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Team

work is better than


Individual Work




New Business Venture & SMEs must rely on team work
rather than individualism











07-Dec-15
Student Name: Haitham Allam
Course Name: MGMT220 RESEARCH METHODS IN BUSINESS
Professor Name: James OBrien
Teamwork vs Individual Work

Table of Contents:

1. Executive summery . 3
2. Background 4
2.a Problems . 6

2.b Benefit of Teamwork 8

2.c Disadvantage .......... 10

3. Thesis statement .. 12
4. Literature review . 13
5. Methodology .. 20
6. Limitation and bias. 20
7. Survey sample 21
8. Data analysis and findings .. 23
9. Recommendation . 36
10. Conclusion .. 36
11. References .. 38

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Teamwork vs Individual Work

1. Executive Summary

This thesis is all about the role in defining and describing how the teamwork is better than

the individual and it also aims to provide the better understanding that how the teamwork is

more effective than the individual work at a workplace or a business environment. The team

members may be having multiple cultures and belonging to different ethnic, racial, religious

and regional backgrounds. In this paper we shall discuss through support of opinion of the

experts with their experiences that how the teamwork benefits the business or even in any non-

profit organization.

To elaborate the study, it is required to discuss the merits and demerits of both teamwork

and individualism, the practicability, approach, formation, culture, dependency, supervision,

tasks and stages of tasks, procedural and measures of working atmosphere, entrepreneurs

communication and managers role, skills and coordination among the team workers,

creativity, innovation, motivation, perception of instructions and true understandings that what

to do and how to do and all is to be compare with the individual work so that we would be able

to understand that at the end the team work is in any case better than the individualism. This

thesis will describe the problems, benefits, and a comprehensive study of comparison and at

the end the conclusion will be given in the favor of teamwork.

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Teamwork vs Individual Work

2. Background:

The New Business Ventures and SMEs should rely on the teamwork rather than individual

because teamwork is more creative, innovative, highly responsive and helpful in achievement of

goals more effectively than the individual work. The business can have better results through

teamwork instead of individualism. The background of the study is to focus on the importance and

drawing a comparison through various valid sources to make the statement true and support the

ideology of business environment running through teamwork. The study is made after considering

the need of better entrepreneur environment.

The business environment can have the maximum output if its policies are made by

innovative, creative and dynamic managerial personnel instead of relying on one person

commanding and responding to every situation. These days the businesses are growing and the

community has been developing a wider entrepreneur environment that leads to the economic

growth through providing the opportunities to people and better utilization of resources. To

understand the thesis we shall have to discuss the teamwork and individual work and the pros and

cons, merits & demerits, viability and success results. We shall include the opinion of different

experts to support or negate the thesis statement with their arguments and finally we will be able

to come to a conclusion that what type of working environment is better and more rewarding. The

Capitalistic economies are relying on the entrepreneurs who are relying on the teamwork which

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Teamwork vs Individual Work

multiplies the success of the business. It is observed in different economies where the

dependability is on individual are facing challenges and have no means to overcome the problems.

In the business of every scale especially SMEs & New Business Ventures, the team work is very

important and the coordination between every team of the business helps rapid growth of the

business. The study shall help us to find out the better way for business.

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Teamwork vs Individual Work

2.aProblems:

Business are although more comfortable and growing in the teamwork environment however there

are certain problems that may hinder the growth of the business if not dealt with proper, prompt,

efficient strategies, decision making, policy making and implementation of measures. The first and

foremost important problem that occurs is to establish a perfect team with formation of a team

comprising multi type of people that is difficult task. The formation of different mind and behavior

people at one platform under one supervisor is tough job. It is also important to make a high

coordination among the team members through high skills of communication, understandings and

cooperation. It is observed that in an environment having different type of people belonging to

different cultures, the miscommunication, misperception or faulty observations evolves in the

business environment. It is therefore important for the entrepreneur to form a team with utmost

care and take the measures to form a harmony between the group members. Another difficulty is

to appoint a leader of the team who would be able to manage the affairs and have the abilities to

resolve the conflicts whenever and whatever in kind arises among the team members. He must be

equipped with highly communication skills and having the ability to get his orders obeyed by the

team members. This type of appointment is usually not an easy job. The hierarchy in a business

environment is a problematic portion that can be faced by true and perfect allocation of people

towards the job. For example, while forming a team of sales staff, it is to be managed that the sale

is supposed to be spread to different cultures so the sales team should be comprising the people

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from maximum cultures so that they can understand and convey the demands of customers. They

can be the best player between customer and the company and if they are working like a team, they

will multiply success as they will be able to sort out the problems of maximum type of customers.

