HR Management assignment help essay on: Personnel management

1. Introduction:Personnel are the key factors in driving the business towards the success. The company is made up of teams and several teams make up a department, departments make a business unit and several business units make up an organization. Teams are an integral part of any organization’s success. In this essay there are four models or theories that are used to identify and evaluate the factors which are used to influence the effectiveness of a team.

2. Discussion:

2.1 GRPI Model:Rubin, Plovnick, and Fry devised a model in 1977 which is called the GRPI Model of Team Effectiveness. GPRI is nothing but the condensed form of Goals, Roles, Processes, and Interpersonal Relationships. The authors of this model have represented their own model in the shape very similar to Abraham Maslow’s hierarchy of needs (Maslow, 1954), but this model starts from the top of the pyramid and not the bottom.

This model explains very clearly that the team should start with defining and stating clear goals which pertains to the team. When the goal is stated down then begins the division of roles and responsibilities become clearer. As the teams start to work for there comes many instances where it is encountered that the roles and responsibilities and the goals gets overlapped and smudged, which can create a lot of confusion. For the same reason redefinition of the roles and goals are immensely required which means that the processes needs to be worked upon and readjusted. This readjustment is seen in terms of making decisions, resolutions of conflicts, the process work flow. While these all things are being settled down and sorted, there is extreme need for building interpersonal relationships within the teams.Goal means that the tea should have clarity and the purpose should be clearly defined, each of the team members should agree to the desired outcomes, members should understand the major tasks, ad should agree to the expectations, priorities, and the deadlines, clarity of priorities and deadlines. The clear roles and responsibilities means all the members should understand their individual roles and how it contributes to the overall role of the team. Also they should understand the concept of shared responsibilities. Process and workflow means the entire process of how the decisions are being made, how conflicts are being resolved, how the operations are being performed and how the entire thing is being communicated. Interpersonal relationships relates to how the team members trust and rely on each other, how they communicate with each other and collaborate to solve issues at work.

2.2 Katzenbach and Smith model:Katzenbach and Smith model of team basics (Katzenbach and Smith, 1993) depict the resistance which arises due to the fact that individuals move beyond their individual roles and responsibilities and accountabilities, they suggested that the resistance is very natural. The individuals have the tendency of not accepting and acknowledging the performance of other team members; neither do they tend to like that other team members should take up responsibility for them. In order to sort this tendency of natural resistance this model explains the basics of teamKatzenbach and Smith show the dynamics of the team basics in a typical triangle which is shown above in the picture. According to this theory there are three goals which every team needs to achieve and these are shown at the corner of the triangle, namely, collective work products, performance results, and personal growth. The side of the triangle as well as the center depicts what should the team characteristics should be in order to achieve the goals which are namely, Commitment, Skills, and Accountability.

Katzenbach and Smith go beyond these and explore further in the form of laying down a set of six questions in order to diagnose the effectiveness of the teams and to enhance it. The questions include the appropriate size of the team that is necessary for it to perform effectively, the skills the that the team members should have and whether the skills are complimentary in nature, whether the goal and purpose of the team is clearly laid out and understood by all the team members, if the goals are clear and are SMART in nature, is the approach with which the team work has been laid down clearly, and above all is there any sense of mutual accountability that persists.

2.3 LaFasto and Larson Model:LaFasto and Larson Model in the year 2001 (LaFasto and Larson, 2001) developed a theory of the dynamics of team work in which there are five aspects. This is based on the research that they carried out across 600 teams and the team was spread across varied verticals. After the conclusion of the research they concluded that there were five basic characteristics or components that persists and that these should be understood very clearly for improving the effectiveness of the team. The team basically consists of different people with complimenting skill sets. There should be four behaviors that the team members should have and they are namely, openness (they should be open enough to listen to new ideas and learn new things), supportiveness (this is a major pre requisite and the team members should be supportive to their fellow members), action orientation (they should achieve excellence in the process and focus on the completion of the goal), and a positive personal style (they should have their own personal style and uniqueness).

                                                (Source: LaFasto and Larson, 2001)

The model has several components which are namely the characteristics (behavior, attitude, and abilities) that make an effective team, the set of behaviors that instills good relationships within the team members, the general behavior of the team as a whole and how is it perceived by the team members and the leaders of the organization. It also depicts how certain behaviors make the team more successful and helps in problem solving. The model also emphasizes on the processes and the practices that promote clarity.

2.4 Hackman Model:Hackman developed the team effectiveness model which states that there are certain conditions that needs to be satisfied so that the team is most likely to perform. These conditions are namely, it should be team that should be a serious team effort; the team should have a certain direction and should work for the completion; an infrastructure that encourages the team to perform more efficiently, organizational framework which supports the teams to perform well; and the environment has to provide adequate training and coaching. According to Hackman the effectiveness of the team is measured by the fact that the team should exceed the expectations of the customers all the time by providing them with the products and services which satisfies their needs.

Hackman explains in his model a very clear picture of the team dynamics. He depicts that there are five very distinct conditions that is necessary for the effectiveness of the team. These are namely, clear direction, clarity in the tasks that needs to be performed, a supporting organizational structure, support from the organization to provide materials to the team, and adequate training.

ConclusionHence, the most striking feature that is seen in all the theories that pertains to team effectiveness is that every team needs to have a very clear definition of the goals, process, roles and responsibilities, trust, interpersonal relationships, and training. Though these are the basic traits yet in all the models have clearly emphasized that individual talent of the member is equally important to increase the effectiveness of the team. Both the factors, internal and external affect the effectiveness of the team. The direction and control has to be directed from the leadership team. In any case the success of any team depends on various factors. Also engagement levels of the team members have to be taken into serious consideration. All the drivers which foster engagement needs to be listed down and then the managers should analyze how these factors the team members, devise an action plan so that they remain engaged and productive at the same time. Team building is not a one day activity and fostering an environment in which the team performs well is a long term process and not only is it a responsibility of the team members but also the responsibility of the managers and the senior management team. It has become a proven fact that an organization which has productive teams has excelled and has brought about excellent growth and benefits to the organization. (Kirkman, Gibson & Shapiro, 2001) If there are teams within the organization which helps and supports their team members, coordinates well with teams of same and different departments, openly communicates, and is productive, then the firm is very sure to excel customer satisfaction list and build a long term reputation in the industry not only in terms of providing excellent service to the customers, but also building long term relationship with the customers. Teams are an integral part of the firm and will always continue to remain an immensely important part of the firm irrespective of however the business dynamics changes in the globalized business environment which is always on the changing mode.

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