Teamwork Failure: A Case Study Of Bank Vic In Melbourne, Australia

Teamwork Failure

Teamwork is an important element in any working organization. People with specific goals, ideas and objectives joins hand and start working together. However, there is diversity which in most cases makes the group to collapse. Here is the case study of Bank Vic in Melbourne, Australia and specifically in Insurance department team. More importantly, the study is a reflection the case where the banking organization experiences a fail, or failed to meet its objectives. It will as well evaluate the cases where the team work failed in the workplace. It will also aid to come up with opportunities that enhance the understanding of particular organization through examination of the employee’s characters, drives, and motives. Through this organizational processes, the cultural aspect of the individual’s staff determined that leads to changes in social and economic factors (Salas, Sims, and Burke, 2005, p.557). Proper management in any organized group of people who have a similar goal result to teamwork. Sharing of ideas and unity amongst the members are the primary key element in the achievement of the institutional objectives. The aim of this case study will be to use my real experiences in team work in a bank in Australia that I worked with.

Working in a bank was not easy as diversity prevails. However, people must try to co-operate in a given team for a wholesome success. Teamwork requires the ability of the staffs to work together to address specific problems in the production process. According to Jaafari, (2001, p.98) the unity has resulted in increased efficiency within departments, and in turn, extra revenues are generated by the available staff thus maximize the profit margin. There could be generation of ideas which in turn helped to create the diversity of different experiences after a brainstorming process within the production process and thus improved job satisfaction. The workload sharing and network support brought individuals together in the division of labour as well as exchanging decisions that aim at improving the industrial goals. It became inevitably important to understand that teamwork is the essential feature of any organization that has real motives and maximizes the available resource for a better outcome (Bain, Mann, and Pirola-Merlo, 2001 p.64).

However, at a point the group started losing focus in meeting its objectives. Delayed developments were the signals to failure in most duties that we would perform together. The initial goals started looked blurred. It was important to understand the main reason for starting the assigned task as a team and for this reason staff members were to take the initiative of all the events that were held. Employees are the main components in all the organization as they are directly or indirectly engaged in the organization actions (Thistlethwaite, 2012, p.61). Staffs in this bank were to become united with the aid of the group policies and rules formulated. The objectives that become the drive to achieve the overall organization’s goal were to be reviewed. Similarly, if one member fails to perform the production as instructed leads to teamwork failure and losses to the business. Therefore, it is the work of staffs to take their time and use strategic procedures and methods that would improve the products that the organization is intended to achieve (Choi, and Pak, 2006, p351).

Mission Misinterpretation and Misunderstood Strategy

For efficient work made, it is the job of the reader of the organization to ensure that all the programs are followed accordingly right from the top management to the lower staffs. Based on Baccarini, Salm, and Love, (2004 p.291) Failure to do this business runs down and may even close due to poor managerial skills in the readership. The questions to the causes of organization failure arise and are described by the following factors:

The Bank Vic in Melbourne, Australia had many missions that would be shared in department. The experience in Insurance and marketing department. The group organizing secretary could make arrangements officially on the moves we were to take. Because of team work, each member of a team was to realize and take concern for the bank’s insurance department goals and objectives that would result to the success of the overall mission (Leonard, Graham, and Bonacum, 2004 p.89). The understanding, met by proper communication, helped to coming up with values and principles that could make decisions which are responsible for the activities of the organization. Inadequate communication influenced the misinterpretation since the message that top management pass to the department could sometimes be changed and tasks deallocated. This led to a fail in the team because people always had misinterpretation of what exactly was meant for them per specified time. (Sellnow, and Ahlfeldt, 2005, p.36).

In the workplace, members of the insurance team will always have a shared vision of the challenge, and they aim to solve it using the differentiated protocol and procedures. For instance, if there is a problem in selling insurance policies of the organization then the team fail to join hand to come up with a solution. Similarly, some members may agree on the known symptoms but rather disagrees on the causes that are on the ground because of inadequate market methods. Brainstorming process within colleagues in the organization can aid to bring the outcome into reality, therefore, attracting more clients to the available banking insurance services.

Social cohesion and togetherness in Bank Vic have been the factor that brings a sense of belonging. It has yielded the trust amongst the leaders and team members. The main challenge that is coming up with the team is that, there is less in-service training. Members are relaxing as soon as they get employed. No furthering education and skills, therefore, no developmental skills to support the group. At the moment, the team is working on workers’ clinics and workshops on group dynamics for the betterment of the Bank Vic.

When the group experienced less resources, may be, from mismanagement or inadequacy, there was little progress seen. The group members felt bored and losing patience over some issues. 

The management involves the following activities such as planning, controlling, organizing and communicating. The Bank Vic service company face a challenge of resources management and skills and this result to failure in a team with mismanaged resources. Once the case happened that the insurance team was traced to misprioritize funds. The rest of the departments were seen to nearly beat the insurance team twice.

Inadequate Consensus

For the Insurance team to solve the underlying challenge, the mission of the organization was held as a tool for the progress and development. It is the made the responsibility of the leaders to ensure every member is aware and understands the reason of the organizational group. In the decision making process, the individuals had to perform like a team. The leaders had to join arms and make decisions amicably. When it came to setting days for Insurance campaigns for example, they had to agree and bring to us a concrete idea on the venue, time, date and the methodologies to be used. Motivating the staffs also made them work efficiently and improve the satisfaction of the clients through the production of quality and services.

Proper management to specific people in the team positions leads to right flow of activities and events for the team. Furthermore, planning was made by each member’s contribution. Leaders, for instance, organizing secretary, the chairperson, were held responsible for communicating and facilitating teamwork and by engaging them directly in any decision making and sharing the workload in the organization.

Good leaders always helped to yield better results after a process of production since they had the leadership skills and knowledge. Power demonstration in the bank industry is a reflection of what success is. Since the team was nearly collapsing, there had to be all reasons to sit and plan on the way forward.

Laying out the yearly calendar was a take. The team had to draft the calendar of events. No confusion of what would be done at a certain time because everything was planned beforehand. There was a realization that the team members lacked basic education that would help in team building, socially and also in the realms of service to our customers. The danger of having poor team dynamics skills was to be fought with emergency (Mumford, 2006, p333).

However, some members are hard to convince. There was selection of public relation leader and the welfare leader who worked together. Their main duty was generally to make sure that people, that is, group members lived in harmony. It was noted that, people in a group can never walk together with their diversities (Gallagher, et al., 2003, p.65). There was a need to overlook each other’s difference. The group comprised of people who had diverse ethnics, diverse ideas, feelings, abilities and talents. To merge all of them to be of use was not an easy task. The members had to compromise their stand in understanding each other and therefore, walk as a team.  

References

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Bain, P.G., Mann, L., and Pirola-Merlo, A., 2001. The innovation imperative: The relationships between team climate, innovation, and performance in research and development teams. Small group research, 32(1), pp.55-73.

Thistlethwaite, J., 2012. Interprofessional education: a review of context, learning, and the research agenda. 46(1), pp.58-70.

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Baccarini, D., Salm, G. and Love, P.E., 2004.  The management team of risks in information technology projects. Industrial Management & Data Systems, 104(4), pp.286-295.

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Mumford, E., 2006. The story of socio?technical design Reflections on its successes, failures, and potential. Information Systems Journal, 16(4), pp.317-342.

Gallagher, C., Underhill, E. and Rimmer, M., 2003. Occupational safety and health management systems in Australia: Barriers to success. Policy and Practice in Health and Safety, 1(2), pp.67-81.