Evaluation Of Workgroup Effectiveness

High School ・Psychology ・MLA ・2 Sources
  1. Effective Leadership: Effective leadership offers steps to ensure that a work team's priorities and goal are accomplished (Rothwell, Stavros and Sullivan 245-256)
  2. Person development: refers to each team member's activities that promote employability, increase the team's performance and generally contribute to the team's goals (Rothwell, Stavros and Sullivan 245-256).
  3. Leadership behavior: These are common behaviors that have been recognized to assist improving the productivity of a team such as effective communication, recognizing team members development requirements, and model acceptable behaviors
  4. Organization Development: organization development refers to an effort that is organization-wide, planned, increases organization effectiveness and intervenes in the processes of the organization (Rothwell, Stavros and Sullivan 245-256).

Evaluation of Work Team against Each Factor

  1. Effective Leadership: A work team can be evaluated as being effective or not on the basis of how effective the leader of the team is. This is because the manner in which a team is managed will affect the performance of the team both positively and negatively. A work team that is performing well is generally assumed as to have effective leadership. Effective leadership can be looked at as the achievement of the objectives of the team through the performance of each team member and hence if a team leader is seeking to meet the objectives of the team through the team members, then he or she has to come up with the most effective strategies on how to manage them (Rothwell, , Stavros and Sullivan 245-256)
  2.  Individual development: A work team that is effective is assumed to have its team members effectively working with each other and the management. To achieve this, there has to be proper development of the team members at an individual level. Some of the measures that can be looked at when considering the effectiveness of a team includes the level at which each member participates at team meetings, team members volunteer to the team projects, how members of the team communicate with each other and individual members results in relation to meeting the goals and objectives of the work team. Some of the other measures of individual development include error rates of individual team members, the timeliness of the production of individual members, the number of contributions and suggestions made by individual members to the work team or the accuracy of their input to the teamwork.
  3. Leadership behavior: Leadership behavior has been observed to determine the productivity of a work team in that if the desired leadership behaviors are employed, then the work team always ends up to be effective. Some of the common leadership behaviors include effective communication, recognizing team members’ development requirements, and model acceptable behaviors among team members. In the event that the above leadership behaviors are evident within a work team, then such a work team is regarded as being effective (Rothwell, Stavros and Sullivan 245-256).
  4. Organization development; A work team that has employed all the efforts that cover the entire organization are well-planned are able to increase work team effectiveness and intervenes in all the processes of the team is viewed as being an effective work team. Such a team will be efficient and effective in its operations, include and appreciate all the contributions from each team members, and come up with policies that effectively guide the prosperity of the team (Rothwell, Stavros and Sullivan 245-256).


There is nothing more important to the success of a work team than positive role modeling from the team leader towards the team members. This implies that team leaders have to be trained so as to determine the desired behavior in collecting feedback from team members, leadership role, agreeing on important behaviors for change among members and the organization in general, and reviewing results (Duhigg 1).

 Leaders are challenged to expand their leadership role and responsibilities so as to benefit each member of the work team and hence the entire work team in general. As effective teamwork and leadership become more important, the time that team members, team leaders, and the team invest in this process is likely to produce a great return for the team members and the leaders and even greater return for the work team.

For team leaders, the development of individual team members and the team has to remain a priority to the objective of achieving team related results through the members of the team. However, coming up with a working team should not be looked at as bolt-on process that should be applied when the leadership of the team has time. It forms a practical action-centered part of standing out as a successful leader (Duhigg 1).

As the work team develops, the requirements that have been placed on the leaders tend to vary the same as those of individual members of the work team. It is the ability of the leader and the team members to cope up with such changes and its always increasing pace, that will define the ultimate effectiveness of the work team

Works Cited

Duhigg, Charles. “What Google Learned From Its Quest to Build the Perfect Team. “The New York Times Magazine. (Feb. 25. 2016) https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html?_r=0

William Rothwell, Jackie Stavros and, Roland Sullivan. Practicing Organization Development: Leading Transformation and Change. New York: John Wiley & Sons, Inc. 2016. Print, p. 245-256

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