Creating And Managing Team Can Lead You To Completed Objectives

A team can be a group of people that are organized and formed together to work interdependently and cooperatively.  This is done to make sure that the customers’ needs and wants are met and organizational goals and objectives are met. From the business perspective, the teams are created for both long term and short term interaction. Team, within the business context can be created for multiple purposes. Different departmental teams are created to make sure that they are conducting their prescribed activities in a relevant and appropriate manner and achieving the goals (Parker, 2008).

The creation of team is driven by particular set of objectives and goals. The main motivational factor to create a team is the fact that it is more productive and highly efficient as compared to set of individuals provided with certain objectives to achieve. This is done through the synergy which created when different individuals are given the shape of a team. Then the weakness of one employee will be covered by the strength of another team member. Member within the team is interdependent over others and as are the others (Parker, 2008).

The efficiency of team increases as there are defined roles accompanied by set of responsibilities that are demanded from the team to accomplish within the certain resources which also include time. Clearly defining the roles and responsibility of members within the team is vital for team performance and its success. Each member needs to have the proper role to be played; fulfillment of certain activities will lead the member to accomplish his team goals. When team members are able to identify their roles, they become more productive. Just like sports team, different nature of teams is lead by a certain individual. Such teams are called the formal teams. In other words a team in which the presence of leader is essential is known as the formal teams (Biech, 2007).

On the other hand, a team in which no rank structure is followed is called the informal team. The different members within the team are considered equal and provided with the certain task to be achieved. Formal teams can be created for long term purposes and short term purposes. It is said to be created whenever individuals come together and interact regularly. There are different manners to motivate informal and formal teams (Parker, 2008). Formal teams since are led by some individual who tends to create a common ground therefore the working phenomenon is different as compared to in the informal teams. In informal team, every individual shares to equal position and no one is superior in it. This makes the member within the team to be more dedicated and loyal to each other. In the similar context the factors which drive the informal team are also distinct (Biech, 2007).  



Influential Factors for Informal Team:

There are certain important factors which influences the informal team. Here it is critical to mention that teams are influenced to perform better. The factors that will be discussed here are critical to increase the productivity of the team (Quick, 1992).


To drive an informal team, there must be some objectives. Else the team cannot survive. As mentioned earlier that teams are created for a purpose, and team without the objective to struggle for is good for nothing. Having an objective can ensure that each member of the team is predefined about the role which is required to be played. It also enables the member to measure the progress of the activities that are conducted to accomplish that particular objective. It creates spirit within the members which motivates them to work effectively and remain productive to produce better results. Objectives provide the team with the path to follow and remain focus over the critical areas (Parker, 2008).


One of the most influential factors for the informal team is the rewards. The team must get something in return for striving to achieve the objective and conduct certain set of activities. The rewards can be in any shape. It can be either satisfaction that the individual can gain through performing certain duties or in by getting monetary benefits. The adequate return is essential for the team to keep it motivated and dedicated to work for something. Adequate reward in return creates a sense of self esteem within the individuals which drives them to struggle and work even harder to achieve the objectives (Quick, 1992).

Social Behavior:

Within any nature of team either formal or informal the appropriate social behavior is essential. Members not trusting each other, not depending upon each other and not fulfilling own role are some of the important elements that should not be present in a team. Members should work together by depending upon each other and concentrating upon own role and its fulfillment. The communication in between the members is also very essential and it plays an important role in influencing the entire team. Effective communication should be carried out within the team. Members must trust in each other. Without effective communication that level of synergy cannot be created as it requires getting loyal to each other. A member can support his team mate only when he realizes that he is in problem, for this it is necessary to realize that the team member is facing an issue. For communication to be effective the social behavior of team members must be appropriate and adequate. They should respect each other and must understand each other as well (Scholtes, Joiner and Streibel, 2003).

Since informal team is not driven by a leader, therefore every attribute of the team reflects the attribute of each team member. Therefore each member needs to play his role and responsibility with greater care.  Each member is required to concentrate on the things which are required from them.


Biech E, 2007, The Pfeiffer Book of Successful Team-Building Tools: Best of the Annuals, John Wiley and Sons, USA

Scholtes P, Joiner B, Streibel B, 2003, The team handbook, Oriel Incorporated, USA

Quick T, 1992, Successful team building, AMACOM Div American Mgmt, USA

Parker G, 2008, Team players and team work: new strategies for developing successful collaboration, John Wiley and Sons, USA

Robert Jackson

Thinker. Student. Extreme analyst. Devoted food ninja. Infuriatingly humble reader. Explorer.

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