I think IBM is on the right track by devoting many person-hours to management of teams. By encouraging team spirit, an organization is in the path of realizing its efficiency. Belcher (2013) outlines the advantages of teamwork and group work as bringing efficiency, support and security among the staff members as well as sharing of ideas. In such an environment, innovation is encouraged and the organization will realize increased inputs (Judge & Robbins, 2011). When a group attacks an activity, they are likely to complete it within the set time and, therefore, deadlines will be met. In the case of IBM, this is a worthy investment for the organization’s resources because time used in enhancing group performance will be repaid through group efficiency. Sharing of ideas and work specialization are among the other advantages of groups. When people work together, one is given the job that they can do best. This is to the advantage of the organization.

IBM’s change of culture from formal, stable, and individualistic to informal, impermanent, and team oriented

The development of a group from formal to informal develops through friendship, association and affiliation (South University Online 2013; Judge &Robbins, 2013). In IBM, the support that the teams are being given by the management gives a lot of strength to support one another and bond. This shows that each member in the groups has in their mind the interests of the other members in the group. By caring for one another, the members bond and then form informal groups.

The change of the group from stable and individualistic to impermanent and team oriented comes about due to the measures the management has put in place to strengthen the teams. When familiarization sets in a group and members become comfortable with the group structure, formality of the group is replaced by informality (Judge & Robbins, 2011; South University Online, 2013). The dynamic nature of a group is also being reflected by the fact that the group is changing from stable to impermanent. This shows the commitment of the management of IBM in ensuring that the groups embrace change positively.

Group development stages and interventions to make them effective

The five-stage model is the most accepted way of explaining the stages of group development (South University Online, 2013; Judge & Robbins, 2011). At the very beginning in a stage called forming stage, the members of the group have not known each other. They have anxieties and usually disturb themselves with lots of anxieties. They try to know their roles in the groups as well as the roles of the others. The best way the management can intervene to make the groups effective at this stage is to allay the anxiety of the members. They need to assure the members.

The second stage in group development is the storming stage. This is a challenging stage for the group because the character of the different members comes out. There are those who want to dominate the group and there are others doing the best to prevent them. Conflicts may occur at this stage (Judge & Robbins, 2011). The best way the management can intervene is by mediating to settle disputes. It is important6 to note that this is a normal natural process which should be allowed to take place smoothly for the health of the group.

The third stage is the norming stage. By this stage the members of the group have adopted the structure and are comfortable with it. The management should facilitate to see to it that the working environment is safe, comfortable and secure for easier realization of the organizational goals. This ushers in the fourth stage which is the performing stage. The functionality of the group is realized at this stage. The management again sees to it that the workers are facilitated appropriately in order to work achieve organizational goals with efficiency. The last stage in group development is the adjourning stage. This comes about at the end of the group assignment. At this stage the members get the results of their work. The best way the management can intervene is by acknowledging the efforts of the individual members of the group to pull efforts together for a common goal.

Overcoming the challenge of values, communication and expectations.

Recognizing the uniqueness of the individuals who form a group is very important for maintenance of a group. Addressing the anxieties expressed by the members is of vital importance. Speaking outright without withholding information from the group members will make sure that members do not live with suspicion against the management. Emphasizing group values at the expense of conflicting individual values will eliminate the possibility of harmful conflicts which may destroy the group.

Decision-making challenges likely to be experienced

Some of the challenges likely to be experienced by a group in decision-making come especially at the storming stage. This is because some of the members may not respect the opinions of the others (Judge & Robbins,2011). Some members will want only their ideas to sail through. This will raise tension. The best way to overcome these challenges is by respecting the diversity of the individual members who form the group. The opinions of all the members should count in decision-making. The decisions that are not viable should be countered in a wise way so that the dignity of the member can be preserved.

Three ways to make the teams effective

Bakken (2007) outlines twelve ways to make teams effective. Among them are the following three ways. Firstly, make clear the common goals and objectives. At the forming stage the members of a group are faced with anxieties of what they are expected to do. Clarifying their role and anxieties will convert into productive the time that would have been wasted in confusion. Secondly, be keen to notice rising tension. Conflicts in a group can make it completely ineffective if they are not checked. A good manager will make sure that conflicts are identified at the early stages and addressed. Finally, success needs to be communicated in a group. Let the members know when they do well. Some managers get it wrong by addressing only the negative issues in the group.

Three ways of making individuals team players

It is important to make the different members in a team know their roles in the team (Nilson &Kennedy, 2008). When they know their roles they will do their best to perfect them. Another strategy for making individuals into team players is by making the members accountable to one another. This ensures that members are careful with their tasks. Finally, recognize the efforts of individual members. Since the individual members have specific tasks in the group, it is possible to identify who did a particular task successfully and if possible reward them.

References

Bakken, E. (2007). Twelve ways to build an effective team. New York: Ceridian Corporation.

Judge, T. A. & Robbins, S. P. (2011).  Organizational behavior (14^th ed).  Upper Saddle River, NJ: Pearson Education, Inc.  Retrieved fromhttps://digitalbookshelf.southuniversity.edu/#/books/9780558761431/pages/48833965

Nilson, B.L. & Kennedy, A.F. (2006). Successful strategies for teams. Clemson, SC: Office of teaching and innovation, Clemson University.

South University Online. (2013). MGT 3002: Week 2: Organization behavior: Individual decision-making. Retrieved from myeclassonline.com