Teams play major roles that contribute to the success of the business. As such, managers should make efforts to form working groups that work together towards the achievement of specific goals of the business. However, managers should ensure that they use the right criteria in forming the working groups. For example, they should avoid gender discrimination when forming the groups.
Why some work groups work better together than others.
Some groups are seen to perform better than others. There are a set of factors that contribute to this phenomenon. These factors are seen in the team itself and the working environment. Commitment of the team members towards achieving the goals of the business determines success of the group to a large extent. Innovation, creativity and different viewpoints among team members are determinants of the success of the team. Additionally, the sense of belonging into a certain group by the team members determines how the team performs.
Fight against gender discrimination.
There have been many efforts aimed at fighting gender discrimination at the workplace. Most of the efforts have do not give any positive outcomes. However, there was an initiative that was aimed at raising funds to fight gender discrimination. The funds were used to create awareness all over the world, and this initiative brought forth positive outcome (Bradley, 1999).
In case the manager is not aware of the gender sensitivity issues, they should be reasonable enough to act professionally. Additionally, they should consult team members on the gender sensitive issues to ensure that they make sound decisions.
Different views of the managers.
Videos might be an effective form of communicating information on gender discrimination. However, a manager may view this as a waste of time and resources since it is time consuming and expensive. Another manager may view it as effective and educative.
Therefore, teams are necessary for success of the business. Some teams perform better than others due to the working environment and factors in the team itself. Managers should use criteria that fight gender discrimination.
References
Bradley, H. (1999). Gender and power in the workplace: Analyzing the impact of economic change. New York: St. Martin's Press.
Brown, C., Pechman, J. A., & Brookings Institution. (1987). Gender in the workplace. Washington, D.C: Brookings Institution.
