the demands of
    today’s economy and most of the organizations survive in the increase and rapid change in customers demand by being effective in management of all teams which thereby
    encourage and motivate workers to boost their productivity which aids and add quality to customers satisfaction leading to the business productivity (Adeleke, 2008).

    ReplyDelete
    Replies
    1. Romesh SeneviratneNovember 24, 2020 at 10:08 PM

      Thank you Janaka for your response to my blog. A good rewards system has helped many organizations obtain a talented pool of Team Management and subordinates. It also helped retain the corporate status and reputation. While Taylor’s motivational theory states that workers must be considered as means of raising productivity and money is the only way to motivate them and Herzberg’s theory states that human needs are more important than money and an attention to these needs leads to job satisfaction and productivity hike (Miner 2015).

      Delete
  2. Melissa DiazNovember 20, 2020 at 11:40 AM

    When it comes to team management, the immediate managers skills in bringing out the best in the employees is paramount. As 37% of employees leave their jobs because of their managers, there are ways and means that can make team management simpler and rewarding. This can be clearly obtained by setting achievable goals which are clear and concise, establish a team mission that brings all employees together, delegating the right roles to the right person are just to name a few. These are a few areas that if executed properly, will lead to excellent team management and delivery.(V. Kashyap, n.d).

    ReplyDelete
    Replies
    1. Romesh SeneviratneNovember 24, 2020 at 10:17 PM

      Thank you Melissa for your response to my blog. In short, the adoption of Human Resource Management and Strategic Human Resource Management model is really helpful for understanding the complexity of reality allowing the exchange of experiences and the benchmarking process of Team Members. These models, which include elements of total Team Management are the knowledge architecture for the Business Administration and the transformation of the organization. Therefore, in this case, HRM and SHRM Strategy must be perceived not as a likely object of a standard setting, but rather as a phenomenon that could benefit from a set of guidance (American Productivity and Quality Center, 2000).

      Delete
  3. Ranga KodagodaDecember 3, 2020 at 6:16 AM

    Team building involves a wide range of activities that are designed to enhance teamwork. Its mission is to bring out the best in a team to ensure self-development, positive communication, leadership skills and the ability to work closely as a team to solve problems (Fapohunda, 2013).

    ReplyDelete
  4. Malika de MelDecember 3, 2020 at 10:39 PM

    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. Hence it is vital to identify factors that are associated with effective management-team performance. Based on a review of international research on management and decision-making teams from the early 1980s through today, we have identified a number of variables that seem to be important for the effectiveness of management teams (Bang, H. 2017)

    ReplyDelete
  5. Mihiran WijayawardenaDecember 4, 2020 at 7:12 AM

    The HR Model defined by Dave Ulrich, HR Guru specifies the roles of HR; strategic partner, change agent, employee champion, and administrative expert. These are essential for the success of the whole HRM Function. Moreover, Dave says, "Talent matters, but teamwork matters more."., "teams to turn individual talent into collective success." According to him, high-performing teams have four successful team dynamics: purpose, governance, relationships and learning (Dave Ulrich, 2019).

    ReplyDelete
    Replies
    1. Romesh SeneviratneDecember 5, 2020 at 4:33 PM

      Thank you Mihiran for your response to my blog. A good HRM professional in business management can help organizations to obtain a talented pool of Team Management and subordinates to reach organizational goals (Miner 2015).

      Delete

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