The problems faced by business while implementing the approach of team work or individual work

shall be discussed in the paper and the solution through solid studies and arguments will also be

provided.

2.b Benefits of Teamwork:

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Teamwork vs Individual Work

1 Creativity: the team contains high skilled people with different mentalities who have their

own approaches towards creative ideas, so the complex tasks can be achieved with the help of

multiplication of creative ideas. While individual, even he has more intellect, will not be able to

expand his intellect as a group of people can.

2 Innovation: The development and growth is conditional with the innovative ideas and in

a team, the business will seek a lot of innovative ideas instead in individual work, business has to

rely on individuals mind with limited approach.

3 Facts Finding & Resolution: It is easier for a team to find the flaws and investigate the

problems from many perspectives and it allows the team to incorporate different perspectives and

ideas while in individual work this lacks definitely.

4 Cooperation instead of Competition: In teamwork, the individuals are working in

cooperation with each other while in individualism, the people are working like a competition and

everyone cares only for his own so the moral and cooperation in the business environment suffer

and the goals cannot be achieved as in teamwork.

5 Utilization of Expertise: It is more beneficial that the cross functional teams can utilize

their expertise from production, accounting and marketing to look at a problem from multiple

angles and come up with the solutions that helps the whole company rather than a single individual.

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The insight of different personality can be drawn upon by the project oriented teams, these

personalities include logical thinkers, creative thinkers, risk takers and the balance formers.

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2.c Disadvantages:

Teamwork is beneficial a lot but has few discouraging elements that can be overcome through

proper strategy and policy implementation. Few are as follows;

1 Domination: The domination of supervisor sometimes disturbs the teamwork because in

some cases it is observed the supervisor unnecessarily tries to implement his own decisions which

do not demoralize the others but also limit the creativity and innovative approaches of the others.

2 Formation Difficulties: Formation of a team having different mind and behaviors

becomes difficult for the entrepreneur and most of them the cross cultural people to be combined

at one platform under one supervisor is also a hectic task.

3 Multi-Cultural Problems: Communicational problems sometimes disturbs the teamwork

environment as in multi cultural team members, the misperception, misconception or

misunderstanding often occurs that may lead to the conflict of minds and questioned the success.

4 Lazy & Dull Workers: In few cases, the lazy and dull workers try to hide themselves

behind the efforts of the hard workers, they find shelter under the umbrella of team as they will

also be considered as the member of the team achieving the goal but in reality they were not the

active individuals so it may lead to the conflicts.

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5 Decision Making: Decision making sometime needs to be prompt in a business but in a

teamwork the decision making can take more time so it may lead to difficulties while individual

can take prompt decisions without consulting anyone else.

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3. Thesis Statement

Team work is better than Individual Work


New Business Ventures and SMEs should rely on the Teamwork more than Individualism

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4. Literature Review

In trying to find what is best for a company there are a several things that need to be done.

Different organizations have different things that need to be done and for that each employee is

assigned a task. The major thing that needs to be found out is the comparison between the ease of

work done with a team and individually. Everyone has a different perspective about everything

and when it comes to working in a team not everyone is happy about the task.

A group contains any gathering of individuals connected in a typical reason. A gathering

in itself does not as a matter of course constitute a group. In this way groups of games players

can shape (and re-structure) to hone their art. Transport logistics officials can choose groups of

steeds, puppies or bulls with the end goal of passing on merchandise. Scholars in business in the

late twentieth century advanced the idea of developing groups. Contrasting assessments exist on

the viability of this new administration prevailing fashion. Some consider "group" to be a four-

letter word: abused and under useful. Others consider it to be a panacea that at long last

understands the human relations development's yearning to coordinate what that development

sees as best for laborers and as best for supervisors. Groups are particularly suitable for directing

errands that are high in multifaceted nature and have numerous free subtasks. Extensive groups

can sub-isolate into sub teams as indicated by need. (Keady & Nolan, 2003)

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Initially give us a chance to comprehend that groups are not the same as teams. In teams,

there are no formally chosen pioneers. Likewise, gatherings are casual social affairs of

individuals. Gatherings don't as a matter of course have an objective or a target; gatherings could

be framed for social reasons. Then again, hierarchical groups are shaped with purpose, an

objective or a mission. Colleagues are deliberately chosen so that every individual from the

group is skillful to work towards the basic target. Group pioneers are additionally chosen with

the goal that there is no vagueness on power. Parts are properly allocated to individuals from the

group so every part meets expectations in a joint effort with kindred cooperative individuals.

