Teamwork and job satisfaction

One factor that is going to determine if you are satisfied or not in your current job is

teamwork. Teamwork can be defined as member of group work together in order to

achieve a common objectives. In addition, the concept of teamwork is that:

T= Together.

E= Everyone.

A= Achieve.

M= More.

However, the teamwork is essential tool can be used in organization in order to achieve

an organization goals. In addition, the organization should has a good team to be more

responsive to the changing requirements of the market place because the team can be closer

to customer’s , they know customer needs, more informed about new technology, and faster

to respond than traditional hierarchies.

Advantages of teamwork:

The best way to have a good idea to have a lot of ideas, so the teamwork can creative many ideas and solutions.

Teamwork can provide quality output.

Everyone from a group member involved in the process.

Shared information means increased learning.

Develops personal relationship.

Increased understanding of other people perspective.

Effective teamwork:

A team whose membership, amount and resources equivalent the task.

Obligation by team members to understand and recognize with one another’s goals.

A sense of common ownership of the task.

Teamwork can be effective when the strengths of individual combined together.

It is important to group members to know what they have to do, what role each

members has to play, what each person is responsible for, so that all energy can be focusing in the same direction.

Each member of group should have a way to expression his opinion without fear.

Establish commitment together and determine time in order to get that done.

Each member of a team supposes to assist other member when he /she needed that.

The teamwork usually needs someone to guide them to the effort. Each member of the

team has to know that the team leader has position because he has a good leadership

skills .

However, the organization needs to provide the condition to assist teamwork to deliver

improved performance. Central to encouraging teamwork is the idea of subsidiary.

The principle of subsidiary places decision and authority as close to the action as

possible. This gives teams the authority to achieve worthwhile goals.

Moreover, every member needs to know how essential it is for them to work smoothly

together if they want to be successful. Each member must be dedicated to the whole team and

be willing to act unselfishly. When challenges occur (as they always do), the team needs to

have the resources, responsibility and commitment to deal with them in a constructive and

positive way. A sense of teamwork will play an integral part in this.

Job satisfaction:

Job satisfaction is defined as indicator of how people like (satisfaction) or dislike

(dissatisfaction) their jobs. Job satisfaction is a very essential point which is frequently

measured by organizations. Initial research indicated that neuroticism is negatively correlated

with job satisfaction, whereas conscientiousness, extraversion, and agreeableness are

positively correlated with job satisfaction. Openness to experience has a negligible impact on

job satisfaction. Additional research, however, has only been able to replicate correlations

among the factors of neuroticism and extraversion, with extraversion being positively

correlated with job satisfaction and neuroticism being negatively correlated. This could be

due to the social nature of the workplace (Judge, Heller, & Mount, 2002).

How a good team leads to job satisfaction:

Good team is essential to job satisfaction. If each member feels that he/she is a part of

properly functioning in the team , then he/she feel that is needed. Moreover, along with the

sense of belonging is a sense of accomplishment.

Team members need to feel that they are truly contributing to the communal goal of the team.

If a team member feels as though he or she is doing unimportant work while others are doing

more important work, then team unity will be weaken. This is situation in which the team

leader needs to corporate each member in the group in the process and more importantly,

each member importance in the work. Leaders with proper skills in motivation, who

stimulate and challenge subordinates, are referred to as transformational leaders.

Transformational leadership consists of four constructs: charisma or idealized influence,

inspirational motivation, intellectual stimulation, and individualized consideration (Lim &

Ployhart 2004).when leader has these characteristics defiantly his team outperform everybody else. But the question is that how transformational leaders lead to job satisfaction?

Transformational leaders suppose to take time to answer the questions of individual worker.

They make the group member feel needed. If team members feel as though they are needed

by the team , they will be satisfied with their job. In addition, when transformation leader

distributed task to each member also that it makes the each member feel important to the

group. However, the transformation leader can be any one from the group member with all

skills of transformation leader.

The role of transformation leaders is that contribute to workers sense of achievement. When

an employee goes to a transformational leader with a problem , not only the leader spend time

to help the worker, but also motivate the worker to achieve the most with solution.

In addition, the transformation leaders have to be modest. By mean, when objective on a job

done well, the transformation leaders have to direct credit to the teamwork. This feeling make

the teamwork feel valued and also make them satisfied in their job and have desire to achieve

more objective.

However, the transformation leader has to seek improve teamwork skills by working with all

teamwork because all energy of the teamwork focusing on one objective so the team will feel

more satisfied and makes them create more ideas. Furthermore, the transformation leaders

should installs confidence in the teamwork. This translates into not only better job

satisfaction for teamwork but also better for productivity of the company.

