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Self-Managed Work Teams Essay

1691 Words7 Pages

Introduction
Self-managed work teams are work teams that are given assent to form and control the work that they do. Normally, a manager acts as the team leader and is responsible for ascertaining the goals, methods, and functioning of the team. However, freedom and conflicts between different parts of an organization may not be best traced by hierarchical patterns of control. Self-managed teams use clear boundaries to make the freedom and responsibility to attain tasks in an efficient manner. Boundaries define systems and narrate the relationships within and between systems. The way in which boundaries are driven affects how organizations function. Forming and bargaining boundaries make the levels of differentiation and integration necessary …show more content…

Lack of licit control over team actions and decisions of external leader’s makes the role more complex and demanding than that of traditional leadership. This study was contemplated to develop a widespread pattern of traditional external leadership. We were particularly interested in examining the steady proposal that "boundary-spanning" activities are fundamental for success in the leadership. This study’s main objectives were recognizing external leadership and behaviors of an external leader that support self-managing work team success. This study identifies how effective external leaders are different from traditional leaders in self-managing work …show more content…

Traditional leaders are responsible for monitoring and managing teams but external leaders need to delegate work force towards team members and managing back to their teams. Leadership involves these elements: influencing people, building relationships, giving and seeking information and making decisions. The influence style of traditional leadership flow from top to down on the other hand for external leadership flow from bottom to up. Relationship involves managing conflict, team building, supporting and networking. Building relationships with subordinates are the fundamental to effective leadership programme. Team self-management requires a large number of team member interaction, the adjoining between internal team dynamics and representation is known to be potential in self-managing work teams than fundamental work

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