Groups in associations need to perform corporate objectives. While the association is center

point of all exercises, the groups are the spokes which create yield. Collaboration can yield

considerably more than a total of individual endeavors basically because of sorted out endeavors

and streamlined work forms. Work proficiency is improved and unnecessary augmentation of

procedures is dispensed with. (Poteete, Janssen & Ostrom, 2010)

Cooperating represents a few difficulties by virtue of components that surface as people

associate as group. These distinctions should be determined and utilized for the group's

advantage, with the assistance of setting standards/criteria/measures of execution. The

accompanying gathering element variables assume an essential part in group adequacy. A

prudent synthesis of group is essential for its legitimate working. In constituting a group, a right

blend of specialized, interpersonal and choice making are required. As groups are different in

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nature, it is essential that key procedures like refereeing, interpersonal correspondence are done

productively.

Administration's first obligation is to recognize patterns in the large scale environment in

order to have the capacity to distinguish changes and start programs. It is additionally imperative

to evaluate what sway a change will probably have on worker conduct examples, work forms,

mechanical prerequisites, and inspiration. Administration must survey what representative

responses will be and create a change program that will give support as specialists experience the

procedure of tolerating change. The system should then be actualized, spread all through the

association, checked for viability, and balanced where fundamental.

As groups work over the move and activity stages they experience various difficulties

that emerge from the group, association, and natural connections inside which the group is

working. These difficulties can undermine group reasonability and make it troublesome for them

to perform their objectives, to a limited extent on the grounds that the difficulties make it

troublesome for groups to control their objective coordinated conduct (Peterson & Behfar, 2005).

Basically, the difficulties make unmistakable needs inside of groups that must be fulfilled for

them to be fruitful.

The significance of plainly organizing colleague parts inside of the group and adding to

an incorporated work plan to direct colleagues' activities is clear over the group's majority

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authority sources recognized before. For instance, in an investigation of 41 formal outside

pioneers of arranging and outline groups in the data frameworks field, Henderson and Lee (1992)

found that pioneer practices, for example, appointing work parts and indicating methods were

connected with free appraisals of group productivity, pace, and general viability. In like manner,

researchers have observed that formal inner pioneers who structure and plan the group's errands

and work process are connected with prevalent group viability (Kane, Zaccaro, Tremble, &

Masuda, 2002) and higher appraisals of fulfillment with the pioneer (Jurma, 1978).

We have intended to take a sample of 25 participants to find out how they would like to

work in a team and individually. We have tried to find out the difference between the two and

see how people would react on each. As far as administration sources, as we noted prior, the run

of the mill approach in group authority examination is to concentrate on a solitary wellspring of

authority. For instance, researchers may concentrate on formal outer pioneers, developing

administration, or shared initiative, however from time to time do they center on more than one

of these sources. Despite the fact that there are without a doubt decent motivations to concentrate

on a solitary source, one of the shocking reactions of this methodology is that the aggregate

authority limit of a group is thought little of. Considering the greater part of the wellsprings of

group authority is fundamental for adding to a complete comprehension of group authority forms

and the initiative limit inside of the group (Day et al., 2004).

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Groups are progressively required to perform in perplexing and element situations. This

trademark applies especially to hierarchical groups, and particularly to best administration

groups. The working environment throughout today's authoritative groups highlights different

partners with some of the time conflicting motivation, high data load, dynamic situational

possibilities, and expanded beat of progress. Propels in correspondence innovation have made

the utilization of virtual groups (i.e., groups whose individuals are not physically collocated)

more down to earth and unmistakable in industry. These execution prerequisites uplift the

requirement for part coordination. Further, on account of the more noteworthy rate of progress in

today's surroundings, colleagues need to work all the more adaptively when planning their

activities.

