NMB11202

ENGINEERING PRACTICE & PROFESSIONAL

ASSIGNMENT 1

NAME : MUHAMMAD HARIZ BIN MOHD YUSOFF

ID : 50218219004
PROGRAMME : BACHELOR OF ENGINEERING WITH HONOURS
(MECHANICAL)
LECTURER : IR KAMAL RUSULAN BIN MOHAMED
Define the meaning of team work? Discuss the important of working as a team (teamwork)
and the methods of dealing with conflict within the organization.

Teamwork can be simply defined, "as a state of unity achieved within a group of
people working for a specific economic benefit." Based on Cambridge Academic Content
Dictionary, ‘teamwork’ is elaborated as the combined actions taken by a group of people
working together effectively to achieve a goal. The phenomenon of teamwork within an
organization is basically used to define the coordination and cooperation, between the
members of a partnership that form a business, a joint venture or a private limited company.
In order to achieve effective teamwork, organizations usually carry out a team building
activities to break the ice between team members and to create a bond between each other.

Historically, a research was conducted in between 1920s and 1930s by a group of

researchers to study the in-depth impact to a group working under various conditions. After
several experiments, the scientists concurred that the most critical factor was the structure of
a feeling of gathering personality, a sentiment of social help and union that accompanied
expanded worker collaboration. One of the original researchers Elton Mayo made
conclusions on certain critical situations in order to develop effective teamwork. He
concluded that a labourer's exhibition is influenced by interior and exterior social requests
and casual gatherings inside the organization impact the propensities and mentalities of the
team members. Likewise, it was discovered that workers appraised perspectives, for example,
being perceived for their work, having a sense of safety and a feeling of having a place is a
higher priority than physical conditions at work. These discoveries encouraged organizations
to genuinely consider gathering their representatives into compelling group works and right
up until today they are as yet significant contemplations for human resource developers.

Teams consist of several types depending on the background of an organization.

Interdependent team is a team where no significant task can be practiced without the
assistance and participation of any of the top tier management in various undertakings. The
accomplishment of each individual is inseparably bound to the achievement of the entire
group. For example, if the matches are played and won, or points are scored by individuals or
partners, each team members perform basically the same actions. It simply means that
individually, there is no direct effect on the performance of the other team member. If all
team members each perform the same basic tasks, such as students working on solutions in
answering a mathematical equation in class, or sales employees making phone calls, then it is
likely that this team is an independent team. They are able to help each other — perhaps by
offering advice or giving hands on practices, by providing moral support, or by helping in the
other task non-related to the goals to be achieved — but individual success is primarily due to
their own efforts.

Self-managed teams are applied when the leader does not operate with positional
authority. Self-managed teams operate in many organizations to manage complex projects
involving research and development, design, process improvement, and even ways to solve
systemic issues, particularly for cross-department projects involving people of similar
seniority levels. An internal leadership team style is a self-managed team is distinct from
traditional leadership and operates to neutralize the issues often associated with traditional
leadership module, a self-managed team still needs support from upper management to
operate well.

Last but not least, there are interdisciplinary and multidisciplinary teams.
Multidisciplinary teams involve several professionals who independently treat various issues
a team may have, focusing on the issues in the field they are specialized in. Interdisciplinary
team approaches involve all members of the team working together towards the same goal. In
an interdisciplinary team approach, there can often be role blending by members of the core
team, whom tasks are usually filled by the other team members.

There are several genuine advantages of preserving a team spirit, in such

organizations so as to ensure optimized output. There are several firms and companies,
around the world that operate as business groups and have a very well-defined set of rules
and regulations, so as maintaining the team spirit and ensuring teamwork in their operations.
Other advantages include efficient teamwork to ensure that the tasks are equally distributed
among team members within the organization. A fair work distribution ensures that every
person of every working department executes any tasks by hand, with a top notch efficiency.
The division of tasks also ensures that the work is done on time and not exceeding deadlines.
Besides, the reduction of risk can be achieved when the task at hand is executed with the
maximum efficiency. This will also eliminate the burden of failure to be carried by the whole
team which is borne by all the team members and it does not fall on the shoulders of an
individual.
 Working as a team gives the most impact in an organization where a lot can be
obtained from the low tier up to the top tier management. The essential of working as a team
in an organization is that it increases the productivity of the work produced and also the
outcomes. A team that works together cohesively thrives. When employees help each other
overcome challenges, problems get solved efficiently. Your workflow gains an extra layer of
reinforcement, which reduces errors. When you create connections, you get to know which
employees are good in different tasks. This understanding is extremely valuable for assigning
roles. Your business’s output improves by understanding each employee’s strengths and
weaknesses.

In addition, this can ensure that the people in the organization practiced on how to
create innovative solutions. The significance of collaboration in the working environment is
clear when it brings about open correspondence. Issues are met with creative arrangements
when workers are happy with talking straightforwardly. Workers become increasingly adapt
to share thoughts when you make association. The business' weak point focuses are met with
fixes from various points of view. At the point when representatives carry their perspectives
to the table, your business is rarely dormant.

