An organization's success depends on the efficient and well-oiled synchronization of all the organizational structure departments. Every endeavor partaken should adhere to established rules and protocols that result in high plausibility of success. These factors stem from an organization's leadership structure, ethical integrity, and practical application that purports function, creativity, efficiency, productivity, accuracy, and teamwork. Therefore, an organization's leadership aspect determines its overall performance and continued growth (Thiel et al., 2012). Leadership is linked to specific traits that facilitate productivity, engagement, innovation, and improvement. A company needs to have creative and subservient leaders who work with other employees and leaders to meet company goals.
Furthermore, leaders in the organization should implement ethical approaches in company dynamics that allow for integrity and social responsibility vital for organizational performance. The type of leader determined by the leadership style and type of company will determine how employees work, how they are motivated, and how their creativity is nurtured by creating a conducive working environment (Surbhi, 2018). Team mentality and group work approach to meeting company targets ensure everyone within the organization's fraternity is on the same page in the coalition for its success.
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Purpose and objectives define a team. In an organizational setting, a group represents a collection of individuals who have come together because of a common goal they want to achieve. In sharing objectives, a team also shares challenges and obstacles, which drives their motivation, and mutually commits every team member to their goals within a stipulated timeline (Sisson, 2013). Moreover, a team is jointly accountable to each other and to the authority in charge of it, which creates a strong connection that provides the morale to improve productivity and creativity. Teams incorporate more than one leader for the different aspects in their goal-achievement venture.
On the other hand, a group defines a collection of individuals within an organization or even in a community who coordinates their efforts and expertise. A group is created to complete a specific task with its independent members providing individual accomplishment of personal goals necessary for task completion. Groups usually have a single leader and can entail members of different departments within the same organization who become individually accountable for errors, mistakes, failures, and successes. Groups usually incorporate individuals with shared interests, beliefs, principles, and experiences for ease in coordination (Surbhi, 2018). The critical takeaway between teams and groups is that teams solve problems and achieve their objectives collectively. Group members identify and discuss issues and concerns, leading to the individual delegation of tasks to group members as solutions.
Not all scenarios provide a clear view of right and wrong. Some situations blur the line, which leads to diverse viewpoints that are interpreted differently by different people that leaders in an organization might encounter and tentatively create difficult outcomes. Therefore, team leadership must incorporate a well-established ethical decision-making system that ensures the maintenance of a supportive, honest, and just culture within the organization and how it interacts with its clients, other organizations, and the community (Thiel et al., 2012). Furthermore, ethical decision-making bars the company from legal turmoil and allows for social responsibility as its identity is renowned in line with a code of ethics. Ethical decision-making is a continuous task that requires everyone in the organization to indulge in good practice adhering to professional guidelines continually, company policies, and always solve problems ethically. Team leaders should employ the PLUS model (Policies and Procedures, Legal, Universal, and Self) to ensure all the company's endeavors are ethically sound and showcase social responsibility provisions (Forsey, 2018). This model is not a tool for profit and production outcomes but ensures the company maintains its operations under societal and constitutional law and in fairness to all parties involved. Ethics in an organizational setting takes the shape of identifying and defining the problems, seeking out the means and resources to solve the issues, brainstorming on all available and practical solutions with their evaluations, making the most suitable decision, and evaluating the implemented solution.
Most people believe leadership is a calling, and leaders are born, not made. This misconception has driven many individuals with leadership traits to suppress their abilities due to a lack of other attributes such as confidence and charisma. A leader should be innovative, have influence, be a servant, result-driven, and creative. Not everyone is born with these traits. Great team and group leaders continually work on what they lack and improve on what they are good at to be even better. Hence, leaders can indeed be made, but it takes work, focus, and commitment (Garcia et al., 2014). Leadership styles associated with team and group dynamics include transformational leadership that inspires their teams to perform at a very high level—achieving extraordinary results and understanding and incorporating individuals' human element in utilizing their talents and propelling them further through examples. Strategic leadership is style leaders use to align teams to a company goal or vision, both short-term and long-term, through efficiency and effective productivity and performance. Strategic leaders have a healthy mindset and delegate tasks to workers that nurture their creativity and talents. Sometimes in team and group projects, the Laissez-Fair style of leadership comes into play that allows for the employees who are the team members to have full control of themselves and their efforts to problem-solving and goal achievement. This democratic approach to leadership with no intervention from team leaders becomes suitable as it allows individual creative juices to flow without hindrance, and practical solutions become evident. The Laissez-Fair leadership style is similar to the democratic leadership style, which collaborates with every team member to realize objectives (Garcia et al., 2014). Finally, the affiliative leadership style is the core of teamwork projects. It creates a work environment that organizes a company into teams and groups during crises to reduce stress and panic, maintain unity and build relationships that result in a productive and supportive work environment.
References
Forsey, C. (2018, Aug 21). How to Practice Ethical Decision Making at Work. Retrieved from HubSpot : https://blog.hubspot.com/marketing/ethical-decision-making
Garcia, M., Duncan, P., Bubb, M. & Ree, M. (2014, Feb 23). You Have What? Personality! Traits That Predict Leadership Styles for Elementary Principals. Psychology , Volume 5, Number 3, Article ID: 44189, 9 pages. Doi: 10.4236/psych.2014.53031
Sisson, J. (2013, Jun 14). The difference between a group and a team. Retrieved from The Business Journals : https://www.bizjournals.com/bizjournals/how-to/growth-strategies/2013/06/the-difference-between-a-group-and-a.html
Surbhi, S. (2018, Jul 26). Difference Between Group and Team. Retrieved from Key Differences : https://keydifferences.com/difference-between-group-and-team.html
Thiel, C., Bagdasarov, Z., Harkider, L., Johnson, J. & Mumford, M. (2012, Apr 4). LeaderEthical Decision-Making in Organizations: Strategies for Sensemaking. Journal of Business Ethics , Volume 107, pp 49-64. Doi: https://doi.org/10.1007/s10551-012-1299-1