Group initiative speaks to a third normal for successful group execution. Most groups

contain certain people who are essentially in charge of characterizing group objectives and for

creating and organizing the group to achieve these missions. These parts exist even in self-

overseeing groups (Nygren & Levine, 1996), despite the fact that the behavior of initiative parts

in such groups changes extensively from comparable parts in more customary groups. On the

other hand, the accomplishment of the pioneer in characterizing group headings and sorting out

the group to augment progress along such headings contributes altogether to group adequacy. To

be sure, we would contend that powerful initiative procedures speak to maybe the most

discriminating element in the accomplishment of authoritative groups.

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Individuals are really the association's most important asset. Unless top administration

shows this basic conviction, groups can expect close to lip administration. Any achievement will

then be exclusively owing to the colleagues' view of the venture's estimation, their own devotion,

and their self-strengthening to enhance their organization. Top administration needs to

comprehend the dedication required for adding to an effective group and a group framework

capacity inside of the association. They must be willing to allot the vital assetswork force,

cash, self-sufficiency and power, preparing, procedure help, legitimate, PC, and data

administrations, and so on. They should likewise assign satisfactory thoughtfulness regarding the

group transform and take into account an ideal opportunity to take care of issues and attempt

arrangement

Authority and administration offer numerous similitudes. Both initiative and

administration include impact, working with individuals, and working with powerful objective

administration. Be that as it may, the fields of authority and administration can likewise be

viewed as altogether different. As indicated by John Kotter, administration can be viewed as an

age-old idea that has been around for quite a long time, while administration is an idea created in

the most recent 100 years, to a limited extent from the ascent of the modern upheaval.

Managers are the general population to whom this administration errand is appointed, and

it is by and large thought that they accomplish the sought objectives through the key elements of

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arranging and planning, arranging and staffing, critical thinking and controlling. Pioneers then

again set a hearing, adjust individuals, spur and rouse (Kotter, 2001).

Different specialists think about that as a pioneer has soul, the energy and the imagination while

a director has the psyche, the objective and the tirelessness. A pioneer is adaptable, imaginative,

moving, gallant and autonomous and in the meantime a director is counseling, logical, planned,

and definitive and settling (Capowski, 1994).

In our research we will explore the difference and find out what difference there is that

can be found in between team management and individual worker. These findings will be further

discussed in our research.

5. Methodology:

As per the questionnaire, which was presented during an interview The goal is to understand

the effectiveness of teamwork over the individual work and for that purpose the interviews in the

new business ventures and SMEs have been conducted as well as the expert opinion is drawn

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which are collected from the journals, articles and thesis available on the internet and the resources

are given in the references.

6. Limitations and Biases

It was hard to find the appropriate mangers and employee that are qualified to fill out the

surveys. I want to make sure that I am targeting the qualified persons. The only limitation could

be that it was an interview which could affect the results. The participants were only 25 which

also could affect the power of the study.

7. Sample Survey

1. How does teamwork thinking style differ the Individual thinking and how it affect the

output in an organization?

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2. In your opinion, to what extent the individual thinking style, after conversion into a team,

affects the team performance?

3. To what extent the team work participates in business growth as compare to individual

work?

4. How effectively did a team works on a project than individual?

5. Give one specific example of something you learned from the team that you probably

would not have learned working alone.

6. What problems have you had interacting as a team?

7. Do you think the team can better utilize the resources i.e. organization, communication,

leadership, talent, time to achieve the goals than individual?

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8. Do you think a multicultural team often creates misconception, misperception or

miscommunication while working on a goal?

9. Do you think it is hard for a manager or supervisor to lead a team having different cultures?

10. Do you believe an individual can better perform when a task is required to creative?

8. Data Analysis and findings:

As per the questionnaire, which was presented during an interview, gave a lot of thinking

perspectives. First of all, the important part was to understand that whether there is a need of

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knowledge or task performances. The organization that focuses on teams work and who supports

working collectively are the knowledge intensive firms. Knowledge is the most strategic resource

of any organization especially in the environment which highly competitive and turbulent.

Secondly, we need to know about the skills and abilities of our employees. Whether working as

individual or team, organization needs to identify each and every individuals skills and abilities.

While working in a team, it extensively involves Knowledge creation, knowledge sharing and

knowledge acquisition.