On the other hand, a committed workforce can pull off excellent results in the tasks
given as cooperation and inspiration go side by side. A detached and unenthused group can
mean something bad for any business. At the point when spirit is low, workers are miserable.
Furthermore, if they are troubled, they might quit. High turnover rates can cost an
organization a great deal of cash flow, from the enlisting procedure to a lack in efficiency.
Cooperation creates a feeling of harmony that advances representative maintenance. The
quantity of steadfast, long haul labourers on finance can be expanded by empowering
collaboration.

Successful collaboration depends upon synergism existed between colleagues

handling a situation where they are competent and mostly ready to contribute and partake to
support a positive, successful group condition. Colleagues must be versatile enough to adjust
accordingly to helpful working environment where objectives are accomplished through joint
effort and social relationship as opposed to individualized, aggressive objectives.
 "Conflict" is a word that triggers an incredible level of uneasiness, outrage,
dissatisfaction, misery, and torment to individuals. In the working environment, a basic
counterstatement between colleagues, if uncertain, may grow into shirking, powerlessness to
cooperate, verbal attacks, and hatred. In the most pessimistic scenarios, it might likewise
prompt antagonistic vibe and inevitable detachment from the association or organization. In
this manner, it is significant that the contention should be settled as quickly as time permits.
Disagreement emerges from a huge number of sources that mirror the distinctions in
character, values, belief systems, religion, culture, race, and conduct. It additionally emerges
from basic mistaken assumptions. As community oriented ideas extended inside the working
environments, this likewise significantly expands the quantity of human collaborations where
one's conclusions can be heard. New groups, for instance, may end up in strife as talks lead
them into uncharted waters.

Group struggle can be a wellspring of magnificence, quality and inventiveness. Be

that as it may, events can emerge where struggle in groups turn out to be relationally
damaging and prompts brought down adequacy. This happens particularly where the
contention takes on an individual quality, which results in colleagues assaulting each other, or
corrupting each other's aptitudes, competencies of working here and there. This is undesirable
both for the people, concerned and for the group all in all. Relational clashes are regularly not
brought about by the characters of the people in question, yet by work job or hierarchical
order.

There is a propensity to credit a person's issues, which might be because of elements

in the workplace. The reasons for relational clash in groups can frequently be caused by more
extensive authoritative issues for examples, absence of structure, insufficiency of assets, poor
hierarchical atmosphere or improper hierarchical system. A portion of the contrasts between
colleagues can be because of trademark styles of working style which, while profitable in
themselves it might likewise cause some common enmity or grinding. Now and then clashes
between people inside a group can't be expelled as because of job, hierarchical, or group
character type factors. Irritations do emerge and troubles do need to be worked through.

There are a few ways on how to overcome conflicts in an organization and below are
some of the examples. The first remedy of overcoming conflicts is by gaining alignment
around the core of a team environment. Arrangements are made around groups form such as
meeting and talking about making arrangement on the distribution of tasks and how they will
work towards achieving the desired outcome. A portion of these key procedures include the
team’s missions and visions, qualities, decision making, the jobs and duties of each
colleague, how task is assigned to each person, how clashes are settled, how colleagues will
be prepared and created. When all is said and done, any procedures that may hold the
possibilities of conflict ought to be talked about and settled upon by all colleagues.

Next is to keep disagreement from escalating into conflict. Members should openly
discuss the importance of disagreement. Without disagreement, teams can fall into
groupthink, or a tendency to blindly agree on issues without proper questioning. Team
members sometimes fall into this trap to avoid conflict, but then fall into a larger one of poor
decisions making. So disagreement and good argumentative discussion should be
encouraged. However, team members should also discuss when this disagreement crosses the
line into open conflict that may be harmful to the team. Having a discussion about
disagreement and conflict is an adult behaviour. And team members will appreciate the
opportunity to have this discussion and resolve in advance what could be a barrier to higher
team performance.

Other than that, dealing with difficult team members also can help to reduce the
potential of bigger conflicts in an organization. The initial step to manage a troublesome
colleague is to build up a relationship or fellowship that gives wellbeing and security. As this
relationship builds up, the individual will turn out to be progressively open to criticism and
bound to encounter a “turnaround”” in their conduct. This methodology requires one to
move to a higher plane of reasoning, one that comprehends that more can be practiced
through unselfish administration to others instead of withdrawing to the solace of our own
inner selves and weaknesses.

Lastly is to build a good team which can cooperate and understand the needs of a
company and tasks given. There ought to be an abnormal state of reliance among colleagues.
Every team members need to take part in understanding the individual capabilities as they
can't advance except if the group progresses nicely. A group needs a pioneer who is
exceptionally dedicated, and a remarkable communicator. Each colleague should be happy to
contribute their earnest attempts. A specific level of fellowship cultivates the adequacy of the
group. Colleagues need to appreciate each other’s organization and have a great time while
working. Team building relies upon the common trust and regard that individuals produce for
one another. Disagreements between colleagues must be settled in a mature way, without
making plans to assault individuals.

In a nutshell, teamwork is not a finite project but a process of continuous

improvement and innovation. In order to achieve high performance, teams require regular
changes and challenges. These may include: changes to team personnel; new tasks; re-
examining the contribution the team makes to the overall business aims; and ensuring that the
team has regular dealings with other teams. Revamping the workforce into groups isn't
simple yet when effectively created, teamwork has been demonstrated to be a method for
improving intensity and simultaneously upgrading the nature of working life for
representatives.
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