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Absence of Teamwork

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In this company, in Organizational Behavior, workers refuse to and are unable to perceive and plan and complete high performance team work with competency. Teams in organizational culture are required to plan organizational goals together and
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  Patrice Natalie DelevanteBUS 520: Leadership and Organizational Behavior Professor Guevara16 May 2011 Absence of Teamwork  In this company, in Organizational Behavior  , workers refuse to and are unable to perceive and plan and complete high performance team work with competency. Teamsin organizational culture are required to plan organizational goals together andindividually with acquired organizational competency, and to communicate limitation inhigh performance behavioral outcomes, and to take responsible self control and stressmanagement to avoid intraorganizational tension and individual low performance thathinders individual and team’s reorganized motivation and influence andaccomplishments. Effective teams are a particular set of individuals organized to meetand implement expectations, team requirements, agendas, work outcomes, conflictresolutions when they arise, and communicate feelings of high individualism and groupcompetency’s agreeableness. This company cannot complete effective team competencythat they are disorganized and lack high ethics motivation and accountable, planning processes.Most of the team members refuse to accept high organizational performance goalsmanagement with enthusiasm before beginning their team agendas in the morning. Teammembers complain of completing team work organization in the morning, and they arestressed and “yelling” ( Organizational Behavior  , 2011, p. 380). Their work performanceis perceived negatively and excessive and workers are unable to negotiate team1  organization motivation and competency. Members are tensed when they are left withaccomplishing team work organized and planned to be completed by someone else. Theteam’s agenda includes a finance project requirement to be completed by 6 workers “thenight before the due date” (p. 381). Some members were able to resolve their individualwork outcome before the meeting with strong work ethics; consequently, one members isabsent in the meeting and a member perceived the absence negatively. Some members inthe meeting could not complete their work to a 100% work performance outcome, withmembers having “80%” and “75%” work outcome and requirement of a “revision” (p.381). One member could not complete an attendance in the team meeting: she had toleave to prepare for work and second, to watch television. Two of the workers spent thenight completing the work outcomes of  6 team members with negative attitudes theresult. They were upset at the project’s requirements and their work outcomes. Teamtension and lack of team commitment and prioritizing left the 2 remaining workersunable to perceive the project team noteworthy and a result of their group’s high performance and ethics behavioral outcome, and the 2 remaining members sought compliance conformity attitudes.To avoid intraorganizational conflict with individual work of team planning processes, I suggest this company team plan meetings online, named virtual teams, toorganize agendas and communicate individual scheduling conflicts and dates tocompletion ‘before the night the project is due’ (requesting an extension is an option withteams with social responsible scheduling conflicts). At the meetings, when members began to leave, I suggest that a team member could communicate an ‘absence of trust’and negotiate ways absent members leaving could send their individual work by email2  that night. One member could write to members of the team an ethics contract everymember sign to commit to team organizing and high motivation before the meeting.Team members, I suggest, write a performance review critique and send to managementto review individual team motivation and attitude with accomplishing team goals andcommunication and the lack thereof.An absence of teamwork avoids organizational team planning processes thatcommits team members to team trust, motivation, and accomplishments, and to agree toavoid absence requires online and media planning and processes and communication tocomplete team competency requirements.3  Reference:Hellriegel. Organizational Behavior  : 2011. Mason, OH: South-Western CengageLearning.4
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