BALANCING TEAM DEVELOPMENT VS. OBJECTIVES
Organizational Behavior: Balancing Team Development vs. Objectives
The modern day workforce has come a long way of the task oriented individuals performing specific functions of the past to a lean and adaptive force striving to innovate organizational vision and spearheading the project life cycle process from inception to completion effortlessly. After 2009, more than 25% of people 25 years or older had more than a Bachelor’s degree, compared to just under 5% of the same demographic 50 years ago according to a Census Bureau report (Ryan, Seibens 2012). With that said, the statistics presented in a 2010 New York Times article discussing the importance of Post-Secondary Education and the recession showed that only 3.1 percent of college graduates were unemployed compared the national average unemployment rate of 7.3 percent ...view middle of the document...
The top reason claimed by this publication is that the key people are overloaded with too many responsibilities; this can negatively impact a team member’s ability to see the brighter side and may lead to an overconsumption of stress, thus negating that person from developing. Another reason is organizational leaders fail to illustrate to the member where that person can go up within the organization as it pertains to their career, and with that not describing to attributes desired from leaders to be promoted, which is a failure to develop. Lastly, another critical reason described by Forbes is that managers fail to clearly explain the vision of the organization to it’s members which mitigates an employees feeling of self worth and ownership to their “piece of the pie” and how they are contributing.
In conclusion, understanding how an organization can effectively develop their team can surely improve the product delivered from their teams, while ensuring that they retain a quality force into the long-future of the organization cementing best practices within the organizations culture. Simple actions such as understanding the teams strengths and equally distribute the workload, or advertising requirements for growth within the organization, or even clearly expressing the organizations mission and vision to employees can go a long way in promoting a culture of productivity and pride.
Jackson, E. (2014). In The top 8 reasons your best people are about to quit. Retrieved from http://www.forbes.com/sites/ericjackson/2014/05/11/the-top-8-reasons-your-best-people-are-about-to-quit-and-how-you-can-keep-them/
Rampell, C. (2013). In College graduates fare well in job markets, even through recession. Retrieved from http://www.nytimes.com/2013/05/04/business/college-graduates-fare-well-in-jobs-market-even-through-recession.html?pagewanted=all&_r=0
Ryan, C. and Siebens, J. (2012). In Education attainment in the United States: 2009. Retrieved from http://www.census.gov/prod/2012pubs/p20-566.pdf