Key factors that provide a supportive organizational climate for high performance teams
Existing evidence from organizational climate research and its consequences on the ultimate success of the organization have identified many key factors that must determine the capturing and sustaining of high performance teams. It is mainly the construction and execution of policies and corporate culture that greatly determines the levels of engagement of employees in an organization (Hanlan, 2004). The author of this paper gives a discussion on some of the key factor that provides a supportive organizational climate for high performance teams.
Effective leadership is the most crucial element in ensuring a high performance team in an organization (Bourne, 2010). It is the quality of leadership in a team that greatly determines the effectiveness of coordination of activities in the organization. To be noted here is that the leadership ability of any individual is highly dependent on the exposure and understanding of the individual to the diversity of workers (Elkenberry, 2004). It is due to this reason that leadership is mainly claimed to be a direct result of training rather than an inborn ability. Listening, understanding and engaging other team members are quite important for any team leader (Elkenberry, 2004). This is because it instills some sense of appreciation on the team members thus improving their productivity morale.
Another factor is communication among the various team members and their leaders (Elkenberry, 2004). Communication has been evidently identified as a basic human qualification for realizing sustainable success in any activity. It is to be noted here that a team is made of different individuals thus necessitating the need for upholding quality communication and thus reliable coordination of activities in the organization (Hanlan, 2004). Communication is also import as it improves the freedom of expression among the members, a factor which improves the decision making process of the organization.
Staff working conditions and safety is a crucial supportive organizational climate for high performance team (Bourne, 2010). Discriminative socialization in an organization can greatly compromise the coordination of duties among team members. It is due to this that successful organizations have policies on eliminating discrimination at workplace. Still to be stated is that the physical working conditions are quite important in determining the ultimate performance efficiency of the team. Safety at workplace will always give the workers increased motivation of working hard and more efficiently as they have minimized chances of sustaining injuries. Safety of employees and good working conditions is thus a key factor in realizing high performance teams.
Employees are more productive when under motivation. It is due to this reason that the realization of high performance teams must be accompanied by motivational acts on the teams by their managers or leaders (Elkenberry, 2004). Such motivations could range from simple appreciation of the successes of the team by the management to promotions of highly productive members. Many management usually engage employees on promises such as salary increment and promotions upon the successful realization of a given organization objective. All these have the end result is improving the performance morale of the team members and thus realizing a high performance team.
In conclusion, it is evidently clear that the sustainable success of any organization is determined by the effectiveness of the coordination and execution duties by the employees. It is due to this reason that effective leadership qualities by managers, employee motivation, workplace safety and effective communication are key factors in providing a supportive organizational climate for high performance teams.
Existing evidence from organizational climate research and its consequences on the ultimate success of the organization have identified many key factors that must determine the capturing and sustaining of high performance teams. It is mainly the construction and execution of policies and corporate culture that greatly determines the levels of engagement of employees in an organization (Hanlan, 2004). The author of this paper gives a discussion on some of the key factor that provides a supportive organizational climate for high performance teams.
Effective leadership is the most crucial element in ensuring a high performance team in an organization (Bourne, 2010). It is the quality of leadership in a team that greatly determines the effectiveness of coordination of activities in the organization. To be noted here is that the leadership ability of any individual is highly dependent on the exposure and understanding of the individual to the diversity of workers (Elkenberry, 2004). It is due to this reason that leadership is mainly claimed to be a direct result of training rather than an inborn ability. Listening, understanding and engaging other team members are quite important for any team leader (Elkenberry, 2004). This is because it instills some sense of appreciation on the team members thus improving their productivity morale.
Another factor is communication among the various team members and their leaders (Elkenberry, 2004). Communication has been evidently identified as a basic human qualification for realizing sustainable success in any activity. It is to be noted here that a team is made of different individuals thus necessitating the need for upholding quality communication and thus reliable coordination of activities in the organization (Hanlan, 2004). Communication is also import as it improves the freedom of expression among the members, a factor which improves the decision making process of the organization.
Staff working conditions and safety is a crucial supportive organizational climate for high performance team (Bourne, 2010). Discriminative socialization in an organization can greatly compromise the coordination of duties among team members. It is due to this that successful organizations have policies on eliminating discrimination at workplace. Still to be stated is that the physical working conditions are quite important in determining the ultimate performance efficiency of the team. Safety at workplace will always give the workers increased motivation of working hard and more efficiently as they have minimized chances of sustaining injuries. Safety of employees and good working conditions is thus a key factor in realizing high performance teams.
Employees are more productive when under motivation. It is due to this reason that the realization of high performance teams must be accompanied by motivational acts on the teams by their managers or leaders (Elkenberry, 2004). Such motivations could range from simple appreciation of the successes of the team by the management to promotions of highly productive members. Many management usually engage employees on promises such as salary increment and promotions upon the successful realization of a given organization objective. All these have the end result is improving the performance morale of the team members and thus realizing a high performance team.
In conclusion, it is evidently clear that the sustainable success of any organization is determined by the effectiveness of the coordination and execution duties by the employees. It is due to this reason that effective leadership qualities by managers, employee motivation, workplace safety and effective communication are key factors in providing a supportive organizational climate for high performance teams.
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