Introduction
The chosen organization is a telecommunications company in America named Verizon. In this study, the concepts of teams and groups have been done and different theories namely Tuckman’s model of Team Development, Drexler Team Development Model, and Rocket team performance model have been taken into consideration for the creation of a team in the organization.
Context to the organization and rationale for team choice
The organization chosen is a telecommunications company in America named Verizon. The headquarter of this company is located in New York, United States of America and it is noted for team collaboration works. This organization focuses on the selection of proper team choice theories and models for improving their performance. The team members are chosen in such a way based on the analysis of their capacity to perform. Tuckman’s Model of team development and the Rocket team performance model is used for the creation of a proper team. The concepts associated with these models are applied for the collection of essential data as well as evidence. The Sample group for the formation of the team in my group shall be seven and data is collected based on analysis of their performance in the team.
Definition of Teams, Groups, and differences between them
Teamwork is very essential to achieve organizational objectives and improves the business process. A team is defined as a group of people who shares a common vision to attain within a specified time frame (Belbin, 2012). They share information as well as the responsibility for the task assigned to them. However, a group is defined as an assemblage of people who work together to interact with one another to achieve a common target. Individuality is the main priority of the members of a group. In response to this, the differences between team and group are outlined here:
| TEAM | GROUP |
| A team has more than one head or team leaders | A group has only one head |
| The team members share responsibilities | The group does not share any responsibility |
| Team goals are achieved by the efficient working of the team members (Winsborough & Chamorro-Premuzic, 2017) | Members of a group are conscious about individual targets |
| Collective work products are produced by the teams | Individual work products are produced by a group |
| A team-first discusses a problem and then collectively find a solution to address the problem | A group discuss the problem before assigning a task to an individual |
| The team members are interdependent | The group members are independent |
Table 1: Differences between team and group
William Kahn (1990) stated that psychological safety is an important element of team performance. Psychological safety has a significant impact on a person’s readiness to express or employ themselves cognitively, emotionally as well as physically during their critical performance time. These persons are prevented to defend their own self. On the other hand, according to Prof Amy Edmondson (TEDx talk 2014), teamwork must involve equality among the people so that they are not afraid to share anything. It is the belief that they won’t be humiliated or punished for speaking up and asks queries or questions to the concerned person. Thus, it is believed that a good team will always look after the provided time along with the quality of the task, relationships, and processes performed by the team members. Engagement zone.
Disengagement Zone: In this context, gossip and cliques are widespread. According to this zone of engagement, there is a low level of trust among the members of a team. Moreover, the team members blame each other and the culture of the organization. There exists tension or confusion among the team members so that friction is maintained among the team members. On the other hand, the team leader is not provided any respect, whereas the team members feel that they are dissatisfied with the competent mapping of the organization. Due to the non-cooperation existing within the team, the responsibilities assigned to the team seem monotonous. Therefore, the team leader is found to be too controlling and they don’t lead by example.
Contentment Zone: In this zone of engagement, the team works by setting certain guidelines. The existing and long-serving members of the team are exposed to changes. The issues and threats faced by the team are taken to the team leader. The team leaders are believed to receive some motivation so that they can solve the problems effectively. On the other hand, Knight, Patterson & Dawson (2017) stated that team members are not motivated to perform their duties and they are not encouraged to take on challenging tasks. Training and development are not developed within the team. Additionally, the team lacks enthusiasm and energy to provide efficient solutions to the business processes.
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Introduction:
Reward management deals with formulating and implementing strategies that aim towards rewarding people at work in an equal, fair, consistent and non-discriminatory manner. The rewards given through this system serves to act as motivation to both who do well and to those who seek to do well. In this essay, I will discuss two types of rewards and the reason why an organization uses them, linking them with Vauxhall and McLaren when appropriate.
