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Human Resource And Management

Managing Teams And Groups Within Organizations


Group and team management involves obligation, which is fundamentally in realistic methodology and focuses on attainment through prima intentions. Leaders must develop concrete ideas on the way they archive and also archive, sustain the cohesion amongst the members of the respective group. Therefore, this paper covers the research study on various methods that are conducted to help manage groups and teams.

Difference Between A Team And A Group

A team is a collection of people who have a common share towards a purpose or some challenging goals, while a group is said to be some individuals who organize their distinct determinations. However, the members of a team are jointly committed to the objects and each other. This kind of joint liability also generates a mutual responsibility, which comes up with a strong incentive and bond (Sisson, 2013).

Difference Between Teamthink And Groupthink

Temthink is thus collaborative thinking, which comes from people considering each other on their personal goals enough to listen to one another carefully, examine the options, and try their best to decide for those they serve and themselves.

Groupthink is the quick and easy method to refer to the strategy of thinking that individuals tend to be involved in when there is concurrence that seems to become so foremost in the cohesion of groups that have the initiative to dominate the realistic evaluation of the alternate course of action.

Group Benefits And Drawbacks

After a particular time, personality from various gatherings tends to create universal shared values and group unwaveringness. The apparent nature of the coworkers tends to produce more viable and smoother correspondence. During the point of moving direction for a shared initiative, some colleagues have to come up with different perspectives and abilities for the task. However, a bunch of individuals may sign up for other absentees for defiance of information of ability (Robotham, 2008).

Group cohesive Drawbacks

Group mindless and similarity in compliance possess two significant risks for high gathering cohesiveness. The bunch congruity might happen as the group individuals have to receive comparable practices for various parts intended to fit the diminished differences between the individual’s gatherings. This practice arrangement tends to turn into regular meetings. The colleagues have to fit in with gathering standards, which might bring down profitability or even inventiveness ability and development. The mindless passivity has to happen as the individual gathering individuals tend to lose the capacity to think of themselves depending on the settling of their choices gathering.

Group productivity benefits

Efficiency originates from expansions through generational representatives, which are measured in units per hour. The profitability might also prompt the advancement of the raised levels. The effectiveness of invocation administration and work results in high rates of profit. The Bunch Profitability organizes and manages to work for efficiency and even persuades the representative to work harder. The supervisors might coordinate exertion for an impression gathering through efforts of profitability bunch standards. The Bunch’s cohesiveness and efficiency, therefore, might be picked up by the group by sharing the status and accomplishment status.

Group productivity Drawbacks

On a little disruption to the goal of profitability, the fizzled endeavors one expansions efficiency might have effects that are unfriendly. Supervisors endeavoring to copy the positive effects of progress might achieve this by setting up secure task-gathering objectives. This prompts the groups who are under the produce of the ideology to overproduce. Also, endeavoring to raise efficiency by setting up the bar might assist in bringing down and resolving the problem when colleges tend to neglect to achieve the objective.

Evolving A Group Into A Team

Groups have to undergo a sequence of stages whereby the beginnings are created after the formation and the ends when it is disbanded. Thus, when they evolve from a group of members of a team, they have to expand their operation through their achievement and the expected targets. This includes the;

The Forming Stage

The primary stage in the life of a group is hitching up the people gathering. People focus on arranging the association, describing and doling out activities, constructing a schedule, and other essential start-up stuff. Dictionary, the people, focus on the contexts to the group focus on how to approach the laid strategies and people arrangements stage are, however, assembled as the data and impressions are constructed together. Due to the need to acknowledge each other during this season, there is a purpose for abstaining from differences. The colleagues might start by taking a shot at their undertaking very freely and not yet centered on their associations with their kindred collogues.

The Storming Stage

Once the group endeavours are set, the colleagues have to clarify their objectives and exercises and also express their direction on how they have to function autonomously and at large. This stimulates a season that entails raging on light, especially since they may include the abstracting mostly on the ground, which is the most common cause of disturbances. The amid raging stage for the individuals to have a start on the share of thoughts regarding how and what they do goes after the opinion. The colleagues have to maintain an open relationship with each other and stand firm for others’ thoughts.

Since raging at some point may be argumentative, the person who is declined to strife may think of difficult or unsavory. This, however, diminishes the inspiration and exertion he exerts through consideration of drawing from the errands. Hence, raging may be determined rapidly. At various times, the group might leave the state band to be adhered to and thus not able to perform its task. The thoughts and the persistence of colleagues and respective representatives head forward by keeping far from this.

The Norming Stage

The standards are created when the group is to work as a unit and enters into the performing phase. At this juncture, all the colleagues are cooperative, and the efforts are reliant on the undertaking a convey or even arrange viably. There are even less tedious diversions in the light of interpersonal and also gathering progression. However, the inspiration might be typically too high, and the colleagues have to maintain trust in each other in the capacity to make it their goals.

