Case_Study_Analysis

Groups and Teams Paper John Franks MGT/307 June 11, 2010 Dr. Paul Mahajan University of Phoenix Groups and Teams The individuals of a business are considered to be the face of the company. Employees working together in teams are considered to be more productive, than a single employee. A team can have less stress to worry about than one person attempting to handle all the work. Bringing individuals together to form a high-performance team can help in insuring a company maintains their clientele. Groups are able to be high performance teams through collaboration. Groups that collaborate have better communication and are able to complete projects at a more efficient rate. A high performance team is not based on a hierarchy of individuals. Version of a team According to the website highperformanceteam.org (2011), [“High performance teams are expensive to maintain, difficult to build, adaptive, and glorious to see.”] Aversion of a high performance team is able to be seen through University of Phoenix. Students of University of Phoenix are required to form learning teams; every learning team is required to have a team charter. Charters are made to lay down the guidelines of the group similar to that of a code of conduct. The first step of building a high performance team is the acceptance and development of the charter. The creation of the charter is a team activity that requires the input and agreement of all team members. International business groups The elements that are key in the development of a high performance team is having the resources to create the team; money, individuals, time, space and materials. These items are necessary in developing a team within a company. A business that is global has to understand that all its employees are part of the team. A code of conduct that is in effect in one area must also be in effect in another. The company also must consider the cultural differences of other nations. Individuals have different beliefs and cultures. A company that understands this and implements them into the code of conduct or charter is on its way to building a high performance team. A company has to respect the different cultures of its employees and understand that all need to work together. A company that is global and does not allow for the individual to have a say in where the company heads will have a drone for an employee. That individual will just go to work without truly caring as to the results of how he or she affects the productivity of the company. Wal-Mart Consider Wal-Mart, a worldwide business that is becoming known as a leading retailer in everything. An employee of Wal-Mart knows the position they have has an effect on the business. A cashier tallies the merchandise of the customer, the door greeter welcomes and bids farewell, and associates placed throughout the store are there to help the shopper look for whatever he or she is looking for. All the employees’ can be considered to be a part of a high performance team. The team has a common goal and that is in providing service to the customer while seeing to their needs. It is not only argued that teamwork leads to higher firm's performance (Katzenbachand Smith, 1993; Weisbord, 1987; Wellins et. al., 1994) and that "teams out perform individuals" (Katzenbach and Smith, 1999; p.1) but also that employees, due to higher education and skill level, become more and more demanding and ask for teamwork as a job design which is especially the case in service sector organizations where the 'intellectual capital is the key asset" (Scase, 2003; p.2) of the company (Quader and Quader, 2008). An associate who fails in this aspect incurs a customer who will not want to come back, thereby losing a consumer that can go on to tell anyone who will listen about his or her experience. Conclusion A company that has a high-performance team has a broader range of consumers. They represent real-world versions of a modern managerial ideal: the organization that is so excellent in so many areas that it consistently outperforms most of its competitors for extended periods of time. (Jamrog,Vickers, Overholt, and Morrison 2008.) A company excelling along these guidelines has the making of a well put together business with a high performance team. References Jamrog, J., Vickers, M., Overholt, M., and Morrison, C. (2008). High-Performance Organizations: Finding the Elements of Excellence. HR. Human Resource Planning, 31(1), 29-38. Retrieved December 11, 2008, from Proquest.(Document ID: 1484185231). Mohammed Shahedul Quader, Mohammed Rashedul Quader. (2008). A CRITICAL ANALYSIS OF HIGH PERFORMING TEAMS: A CASE STUDY BASED ON THE BRITISH TELECOMMUNICATION (BT) PLC . Journal of ServicesResearch, 8(2), 175-216. Retrieved December 12, 2008, from Proquest. (Document ID: 1581508541). Bodwell, Donald J. (2008). Understanding and building high performance teams. High Performance Teams Retrieved June 11, 2011, from http://highperformanceteams.org/home.htm