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Running Head: ORGANIZATIONAL BEHAVIOR 1

ORGANIZATIONAL BEHAVIOR 4

Organizational behavior

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Influence

Teams might not work as they are expected to because of various reasons. Teams might take a much longer time than they are expected to because of work distribution, coordination, feedback, and the general project organization as required by the organization. The team, therefore, might not be perfect when it comes to timing, as there are very many activities that they have to do for effective working. A team might, therefore, take longer than expected, which might be inconvenient as time is a very significant factor in the business. Different people in a team and their objectives as they work in the team vary depending on what they want. There are free riders in the team who doesn’t care whether the objective will be achieved or not (Robbins & Judge, 2015).

Such people might drug the whole team behind because there is nothing they are offering to the team. This, therefore, calls for the need to equally allocate duties among team members so that they can all equally participate in achieving the team's objectives. Personality clashes regularly develop when working as a team even though the skills are perfectly balanced. This might arise due to the differing approaches to work, and communication skills as members might be competing with each other. One individual alone having these problems might be a problem for the whole team. This might not produce the best results (Robbins & Judge, 2012).

Power

A team contains different people with different working abilities. Some people work better independently, and they, therefore, might not fit well into a team environment. These people will only work efficiently while working alone, and therefore forcing them into a team might make them uncomfortable. They might exclude themselves or even show uncooperativeness in the team. In this case, teamwork would produce worse results than it would have produced if the individuals worked alone. Teams tend to focus too much on the wellbeing of their teams rather than bringing in new ideas and innovations. The team might, therefore, not grow in teams of new knowledge and ideas. Peer pressure in these teams might also lead to some team members suppressing their ideas for fear of being undermined by other team members. This refrains them from sharing their ideas (Robbins & Judge, 2018).

Organizational survival

Teams regularly blame issues when anything goes wrong because some people feel that others are failing them as a group. Individuals regularly try to distance themselves from responsibilities and blame. Sometimes a single individual has to complete a project or task on behalf of the team. In case a mistake I made here, team members tend to blame the doer for the activity. The performer of this activity might have been working for the good of the organization, but they end up in problems. A team works together, making it difficult for employee assessment and supervision to identify strengths and weaknesses in each employee. For a team to become successful, there must have been efforts that were applied by employees. It should be noted that not all employees put their efforts towards ensuring the team (Robbins & Judge, 2012).

It isn't easy to run a team without having regular meetings because constant communication has to take place. Breakdown of communication is a significant problem for teams. This results into lack of trust and inefficiency in the group (Robbins et al., 2013).

References

Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organizational behavior. Pearson Higher Education AU.

Robbins, S. P., & Judge, T. (2012). Organizational behavior. Prentice Hall.

Robbins, S. P., & Judge, T. (2015). Organizational behavior. Prentice Hall.

Robbins, S. P., & Judge, T. A. (2018). Organizational behavior. Pearson.