Groups and Teams Paper Organizational Behavior Introduction A team is a small group of people with complementary skills who work actively together to achieve a common purpose for which they hold themselves collectively accountable. In today's society, there can be several different factors that are associated for a group of people to become a high performance team. For a team to achieve great performance, and deliver real benefits to the organization, they have to be able to distinguish their strengths and weaknesses. All teams need members who believe in team goals and are motivated to work with others actively to accomplish important tasks.

A commitment to teamwork is found in the willingness of every member to listen and respond constructively to views expressed by others. High performance team has to give others the benefit of the doubt, provide support, and recognize the interests and achievements of others. These things are very essential for a team to be a high performance team in today's competitive and changing business environment. High Performance Teams It takes a lot of work for a group of people to become a high performance team. High performance teams have special characteristics that allow them to excel at teamwork and achieve special performance advantages. A team that is going to be a high performance team has to consist of strong core values that help guide their attitudes and behaviors in directions consistent with the team's purpose.

Another thing that a high performance teams do is to turn general sense of purpose into specific performance objectives. Whereas a shared sense of purpose gives general direction to a team, commitment to specific performance results makes this purpose truly meaningful. Moreover, members of high performance teams should have the right mix of skills, including technical skills, problem solving and decision making skills, and interpersonal skills. Lastly, anyone can easily ague that for a team to be a high performance team they have to be creative.

In the new workplace, teams must use their creativity to assist organizations in continuous improvement of operations and in continuous development of new products, services, and markets. Diversity Climate Improving the diversity climate of an organization is through the implementation of teams. To conceive a better perspective of how diversity climate applies to organizing a group of people, one must consider the three measures of diversity climate perceptions: employee perceptions of the company's success in elimination of hostile work environment behaviors, success of the model work environment plan, and personal support for the model work environment vision. Teamwork and organization were consider to be controlling for minority status, gender, age, supervisory status, agency, job occupancy, and work setting. Working as a member of an occupational work team is related to improved perceptions of the diversity climate, but organizational differences do exist and one must compare differences to concord organizational goals. Overall, it appears that the size of the relationship between teamwork and diversity climate is influenced by the degree to which one focuses on specific behaviors versus higher-level judgments.

Specifically, behaviorally focusing will show in a group a stronger relationship with teamwork and support for the agency's diversity climate vision. Dynamics of Diverse Group Behaviors One way of managing role dynamics in any group or work setting is by role negotiation. This is a process through which individuals negotiate to clarify the role expectations each holds for the other. The dynamic diversity with group behaviors is eliminating a hostile work environment, which in turn evaluates the popularity of inappropriate behaviors in the workplace. They suggest that a group is likely to be more effective and organized when they have diverse skills to bring to the task at hand, but share common work related values (Katherine). For Katherine analysis, they have been recorded so that a high score represents low perceptions of inappropriate behavior.

This measure provides an estimate of the level of inappropriate behavior that occurs in the respondent's immediate work environment. Focusing on behaviors occurring in that environment could lead to better performance within a group. For a team to achieve their maximum expectations one most consider dynamic diversities within the organization. Taking into consideration differences in the type and coordination of work that occurs, based on occupational specialty within the workforce. Some organizations have made specific efforts to implement teams, and teamwork, such as the integrated teams, these create a clearer distinction between those who are very much involved in teams and those who have little involvement. Moreover, opportunities to work in teams may be affected by the type of facility or location where one works.

For example, it would be expected that in facilities or locations with more employees, there would be greater opportunities to work with a broader group of persons. In addition, while some types of work are more likely to be addressed by teams, others are more likely to be handled by individual. Cultural Diversity on Group Behavior Cultural diversity is currently known to be one of the most important challenges facing today's businesses. Demographic trends, changing labor supply patterns, immigration, and increased globalization imply a much more diverse group of employees for firms to manage. Recently, partially in response to the weakening of affirmative action programs in California, a number of firms and business executives when referring to cultural diversity argue that a more diverse workforce is not necessarily a moral imperative, but is in fact a source of competitive advantage.

Any one can argue that a more diverse customer base business may be better served by a more diverse workforce that can effectively communicate with customer subgroups. On the other hand, some may say that diverse teams produce better results. Having a more cultural diverse group can provide a broader range of ideas and potential solutions to any given problem. When claiming that a more cultural diverse group of individuals produce better results, one must be aware of the some factors that make this true. First, team members must have different skills or information. If this exists the group can gain from the complementarities among the skills of its members.

Second, different skills of team members have to be relevant to one another. For example, complimenting someone may not occur, if the skills of one team member are not relevant to the productivity of a teammate. Third, good communication is necessary for any team members to perform the relevant joint tasks and engage in a knowledgeable process to be productiveConclusionTeams are the major forces behind today's revolutionary changes in organizations. Team based organizations are becoming the management system of the future in today's competitive business environment. To be a high performance team the proper skills need to be present. When it regards to teams being diverse, one must take into consideration the differences and used them to their advantage.

In order to be able to successful run a business, there needs to be the distinction of what group of people is qualified and capable of doing what is right for the organization to succeed.

Bibliography

Katherine C. Naff, Richard C. Thompson. The Impact of Teams on the Climate for diversity in Government. web July 10, 2005..