Team Empowerment Essay -- Business Administration, Team Building

ANTECEDENTS OF team up up EMPOWERMENTPrevious research has identified several organizational characteristics that may act as antecedents to team authority. Frequently cited antecedents include autonomy (Chen et al., 2007 Langfred, 2000 campion et al., 1993), task meaningfulness (Stewart, 2006 Thomas & Velthouse, 1990 Hackman, 1987 Hackman & Oldham, 1980), and team-based human resources enforces (Kirkman & Rosen, 1997 Mathieu et al., 2006), such as rewards (Balkin & Montemayor, 2000 Kirkman & Rosen, 1999). To build effective teams, an organization has to redesign the work process and to modify a considerable range of organizational systems to support the design (Wellins et al., 1991). In the following discussion, I divide the antecedents into two groups organizational design and organizational support. The reason for such a generalized dichotomy lies in the fact that many antecedents ar interdependent with each other within the same group. For example, cross-functional team depart enhance employees task meaningfulness and both practices contribute to increasing employee autonomy. However, there argon other factors that may increase employee autonomy, such as expanded responsibilities finished improving role clarity. Also, in many case studies the implications involved not only one antecedent. Thus, a broader discussion framework is used as it better accommodates these interdependent antecedents and practices that employ different approaches to team empowerment. Organizational institution Multi-functionalism is the best approach.Empowerment often requires taking a new count on at the organizational design. The ultimate goal is to improve organizational potence by promoting ownership of work. The fundamental approach, and also ... ... created a greater palpate of ownership and responsibilities among hospital professionals.BSD, a software inventory control regular (Belasco, 1991), reorganized its team into multidisciplinary teams, which include sa les, service, and technical experts, and each is in armorial bearing of a specific customer. By introducing the cross-functional teams, the company give its employees greater empowerment for being responsible for making all decisions.Another corporate practice for cross-functional team is to integrate different department, such as human resources, finance, and reading technology, into one shared serviced team. Shared serviced team is often viewed as an utility(a) to outsourcing (Janssen & Joha, 2006). By integrating multiple functions into one team, shared services team is able to deliver more efficient service to internal customer, and the team members.