Walden University

Jos Augusto Gonzlez

26 de July de y

Develping a Dream Team

Assignment Module 7
One of the principal objectives of every company is to reach a good
coordination between its staff at the moment of working. This working coordination
must be based on respect, mutual help, patience, among other values that reflect a
healthy working environment. In order to have a company forming its own team,
which is a fundamental piece to reach the success it needs the union of every one of
its employees. In this sense, we will focus on Googles HR, due to the fact that it took
a lot to form the successful time they are nowadays. In order to reach this success,
each of them develops its own purpose or mission. Problem solving becomes a way
of life not a party time activity. A goal becomes reachable if they work together and
not individually, that is why the members must learn to work in teams because in this
manner everything becomes easier thanks to the effort of the team work.

Accountability shifts from strictly individual to individual and collective. It is now

an activity done by a group instead of a single person; therefore, the work is not that
hard due to the fact that it is a shared labor. Plus the leadership is also shared.
According to the table 11-1 effectiveness is measured by the groups collective
outcomes and products (Kreitner y Kinicki, 2013, p. 301)
As they wanted to achieve better results, the members of a team must receive
instructions of what is going to be done in the competences of teamwork with
anticipation, this due to the fact that the staff tend to be more successful when they
already have an idea of the activities that are going to be done, as well as the results
the superiors are expecting to get from them. According to table 11-3, in order to
develop a solid and strong team competence, it is necessary to take the following

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into account: orienting team to problem-solving situation, organizing and managing

task conflict and appropriately promoting defense of preferences when supported by
logic based arguments. An authentic performance of teamwork requires a situation in
which HR team members should come to an agreement, and also the understanding
of diverse problems that may appear in order to determine which the important
elements of the problem are. Once this has been distinguished, HR needs to find
relevant data regarding the problem that is presenting, to eventually be able to
organize and handle the efficiency of the team and by doing so, establishing specific
goals.
Cross-functionalism is defined as a team made up of technical specialists from
different areas (Kreitner & Kinicki, 2013).
In order that Cross-functionalism can work as a team, it is very important that
trust is established among the teamwork. Management professor Fernando
Bartolom outlines six guidelines for building team trust: Communication, support,
respect, fairness, predictability, and competence. While each of these elements is of
vital importance, open and honest communication is key. All of these basic principles
tie into a persons credibility, which is the anchor of trust.
There are two types of cohesiveness that bind groups of individuals together:
Socio-emotional and instrumental. However, I consider the most important to be the
instrumental. Within the content of the text, it is explained that the instrumental
cohesiveness gives each member of the team a piece of the action. Therefore, it is
understood that each person who is part of the team has her/his own talent and it is
used to reach the objectives they have in common, taking into account that the help
of every team member is needed so these objectives are achieved successfully.
Finally, to work with the correct management of a cross-functional team is
necessary to have a leader who listens, understands and works with the ideas that
every member of the team gives to the company. Also, the leader should know the
capacities of every member of the team, the resources they have and viable ones to
achieve the goal of the organization; Nevertheless, the leader should learn to
delegate actions, and give the standard to socialization, which helps to create an
environment of credibility and trust among the staff.

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References
Kreitner, R., & Kinicki, A. (2013). Managing Diversity: Releasing Every
Employee's Potential.Organizational behavior (10th ed.). New York, NY: McGrawHill/Irwin.
Hartley, C. (2014). Googles People Operations: The Three-Thirds HR Team |
The Business Scholar. The-business-scholar.blogspot.mx. Retrieved from http://thebusiness-scholar.blogspot.mx/2014/06/googles-people-operations-threethirds_19.html

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