Improving Teamwork in Organizations †Free Samples to Students

Question: Discuss about the Improving Teamwork in Organizations. Answer: Introduction: It is very well-known that human resources in an organization play a significant role in its growth and success. The Organization Man is a book and a wide concept that is given by William H. Whyte in the year 1956. It is one of the most effective books of the 20th century. It developed different kinds of American people use, when they think about the environs, workplace and life of people. This book of Whyte shows the American workplace. The theory of Organizational Man believed in necessary rightness of large teams and necessary wrongness of the individual (Whyte, 2013). However, organization man is an individual, who has fully taken on the behaviors and attitudes, which are expected by an organization that she or he has lost her or her individual personality and identity. The example of organization man is the employee, who cares only about the organizational objectives and not their personal objectives outside the workplace (Greenberg, 2013). According to the theory of organization man, the people become more satisfied that companies and groups can make better and effective decisions in comparison to individuals, in this way serving a company became preferable to enhancing individual creativity of an individual. These people are fully devoted to their organization with fully commitment and loyalty. This term comprises of an idea that the American employees had become traditionalists who lack the individuality and creativity and they wanted to go ahead with the large corporations and enjoy comfortable environment (Ghorbanhosseini, 2013). The concept of organization man is an extension of the social man. By introducing this concept, William Whyte believed that it is significant for a person to become loyal to the company and cooperative and collaborative with the colleagues. The people, who rely upon the organizational value chain system and perform the tasks in a way, are known as organization man (Ladge, Humberd, Watkins and Harrington, 2015). The foundation of this concept shows that each and every individual must sacrifice his individual identity for the sake of his organization. The author has given different prepositions regarding the concept of organization man. The first proposition is that an individual is meaningless and isolated by himself. The organization is the means of activity. An individual creates only when they come in a group. A group assists the individuals to produce as a whole, which is greater than total of its parts (Marcuse, 2013). Another proposition of this concept shows that team work plays an important role in achieving organizational objectives. Each and every person needs the belongingness. Everyone wants to belong to any team, group, families, relatives and any society. In this sense, the author states that there should not be any conflict between organization and man. If there is any conflict between organization and man, then interest of that individual will be sacrificed for the benefit of organization to eliminate that situation of conflict. It is true that despite all the changes in the business environment, the Organization Man is not that much relevant to todays business organizations (Pinder, 2014). In todays business environment, even organizations motivate their employees to balance their work and personal life. With the changes in the corporate landscape, the relevancy of organization man is also changing. In todays organizations, the top management submerged the personal goals and individualism in the favor of organizational traditionalism. They think that it is essential to survive at workplace. There were so many organizations, which have implemented the concept of organization man at their workplace, like; IBM, American Steel, Xerox and Sears Roebuck etc. In past decades, the organizations have taken many advantages by implementing this concept. Now, the things are changed, so people are not that much loyal to their organization. Instead of becoming committed and loyal, the employees made uneasy by the years of restructuring and reducing are now concentrated on their own accomplishments and careers. Changes in the systems have made these employees more movable, i.e. free agents, like they were. The modern organizations think that it will be ridiculous now to talk about The Organization Man in the diversity in todays workforce (Salas et al, 2015). Apart from this, to respond the changes in the society and international market place, some of the organizations are again trying to take the benefits of contributions of people and teams. In the process of decision making, there is the need of creating teams, which can assist in solving the problems and dealing with the challenges in competitive business environment. After looking at todays organizations, whether the ethic is social or protestant, there is more concern today about the work-life balance. In the global marketplace, the organizations are gulping one another up, looking for challenging positions and beginning up or going down (Wagner III and Hollenbeck, 2014). In his organizational theory, Whyte stated that it may be possible that organization man is not relevant now, but social ethic and its inactive abandonment to the organizational life is still relevant. Now, the organizations possess portable leader in their business environment, who works as organization man. This type of leader is equivalent to organization man of demanding, valued and problematic ideal, which enhances both the position of organizations and careers of its employees as well. However, in todays business environment, the organization man will be beneficial if the management take care about the interest of individuals. Now, the individuals only sacrifice their interests for the organization, if they feel positive that organization will care about them in every situation. It is the duty and responsibility of management to satisfy the expectations and needs of individuals (Whyte, 2017). The management should fulfill the needs of employees in an organization, so that they can stay engaged and motivated in performing their tasks and responsibilities in the interest of their organization. If todays organizations want to adopt this concept of organization man, then they need to give preferences to their employees and organizations need to look into the personal needs and lives of employees. An organization may have an organization man manager that will have a moderate concern for its people. Although, the organization man and teamwork may be beneficial for the organization, as employee commitment towards organization brings the better productivity of workforce. For example, employees in Japan are more committed to the organization as compared to Australian employees; this extent of commitment reflects the effective productivity of Japanese workers (Whyte, 2013). Sometimes, high level organizational commitment may create issues for the organization. It may have both positive and negative consequences on the organization. A moderate level of organizational commitment may enhance the productivity of employees and organization as a whole. When the concept of organization man was introduced, it worked as the answer to postwar life with the marketing of new and advanced technologies, like; affordable cars, television, phones, space travel and better lifestyles. In the current era, the rules and regulations of large organizations are less relevant because small business men are making fortunes from new and advanced technologies in order to lower the trends of corporate scenario. This new and modern economy appeared to have troubled the original analysis of Whyte (Wittkower, 2015). But now, different collapse of several business start-ups, mergers of national and international multinational corporations and economic globalization make create The Org anization Man more necessary as the background for knowing about the modern global market. From this analysis, it can be stated that the concept of organizational man is relevant in some situations. But sometimes, it can raise issues in the organization. The people, known as organization man are totally committed to their organization and they sacrifice their own interests for achieving organizational objectives. Being an organization man is a need of an individual. Everyone needs a group or an organization to survive in the business environment. References Greenberg, J. ed., 2013.Organizational behavior: The state of the science. Routledge. Ghorbanhosseini, M., 2013. The effect of organizational culture, teamwork and organizational development on organizational commitment: The mediating role of human capital.Tehni?ki vjesnik journal 20(6), pp.1019-1025. Ladge, J.J., Humberd, B.K., Watkins, M.B. and Harrington, B., 2015. Updating the organization MAN: An examination of involved fathering in the workplace.The Academy of Management Perspectives,29(1), pp.152-171. Marcuse, H., 2013.One-dimensional man: Studies in the ideology of advanced industrial society. Routledge. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Salas, E., Shuffler, M.L., Thayer, A.L., Bedwell, W.L. and Lazzara, E.H., 2015. Understanding and improving teamwork in organizations: A scientifically based practical guide.Human Resource Management,54(4), pp.599-622. Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge. Whyte, W.H., 2017, The Organization Man, retrieved from https://www.upenn.edu/pennpress/book/13785.html. Whyte, W.H., 2013, The organization man. University of Pennsylvania Press. Wittkower, D.E., 2015, Social media and the organization man.APA Newsletter on Philosophy and Computers,14(2).