Every organization aims at improving its performance and limiting losses. Teamwork in businesses is one of the factors that led to the growth and development of many firms. Leaders have also been encouraged to ensure that employees work collectively since it helps them learn from one another and achieve organizational and individual goals. Moreover, teamwork is essential as it inspires all members’ participation since individuals are mandated to practice various responsibilities. Motivating employees is also encouraged since it enables them to work harder. Additionally, they feel appreciated and part of the organization, which increases their loyalty to the firm. For instance, rewarding team members using allowances and bonuses is one of the approaches exercised by many leaders. Therefore, one can analyze some of the problems that arise when leaders try to promote teamwork and fail to reward group performance.
Many leaders have tried to introduce different teams in their organizations to ensure that the company is competitive. Moreover, business rivalry is inevitable, and managers have to develop strategies to attract more customers. However, failure to reward the teams can affect the approaches and lead to the organization’s poor performance. The lack of cooperation is one of the issues experienced when members are not valued and appreciated (Arvey & Murphy, 1998). Many workers feel that the company does not recognize their hard work, forcing them to become reluctant in team projects. Thus, sharing profits is one way of rewarding teams since it helps employees guarantee that they contribute to their team’s success. Companies such as Apple Inc. and Toyota have ensured that teams are awarded some money acquired during various programs (Khan & Mashikhi, 2017). The strategy has been of great significance to these organizations since members ensure that they are team players and use their skills to reach the targets set and obtain profits.
Awarding teams also limit mistrust between workers and the management. In this case, leaders should ensure that all members are awarded since individuals have different group roles. Thus, individual incentives should be avoided since some members may feel overlooked and develop a negative attitude toward other workers and leaders. Fairness and limiting bias issues in organizations are also encouraged since it ensures that all members appreciate their differences (Arvey & Murphy, 1998). For instance, racial discrimination is one of the significant issues in many companies in the modern world. Therefore, offering individuals incentives can be associated with racism and can impact team performance. Organizational leaders have ensured that they promote teamwork and curb racial-based discrimination by guaranteeing that all members are awarded equally irrespective of their origin, race, or background.
Although evaluating performance may involve an individual’s contribution to the team. All workers should acquire awards since they participated in various team activities. For instance, researchers revealed that blacks receive slightly lower performance scores than whites in many American companies (Arvey & Murphy, 1998). Consequently, this has impacted the performance of many black workers in teams since they feel that they are discriminated against despite being part of the teams. Nonetheless, leaders can curb this issue by rewarding the group instead of awarding some team members and leaving out others. Hence, managers can learn that teamwork is essential in firms, and rewarding them can increase members’ performance.
To sum up, leaders should ensure that they encourage teamwork in organizations to increase the business’s output. Team members should be encouraged to work collectively since it helps individuals enhance their skills. Setting team goals is also vital since employees work hard to ensure that they achieve their team objectives. Rewarding groups after a particular accomplishment is also essential since it motivates the members. However, failure to award all individuals in the team can lead to mistrust and bias in an organization. Moreover, it can prevent some members from working hard and participating in team projects since they feel overlooked. Thus, leaders should ensure that they promote teamwork and reward group performance to guarantee that all individuals are appreciated.
Reference
Arvey, R. D., & Murphy, K. R. (1998). Performance evaluation in work settings. Annual Review of Psychology, 49(1), 141-168.
Khan, S., & Mashikhi, L. S. (2017). Impact of teamwork on employees’ performance. International Journal of Education and Social Science, 4(11), 14-22.