Most problem solving environment in many organizations, everyone wants to go directly to

the solution and get that done. The transformational leader should follow each steps which is

used by the team and most importantly covering each steps before moving to the next step.

In addition, in every group team, the leader of a group should make a good relationship

with the team because a good relationship makes the team feel satisfied in order to achieve

the goals of organization .

Model: explain how effective transformational leadership leads to job satisfaction:

Job

Satisfaction

Good teamwork

(Creative ideas, they know what to do, work together)

Increasing

Productivity of

Organization

Effective transformational leadership

(engorging , charisma or idealized influence, innovation, vision and mission)

The model above explain that increasing productivity of organization depends on the good team and

a good team created by effective transformational leader who has good skills.

Case analysis:

The case illustrate that how the leader or the organization deal with their workers and most of workers are not satisfied with their job and defiantly there are many bad effect on workers and the organization:.

Nowdays the world has become development in every field. Every day there are new technologies are appeared and every companies have to use the new technologies in order to increase their productivity. Any company can have the best and most expensive system in the world but unless it has the necessary reach and efficient service, it is bound to be failure.

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However, in every company when it wants to involved a new technology or tools, the company should prepare their staff or workers before going to operate that technology or tools and it also ensuring that it has a leader who can learn their staff in effective way. In addition, the leader who has to learn the workers, should divide his time between learns and does his task.

In the case, the company involved new technology (software) in order to make the work increasing rapidly but the problem was that who has to learn the staff, how to use these software, Senior workers who have to learn the staff!!!. However, senior workers because they didn’t divide their time between learn the staff and doing their tasks, they fail to learn the staff and also they do not have enough knowledge and experience about the new software. In addition, when the leader found that this process in teaching it is not effective, instead of change that process in teaching he insisted to continue in that process.

However, in this situation, the company should have put a right person in the right place. By mean, a technology leader. The technology leader has highest professional and personal standard to make a project success. Moreover, the technology leader can give enough time in order to complete a project and get workable results. Results that also will be fairly common, inflexible and not years ahead of the competition, by managing people who simply put in time.

A technology leader stands at the head of the team and asks the other members to follow as he addresses the tasks before them. The technology leader asks the team to work as they can and most importantly ensure that to know what they have done so he can confirm their work.

The biggest problems to be faced in any type of systems project are almost always management, and not technology-based. To successfully overcome them, you don’t need smarter people: you need to become the type of person smarter people will follow. You and I can both look at most organizations in our industry and see that they’re not performing at peak efficiency. (David J. Wardell).

The performance apprises is essential to team professional development in order to meet the company objective and goals. The basic reason for performance apprises is observing the team performance; motivate them and improved company moral. In addition, if the leader of a group continually measures the performance of the group, he-she can determine the strengths or weakens of the team.

The case illustrate that the leader did not do enough performance apprises for the team so each member was confused about what should he does and how can improve his performance.

However, the team need to feel that they are a part of the objective company in order to feel satisfied and they can create more ideas facilities to achieve the objective of company.

The third point in the case is that the team were not feeling satisfied in the company because there was different treatment between the member of the group and also they felt that the leader was not honest with them. Moreover the team were work extra hours and also they worked in the public holiday.

However, the tem work in order to be satisfied in the work they need feel that each member in the same stage no one has preference more than another member. In addition, transformational leader has to be honest with the team in any situation. Honesty is essential way because it is one of the ways that another people judge you. If the transformational leader s cannot be honest, they will not have a good business relationship. In addition, honest is important to each member of a group believe a transformational leader.

Unfair treatment at work can destroy morale, create more problems such as breeds animosity and distrust between members of group and create uncomfortable work. The transformational leader has to ensure that all member of the group has the same treat with another member. In addition, making sure that the employees get their breaks on time, to make sure that each member of the group who works overtime or on holidays in order to give them extra money.

In every organization there are many mistakes happened by workers but is the main issue how a leader or manager deal with workers mistake. However, in this case the transformational leader had taken a bad attitude with his team and made them frustrated and he also yelled at one when she did mistake during the meeting.

However, transformational leader skills or a good leader who knows that everyone in his team can do mistake including the leader so when a worker did mistake the best attitude can be taken by the leader seek to tell the worker what he did wrong, why he did that wrong and what he has to do in order to avoid the mistake from recurring in the future. Furthermore, transformational leaders can rapidly increase a productivity and effectiveness by assisting their team cope with workplace pressures.