In many organizations like RL Wolfe, the concept of self-directed team has been emerging with a motive of the creation of smart manufacturing process. These teams are used to make employees responsible for the production of a definable good by providing them, complete control and independence to execute.
However, development of an effective team is not an easy task for the management as there are some challenges faced by the company. The teams require more efforts towards communicating their ideas to others, more resources are required than an individual working, longer decision making processes, and requires more training and supervision. However, in order to overcome these challenges the main benefits associated with the team working in an organization includes improvement in the quality of the product, reduction of operating costs, simpler job categorizations, more commitment form employees towards their organizations, attraction and retention of competent people. Independence given to the team members results in the better response to the changes in an organization.
Role of Goals, Culture and Conflict in a Team Environment
In the case of RL Wolfe, the goal of the company was to develop a high productivity plant able to produce in the range of 95% design capacity. The establishment of such strong goal resulted in the motivation of employees. This provides a challenge to the employees to achieve the desired goal with higher performance. Likewise, the culture of an organization, also help in creating the distinctions between the roles of employees in a team. The employees of RL Wolfe were of the view that no importance is given to them by their coordinator. On the other hand, conflict among eth team members not only affect their individual performances but also delay the accomplishment of the overall objective of the team (Garvin & Collins 2009). Hire assignment writer by Get Writer Help
According to Mintzberg (1989), the structure and design of an organization plays significant role in the development of relationship between the organization and employees. The structure brings life to a business. This could be simply be viewed from the case study of RL Wolfe, that when the owners of the company, Amasi and Winslow, decided to design an effective work system, they both focused on a organizational structure that is more simplified in order to accomplish the desired goal of the production. They believed that simpler the organization structure is, the more improvement in the work processes would be observed.
The structure of an organization should be designed in such a way that helps in creating awareness among all the employees easily about the planned target of the company. Moreover, organizational structure should be capable of sending and receiving feedback. The role of supervision and control should be replaced with the role of motivator and facilitator for efficient working of a smooth organizational hierarchy and design. Referring to RL Wolfe Organizational structure before the implementation of self-directed team was quite complex and difficult to control. However, after the implementation, the whole structure was simplifies and was comprised of a plant manager, coordinator, materials team and line operations team. Therefore, it would be recommended that with this simple structure, an organization could result in a development of leadership styles, development of employees, establishment of leadership role and efficient handling of task situation (Garvin & Collins 2009).
Importance of Individuals, Motivation and Reward Strategies in Organization
Within the study of organizational behavior, there is great significance of the individuals working in an organization because every individual serving in the production of the organization is the asset and it is even more important to direct and motivate them to help the organization to achieve its objectives (Ivancevich et al., 2008). However, the challenges being faced by organizations in modern days are significantly related to employee motivation within the study of organization behavior because lack of employee motivation has been found as reason for the decreased production and reduced profitability of organization (Kinicki & Kreitner, 2006).
As identified in the case study of RL Wolfe, the strategic management of the organization found out that individuals could be more effective in terms of increased production and profitability of the organization if they are motivated and rewarded (Garvin & Collins, 2009). Empowerment and self-direction strategy for teams adopted by the RL Wolfe Company that resulted in the 80% increased in the total production is the proof that power of taking decision within employee can serve as an effective motivation within organization. Moreover, performance based evaluation and incentive can further motivate the employees within organization to work for the accomplishment of the organization objectives. The self-directed team strategy adopted by the RL Wolfe had been successful with the implementation of the incentive-based strategy, which proves that reward can be effective to motivate the employee to improve their efficiency and become loyal with the organization to achieve its goals.