An organization that lacks interaction among its employees is a breeding ground for low productivity, extremely dissatisfied and disengaged employees, failed projects, unsolved work-related issues, inter-office rivalry, and much more.
Also, want of team interaction negatively impacts an organization’s well-being; it allows the growth of in-groups and out-groups that leads to conflict of interests among employees, egotism, and resistance to organizational change or growth. Avoiding figuring out the root cause for disagreements in a work-place can cause more friction among the employees and the situation may go out of hand over time.
Thus, the need for interaction between employees is crucial in an organization. It helps facilitate healthy debates on work-related issues and sets a stage to eliminate stereotypes and misconceptions among the employees and also clears the road towards a highly productive employee force. It is easier said than done and whether organizations value diversity and tolerance remains a subject to be evaluated.
As today’s global market environment is highly volatile and competitive, the need for an organization to latch on to the responsibility of employee engagement through a continuous learning process has become imperative. The continuous learning process should direct itself towards developing effective communication skills among the employees, impart the nuances of interpersonal relationships, and develop among the employees a strong motivation on how to fulfill organizational goals. The make or break of an organization solely depends on its employees.
Now, for the factors involved in Team Success
- Common Goal
Team members need a unity of direction to pull together. There must be common goals and all members should be aware and accept the goals. A group becomes a team when members start working with unity towards the common goals.
- Common Personal Values
Groups composed of individuals with homogenous values and ambitions show more positive responses to each other, are more favorable in their perceptions, are more involved in the task, and have greater satisfaction with their work. Research indicates that such groups also feel a stronger sense of responsibility to accomplish individual and organizational tasks, communicate with each other more effectively and have more mutual respect
- Perception of Personal Benefits
Groups need to see what they will get out of if they perform successfully. Both effectiveness and satisfaction increase when members see their personal goals being advanced by group’s success. Ultimately, all the individuals are working for personal gains and if it is visible, people are naturally motivated to strive hard for team success.
- Open mind
If participating members keep open minds, they will probably have better interaction among themselves. Open mindedness means that individual listen to others views and possibly, even accept them. Leaders especially need open minds. If leaders begin group interaction with pre-conceived ideas, there is a high chance that it will deviate the direction of activities and restrict successful group from functioning. If they have pre-judgments of what the team members should do, wise leaders bring them out in the open platform as early as possible in the interaction, so that all the participants are aware about them.
- Group Size
Effective groups are small enough to allow a good interchange of ideas and large enough to provide a diversity of ideas that stimulate creativity. Japanese management technique called “Quality Circle” comprising members from 6-12 numbers promote participatory management and enhance team success by developing the skill, capability, confidence and creativity of each & every member.
Yes, a team means “Together everyone achieves more” is the key ingredient to manage diversity at work place. It is the need of the hour in this highly competitive world.