Management Issues Effective Team Formation

The article demonstrates the processes and procedures that must be put into consideration toward the formation of a team. The first section of the article demonstrates that effective teams are grounded on coherent goals and objectives, and that these goals and objectives must be rational, achievable, and oriented towards improving the status of the organization.Advertising We will write a custom essay sample on Management Issues: Effective Team Formation specifically for you for only $16.05 $11/page Learn More It is very clear from the article that the underlying goal of the team is to improve the care of hospitalized patients receiving antibiotics through setting out clear and coherent objectives, key among them implementing evidence-based practices and interventions to minimize the use and duration of intravenous antimicrobials. Such bright and coherent goals and objectives function as the foundation for the establishment of effective and efficient wor k teams in organizational settings. The second section of the article deals with some of the critical issues relating to team formation and development, including team composition, team size, roles and responsibilities of each team member, as well as the capabilities that each team member should demonstrate in order to be included in the team. This section clearly captures the ongoing shift in organizational settings where work is no longer organized around individuals; rather, it is organized around team-based work structures and frameworks for optimal efficiencies and competitive advantage. The section clearly details the number of professionals to be included in the team, their exact functions, and responsibilities, as well as how these job roles are related to each other. From the article, it is also very clear that organizational planners must put into consideration the capabilities and expertise of each team member to achieve maximum productivity. The team members should expos ed to additional training if it is felt that such a need exists to make the team more functional and efficient. The third section of the article deals with yet another critical component of an effective and efficient team – identity formation and development. The rule of the thumb here is that work teams in organizational settings are able to achieve successful results if they share common values, attitudes, and expectations.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It should be remembered that members who comprise a work team are not sourced from homogeneous groups, thus the importance and urgency to identify common values from the team members that could be used as building blocks in the process of identity formation and development. In this case scenario, for example, team members share the concern to enhance patient safety. It is such values, attitudes, and expectations th at organizational planners should use to ensure that team members not only stick together but also speak with one voice in attempts to solve the issues that made them to come together. Lastly, in the final section, the article deals with two other very relevant factors in the development of work teams – remuneration, social identity, and support. Team members must be remunerated fairly and adequately for their work and effort. It is important to note that remuneration can be done using financial incentives or non-financial incentives such as mere recognition, time off, or paid holidays. It is a well-known factor that differences in social identity certainly occasion problems in work teams; thus it is important for the relevant stakeholders to use various avenues, including harmonizing remuneration packages to iron out the differences. The article also highlights some of the ways that could be used by team leaders to support the team members and through this achieve optimal ou tcomes. These methodologies include allocation of an executive sponsor, identifying a strategic goal for the team, communicating why change is needed, scheduling time to review progress, as well as resourcing and rewarding team members adequately. This essay on Management Issues: Effective Team Formation was written and submitted by user Marisa Tillman to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Job Discrimination Essays

Job Discrimination Essays Job Discrimination Essay Job Discrimination Essay Job Discrimination in organization Definition Discrimination can be define as the wrongful act of distinguishing illicitly or illegally among people not on the basis of individual merit, but on the basis of prejudice or some invidious, unpleasant or morally reprehensible or wrong attitude. The main economic definition of â€Å"employment discrimination† implies that it is efficient and leads to unusual and narrow empirical methods. From a legal perspective one can note that this definition does not advance equality. Other such definitions relate discrimination to specific market failures. This paper argues that economic theory could base its definition on the fundamental theorem of welfare economics and market functionality. Since society constitutes markets by use of law, this definition indicates some additional legal means to address problems of discrimination. Gary Becker defined employment discrimination as different pay for equally productive individuals (based upon membership in a certain group). Becker’s definition cited the cause for unequal pay as discriminatory tastes. Others argued that there may be another cause at times: some information problems that are correlated with the said social groups. Description The discrimination in employment must involve 3 elements. First, it is a decision against one or more employees/prospective employees that is not based on individual merits (ability to perform job,) or other morally legitimate qualifications. Second, the decision derives solely or in part from racial or sexual prejudice, false stereotypes, or some other kind of morally unjustified attitude against members of the class to which the employee belongs. Third, the decision has a harmful or negative impact on the interests of the employees, (no job, no promotion or pay rise) Reference (Business Ethics 7th edition by Manuel G. Velasquez 2012) EMPLOYMENT DISCRIMINATION: SOME ECONOMIC DEFINITIONS, CRITIQUE AND LEGAL IMPLICATIONS by GARY S. BECKER. Milton Friedman ed. , 2nd ed. 1971 Becker, Gary S. 1971, the Economics of Discrimination, 2nd ed. Chicago: University of Chicago Press.