What Contributes to a Team and an Individual Performance

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Most efficient way to provide stability in a team is by understanding every individuals’ skills and expectancies during the time of team formulation and also deciding an appropriate level of stability to be assigned to every team member. Always providing room for development in terms of time, keeping in mind that the overall development of the team should not be effected in a long run. As team is always run by a manager, regular feedback from every team member could help remove misbehaviors and miscommunications if present any.

IMPACT OF TEAM INTERDEPENDENCY:

Every individual poses unique working methods and capabilities. When working in a group, the essence of interdependence is must. This is one among many characteristics of a real team. Not only the individuals are interdependent, basic functions of a team namely structuring, tasking and Deciding are done with consultancy to all members.

Interdependence is on the collaborative notion – If we win, I win.

Interdependence of task refers that the progress of an individuals’ task depends on what other team members are doing at the same time. It in the principle that promotes cooperation and collaboration in teams. A team with high interdependence experiences skill and information sharing and mutual support to achieve common goals. This creates synergy. Reason to why interdependence of team members attracts development to team are many. Interdependence helps build trusts among members. This not only provides room for individual development but the grounds of team foundation becomes stronger. A positive and controlled interdependence between members motivates for them to increase their level of input in the group effort. This is because the individual is aware that the work affects the work of other peer members. Skills of logical reasoning and critical evaluation are developed under these situation. Interdependence enables demand for high quality communication. This leads every member to being exposed to top quality insights and ideas. With every ones ideas on the table, decision making requires higher reasoning and intellection. Problem solving skills are brushed under these circumstances. At times of heavy task loads, stress management is easy when interdependence is part of group structure. Collaboration and delegation, at the managers intend, construct’s structural background for a real team. Productivity and achievement increases significantly with positive interdependence. Conflicts turn into favorable outcomes if the extent of interdependency is regulated. It can be used to restructure barriers of language, gender and culture within a group in a positive way.

However, individuals of the team are more susceptible to interrupted thought process in the case of over collaboration. Though team needs to work together, sufficient level of free and alone working space is required to maintain the focus and privacy. The autonomy in a real team is shared and will require cooperation, communication and compromises. If these aren’t followed, there is possibility of energy draining. Big drawback of interdependence is that it neglects the difficulty of variant backgrounds, thoughts, ideas and experience coming to a single consensus. It neglects the real life situation handling differences of team members. Equal amount of interdependence is necessary among peers, if not can lead to unfavorable team atmosphere. In failure, interdependency can be reasoned by members to point blames causing a disturbed work scenario. The best way to achieve the goal can become the means for demonstrating low similar consensus among members. This can possibly lead to quarrels and misunderstandings. Extra interdependence can lead to social dependence. Also the teaching of efficient implementation of interdependence becomes a demanding role in the leader of the group. A healthy competition among team members can be seen to be neglected under these circumstances.

Interdependence is formed by laying a foundation of team clarity. Making sure everyone understands the common goal. Why it is important and how it will be achieved cooperatively? Have every team member describe how their role is important for accomplishing the goal. Making clear that mutual support of one another is critical. Describing how achieving the goal and its success depends on the participation and commitment of everyone. Interdependence should be employed with a reward system. Interdependency in terms of goal, role, resource and identity should be provided to each individual of the team. Studies suggests rewards can in turn cause savings in a long run. Hence interdependence should be implemented with subconscious idea of resource sharing to achieve more goals in a smooth and less expensive way.

CONCLUSION:

The study above clearly describes the ground on which a team is to be formulated. Regulating a team in terms of stability and interdependence will give a healthy and positive work progress to the team’s success. Interdependence and Stability will act as the basic requirement of the individual if they seek task identity, individual importance and team meaningfulness. Hence neither a single individual of the team nor the team as a whole will meet demands if the leader or manager has failed to assign comfort ability, reliability and meaningfulness to the team. This is only attainable when every teams’ individual has its peer support, both in terms of justifiable interdependence and required stability for growth.

REFERENCES:

- Allen, B. C., Sargent, L. D. & Bradley, L. M. (2003). Differential Effects of Task and Reward Interdependence on Perceived Helping Behavior, Effort, and Group Performance. Small Group Research, 34(6), 716-740.

- Gully, S. M., Devine, D. J. & Whitney, D. J. (1995). A Meta-Analysis of Cohesion and Performance. Small Group Research

- J. Richard Hackman (2002). Leading Teams: Setting the Stage for Great Performances. Harvard Business Press.

- Molleman, E. (2009). Attitudes Towards Flexibility: The Role of Task Characteristics. Group & Organization Management

- Van der Vegt, G. S., & Van de Vliert, E. (2001). Intragroup Interdependence and Effectiveness: Review and Proposed Directions for Theory