Importance Of Evaluating Organizational Culture

The organization brings employees together.

The organization brings up everyone on the typical stage. All the representatives are supposed to be dealt with equally, and therefore, nobody has to be ignored or left aside. It is essential for workers to adjust appropriately to the association in society so that they can achieve their best level. The organization’s culture thus helps to join the representative who comes from different backgrounds, different places, and with a different mindset (Rhee, 2007). The average social life provides the representatives with a feeling of solidarity in the workplace. Additionally, the general society employees have the representative to know their obligation and pats they have to lay respectively. Every employee understands his/her responsibility and does their level best to make up for the targeted goal within the time frame. Strategies implementation is not a bother when it comes to associations whereby the individuals have to take after the society (Fredendall et al. 2003). The new employee also does their level best to comprehend and help the organization grow, hence improving the entire working environment.

Organization’s culture generates commitment.

The organization’s culture helps in furnishing the individuals with the idea of an authoritative character and assists in creating responsibility. Even though the thoughts are, in turn, to be a part of the society, they can have their roots in the workplace, and the organization culture pioneers the actualizes. Unique qualities and thoughts as business procedures or philosophy are generated. At this juncture, the beliefs and values conclude with the achievement of being regulated and then offering a shape to an authoritative society. Nowadays, associations perform their unity in dynamic ways as the organization and environment ought to be modified from time to time in order to match the associations (Chandler et al., 2003).

Leadership Styles

Positioning the group into standards and exceptional refers to grasping and comprehending the contrast between authority and admiration. Directors act as facilitators of their colleague’s prosperity. They assure that there are beneficial and successful, preparedness insignificant and cheerful detours on their way to be perceived through extraordinary drilling and execution to their difficulties. Supervisors have to be reliable and commit themselves to diverse pioneers to help develop and rouse their colleagues. However, the leadership styles include:

Change Of Authority Styles

Not only do the best partners volunteer themselves as distinctive pioneers for a reliable rise of view to their qualities, but they should also understand the clear initiative that can be opted to be situational and contingent upon the group’s necessity. At some time, the colleagues have to embrace changes. From one time to another, the groups should be envisioned by another instructor leading the way. However, the extraordinary pioneers might pick their administration style with the computed examination of the current situation and the final objectives.

Managing The Multicultural Team

When dealing with the multicultural group, it might be remunerating knowledge, offering the pioneers the opportunities to work intimately with their representatives from various deferring organizations, and giving a chance for specific personnel and expert development. A combination of various personnel provides opportunities for overcoming a beneficial organization. Therefore the pioneers must always be capable and even generous for multiple society pickups a greater understanding of the representative and then analyses hoe to assisted work together as a group (Coghlan, 1994).

Separating the cultural barrier

Social contrast is always experienced in an organization. The individuals have to be diverse and even acclimated to specific practices, which may lead to an agreement. Some societies have to become straightforward about the trending issues, while others may opt to consider the relationship and hence take more modest methodologies.

Framing the workplace to be a united culture

Multicultural groups, at some point, are made up of representatives who may collaborate with each other at the same time. Since their societies may have to be pleased, therefore there has to be a strong and accommodative climate for everyone included. The leadership has to converse with the representatives, forming gatherings and centers if appropriate when essential (Magpili & Pazos, 2017).

Understanding the cultural differences

Picking up a strong comprehension of the main agendas in connection to the multicultural group might permit the leadership to get a deal and be more compelling. In the case where some workers seem to be involved in troublesome, rude, or sluggish behavior, investigating further to examine their social standards may give a vital burst of information that will help the individuals in the group see each other.


Chansler, P. A., Swamidass, P. M., & Cammann, C. (2003). Self-managing work teams: An empirical study of group cohesiveness in “natural work groups” at a Harley-Davidson Motor Company plant. Small Group Research, 34(1), 101-120

Coghlan, D. (1994). Managing organizational change through teams and groups. Leadership & Organization Development Journal, 15(2), 18-23.

Driedonks, B. A., Gevers, J. M., & van Weele, A. J. (2014). Success factors for sourcing teams: How to foster sourcing team effectiveness. European Management Journal, 32(2), 288-304.

Fredendall, L. D., & Emery, C. R. (2003). Productivity increases due to the use of teams in service garages. Journal of Managerial Issues, 221-242.

Magpili, N. C., & Pazos, P. (2017). Self-managing team performance: A systematic review of multilevel input factors. Small Group Research, 1046496417710500.

Rhee, S. Y. (2007). Chapter 4 Group Emotions and Group Outcomes: The Role of Group-Member Interactions. In Effect and Groups (pp. 65-95). Emerald Group Publishing Limited.

Robotham, D. (2008). From groups to teams to virtual teams. Groupwork, 18(2), 41-57.

Sisson, J. (2013). The difference between a group and a team. Retrieved 9 March 2018, from



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