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Saying Thankyou
Work Views
Saying Thankyou
For every news story, thereÂ’s a workforce-management angle. Discuss them here, or read Work Views for more opinions.
I have a question that I hope someone can provide an answer to.
Workgroups are becoming more and more prevalent in the workplace. There are obvious benefits of these groups over traditional "Indiv
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Forums » Topic Forums » Work Views » Saying Thankyou
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Saying Thankyou
posted at 3/2/2001 1:25 PM EST
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Posts: 1
First: 3/2/2001 Last: 3/2/2001 |
I have a question that I hope someone can provide an answer to.
Workgroups are becoming more and more prevalent in the workplace. There are obvious benefits of these groups over traditional "Individual" processes. My question is this: Are employees less likely to see direct benefit from being involved in workgroups. What I mean by benefit are the normal "recognition" that was once associated with individual effort. As individuals, it was a bit easier to measure and employees productivity, and as a result the cooresponding reward if any for the effort. Has there been an increase or decrease in employee satisfaction (On average) because of workgroups, or do workgroups tend to "Overshadow" the individual and their skills and efforts? |
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Saying Thankyou
posted at 4/6/2001 7:27 PM EDT
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
If your workgroups are overshadowing individual efforts, your workgroups are not effective.
Groups, as individuals, can be recognized. Simple recognition is always great. How about getting pizza in for their next meeting, or creating certificates for being an effective team. Effective teams provide greater benefit to the organization on the whole. You need to promote the significance of working well together. If your teams aren't working well, look at the dynamics. Do you have two leaders and two silent members? Should someone in the group be changed? Is what they are recommending going forward? Don't give up on the concept of teamwork. |
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Saying Thankyou
posted at 2/15/2002 11:29 AM EST
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Posts: 6
First: 8/24/2001 Last: 2/15/2002 |
I think that teams are great idea. Anyone who has studied social psychology however knows that most groups include at least one social loafer. Therefore to increase the effectiveness of teams in the workplace, it is essential that team members have the opportunity to rate the other group members' performance. These ratings, along with supervisor ratings and also objective measures (ex. productivity data) should all be taken into consideration when assessing a team member's performance. |
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Saying Thankyou
posted at 2/19/2002 8:00 AM EST
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Posts: 37
First: 1/8/2002 Last: 9/29/2005 |
Teams sound like a great idea. And that's how much work gets done today. Yet how then is the work evaluated? No, the whole team doesn't get a grade. Instead, each individual does. And that right there is part of the problem. 2 C words to live by are at odds. C=Cooperation is very necessary for a team to produce. Yet C=Competition is also another reality. A person needs to be cooperative to help the team advance. Yet many a helpful person can feel unnecessarily exploited. How? He's in competition for those limited prizes in the employment game called "raises" and "promotions." And when he doesn't get one despite all his hard work, he wonders, "Why ever help this team out again?!" We'd like to think that in a game like Employment, all team players are fair. We'd believe in the 21st Century, brownnosers only appear in Dilbert. Also we'd think since all supervisors transformed from Managers to Leaders, no boss ever succumbs to "halo" nor "horn effects." Sorry, reality is as positions become even harder to hold onto, many out of basic economic survival think "Me first, team second." If you'd like more insight as to what will get this to change, seriously consider reading the book _Abolishing Performance Appraisals._ That's essentially what your questions address: just how can we validly assess a group of people together? This book is instrumental in challenging the notion that a whole (team) is readily fixable by addressing its parts (invididuals.) |
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Saying Thankyou
posted at 2/19/2002 8:22 AM EST
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Posts: 37
First: 1/8/2002 Last: 9/29/2005 |
At first I was hopeful about this concept, the idea of rating those above and below me. And, of course, I'd be just as welcoming of them rating me too. Hallelujah, 360-degree review! Alas, as well meaning as such efforts may be, I am sad to report my disappointment. In seeing some 360-degree feedback programs implemented, I've seen them fall flat for several reasons: A. Lenient vs. strict raters -- some team players give everybody an A. Others say, "Not even a god deserves 'exceeds expectations.'" B. Fear despite anonymity -- if they tell it like it is, they'll be recognized anyway C. Formal authority's clout -- despite today's informal work arrangements, bosses still exist. (Everybody's opinion is equal, some more equal than others.) D. Productivity numbers don't tell the whole story -- Tom sold 8 homes last month, yet sold 0 this month. Does 0 sales mean Tom was goofing off, and Tom is therefore the only person and factor accountable? And then there's that word of "objectivity." That's what everybody is told to follow. Yet why then is it that one 3-letter word permeates the evaluation? When it comes to employment and teamwork, "Fit" has got to be the most subjective yet embraced term today! |
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