Distinguish between traditional vs. team work environments
Different companies embrace different tactics to achieve efficiency, an aspect that is significantly influenced by the work environment. While some companies embrace the traditional work setting, others appreciate the use of the team works an environment citing various benefits from each. The management of Sandwich Blitz is concerned that to take their business to the next level, there is a need to embrace the team approach (Fruhen & Keith, 2014). The above paper, therefore, seeks to explain the difference amid the traditional and teamwork approach, explain how self-managed teams are employed and their significance to the business.
For the case of Dalman and Lei, it is evident that they are using the traditional approach of management which is faced with various challenges as outlined below. In such setting (traditional environment), the organizational managers rely on using the best methods but experience less impact as far as improvement is concerned. For the traditional setting, for example at Sandwich Blitz, the organizational managers have a mandate of identifying what should be done and assigning the same to others. However, for the case of a team environment, both managers and employees work together in accomplishing the set goals of the business.
In the traditional setting, the different jobs are narrowly defined, and cross training is highly discouraged (Fruhen & Keith, 2014). On the other hand, the team environment they encourage a diverse workforce and consider cross-training as a necessity. For the traditional setting, the management discourages risk taking and rewards employees on an individual basis. However, the team environment, on the other hand, encourages teamwork as an effective way of realizing the set goals of the organization more efficiently. Moreover, unlike the traditional environment, teams share more information with each other than leaving the same to the management. It is worth stating that for Sandwich Blitz to experience significant improvement, they ought to employ the team approach and work collectively towards a shared understanding.
Describe how teams contribute to an organization's effectiveness
In the current global setting, organization management is classified into teams which have different roles to an organization. While the management team monitors the performance of the various business units, the departmental teams are involved in accomplishing the different business operations. It is worth noting that different teams serve varied purposes to an organization hence have varied effectiveness in the organizational management (Owens & Hekman, 2016). For instance, the project and development teams are always engaged by the management to enhance in new product development of an organization which is essential for sustainability purposes. Other teams that support efficient management of business include the parallel team which incorporates members from different sections to help in problem-solving. Otherwise, the multinational teams incorporate members from various parts of the globe hence have diverse impacts on organizational success. Therefore, the team approach is more efficient in the organizational management, and it is worth implementing in the current global setting that is characterized with lots of uncertainties as for the case of Sandwich Blitz (Joshi & Knight, 2015).
Explain how an effective team is built
As evidenced by the study, teams are an essential ingredient for the success of an organization and building a great team is one of the fundamental roles of the managers. Some of the major steps followed in making effective teams include the following;
Recognize the power of teamwork
This is the first step and requires acknowledging the impact of team work and how one intends to use the tool as a management approach. As a team leader, there is a need to outline the different results that one wants to achieve with the team, tasks to accomplish and how to achieve them. Match the employees' competency with their personalities so as to achieve the set goals adequately. According to Lepsinger & DeRosa, (2015), for a team to maximize on its significance, it has to exploit the diverse talents of its members while at the same time focusing on a similar goal.
Choose the right people
For the particular team to be effective in accomplishing its set goals, it is worth appreciating that it has to have the right team members. This includes individuals with the diverse skills and competency who have a high ability to realize the set objective of the business.
Delegate
This is the third step in the development of an active team and includes the delegation of the required authority and access that the team needs. As a team leader, one is bound to work together with other members so as to set goals collectively, and overcome hurdles on the way. It is the role of the team leader to provide the team with the necessary support that it requires as well as granting access (Matthews & McLees, 2015).
Monitor progress
The above task is necessary to ensure that the team is moving in the right direction and that the set project will be achieved as required. In the above step, the team manager needs to establish a common platform where all members can adequately share their concerns, share different strategies on how to succeed, and outline the project status. Reassigning of roles in the above step is possible while the team members identify and try to solve the different challenges together.
Appreciating Success
This is the final step and it includes celebrating the successful achievement of the team. In the above step, the team manages has to thank every member collectively by appreciating their contribution towards the success of the set project.
References
Fruhen, L. S., & Keith, N. (2014). Team cohesion and error culture in risky work environments. Safety science, 65, 20-27.
Joshi, A., & Knight, A. P. (2015). Who defers to whom and why? Dual pathways linking demographic differences and dyadic deference to team effectiveness. Academy of Management Journal, 58(1), 59-84.
Lepsinger, R., & DeRosa, D. (2015). How to Lead an Effective Virtual Team. Ivey Business Journal, 2.
Matthews, R., & McLees, J. (2015). Building Effective Projects Teams and Teamwork. Journal of Information Technology and Economic Development, 6(2), 20.
Owens, B. P., & Hekman, D. R. (2016). How Does Leader Humility Influence Team Performance? Exploring the Mechanisms of Contagion and Collective Promotion Focus. Academy of Management Journal, 59(3), 1088-1111.
