Lesson 2 Discussion

Team Productivity

          Productivity is the quality activity output compared to the business inputs. It also involves raising employees' satisfaction and providing them with the essential gear to ensure efficiency in their tasks. Corporates make substantial funds to ensure that their teams are productive (Shuffler et al., 2018). To ensure team productivity, organizations should acquire a sense of ownership. Leaving teams to make decisions on their own and account for their work is what that entails ownership. Setting communication anticipations also helps in team productivity. Communication is essential since the team members understand their roles with ease. With effective communication, teams also share ideas, contributing to the growth of the corporate. Analyzing the teams' weaknesses and strengths is also crucial in ensuring productive teams in the business.

          Team productivity calls for the provision of well-trained coaches (Shuffler et al., 2018). Teams with well-trained coaches are more productive compared to the sides with less trained coaches. Also, team members must have a common goal. When identifying groups in businesses, it is essential to ensure that they are all committed to a common goal in the company. Working with people having diverse targets in the same team is challenging and hinders team productivity. Reliability is another requirement for excellent team performance. Teams with unreliable mates do not work suitably.

          Designing teamwork starts with the correct leadership strategy. Supervisors, for example, are vital in individual employee performance, but in partnership, supervisors are not necessary. It is important to select team leaders instead, to take up the role of a supervisor in their specific teams. Under no supervision, the team has a sense of ownership and will, therefore, work productively, leading to productivity. Flexibility is another fundamental approach to designing teamwork. According to Nielsen et al. (2020), employees are productive when challenged and given new learning opportunities, thus developing new skills of work. Also, meeting employees' needs to ensure team productivity. Teams tend to work better in environments that meet all their needs and where there is a fulfilling environment.

          Most organizations often ignore rewarding teamwork, but it serves a key role in future productivity. Rewarded members are motivated to work better in their next projects. When rewarding partnership as a manager, I should repay the whole team and not a specific individual. Also, I should provide new learning opportunities to the team members, show trust, and have distance fun with the members. I should also review the achievements and shortcomings together with the team and listen to any difficulties encountered by the team for future refinements.

References

Nielsen, J. D., Thompson, J. A., Wadsworth, L. L., & Vallett, J. D. (2020). The moderating role of calling in the work‐family interface: Buffering and substitution effects on satisfaction. Journal of Organizational Behavior. https://doi.org/10.1002/job.2469

Shuffler, M. L., Diazgranados, D., Maynard, M. T., & Salas, E. (2018). Developing, sustaining, and maximizing team effectiveness: An integrative, dynamic perspective of team development interventions. Academy of Management Annals, 12(2), 688-724. https://doi.org/10.5465/annals.2016.0045