Teams need a knowledge workforce; they believe that knowledge management from creation till

institutionalization of knowledge is only tool for the firm to sustain its competitive advantage in

the market. Teams significantly rely upon Tacit Knowledge of the team members. For the

execution of new knowledge creation and sharing of that knowledge, the teams need to focus on

forums, blogs, virtual chats, one to one interaction and brainstorming groups that highly focus

upon Knowledge Management. But working as an individual, this is not necessary.

Lastly, the interviews showed that most of the senior managers are careful enough to form a team

and maintain it. They focus on everyones culture and employees values and ethics are the

foremost important thing.

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Results of Questionnaire filled by

Managers/HOD

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Position/Title Gender Years of Experience Mean/Average

Manager Global marketing male 3 3.875

Associate QA Manager male 4.5 4.375

HOD Info Security male 5 4.25

Head of HR male 4.3 4.625

Head of Projects male 2.5 4.5

Manager finance Male 1 2.35

Manager R&D Male 2 3.55

Head of information Female 3.2 4.37

Head of training Male 2.9 4.098

Marketing Manager Male 1.9 3.94

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Mean Average
5 4.625 4.5
4.375 4.25 4.37
4.5 3.875 4.098 3.94
4 3.55
3.5
3 2.35
2.5
2
1.5
1
0.5
0

Mean Average

Average Mean of Executive body 3.993>3

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Interpretations:

As per the questionnaire and interviews, almost every high level manager supports working as a

team. They know that the future of every organization is to become a knowledge intensive firm,

and these firms who are the most successful ones. This is because managers and HOD knows that

employees satisfaction is the most important thing. Working as a team, every individuals skills

are high lightened. Employees nowadays are very demanding. They need appreciation.

Individually they will not get a chance to prove their skills, but working as a team their all aspects

could be keenly observed.

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Results of Questionnaire Filled by

Assistant Managers/ Executives

Position/Title of the Job Gender Experience (in years) Mean/ Average

HR business partner female 3+ 5.333333333

HR Executive female 5month 5.133333333

Asst. manager HR male 6 5.733333333

HR Executive manager female 0.5 5.083333333

Officer HR male 5+ 6.066666667

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R&D assistant Female 1 4.099999999

Finance Executive Male 3 5.662222222

Marketing executive Male 2 6.544444444

Mean/ Average
7 6.544
6.066
5.733 5.662
6 5.333 5.133 5.083
5
4.099
4

0
HR business HR Executive Asst. HR Executive Officer HR R&D Finance Marketing
partner manager HR manager assistant Executive executive

Mean/ Average

Total Average/Mean: 5.456>3

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Interpretations:

Adaptability of the company relates to organizational culture, to foresee how lenient the

organization culture is and how much it supports changes. After the survey from Asst Managers

and Executives, the conclusion was drawn that team changes according to the external

environment as the teams require staying adaptable in order to survive in the market. The

interpretation of this questionnaire shows how much flexible teams are needed in these dynamic

situations. For Knowledge Management company strongly requires to be an adaptable atmosphere

where Knowledge creation, knowledge sharing, knowledge acquisition, knowledge

institutionalization is mandatory. Learning adaptable environment of an organization extracts out

the tacit knowledge of the firms highly expertise which should be passed upon the teams as well.

Individuals are not expert enough to manage themselves in such a dynamic condition.

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Position/Title of the Job Gender Experience (in years) Mean/Average

Head of Marketing team female 1.2 1.214285714

Head of Management team female 5month 2

Head of Finance team male 1 3.928571429

Head of Recruitment team female 0.5 3.285714286

Head of Global team male 2 2.142857143

Head of R&D Male 3 2.570325441

Results of Questionnaire Filled by

Team Heads

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Mean/Average
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0
Head of Head of Head of Finance Head of Head of Global Head of R&D
Marketing team Management team Recruitment team
team team

Mean/Average

Total Average Mean: 2.5235<3

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Interpretations:

This part of questionnaire represents how satisfied the Heads and employees are while working in

a team. The questionnaire directly links with employees loyalty factor to the organization to what

extent the employees are committed to their jobs. The experience in years is mentioned by 3

respondents to be more than 1 year. This shows that how much satisfied are they while being a

part or head of any team. The employees who are satisfied with their jobs tend to share their

knowledge because their gains arent personal. They dont have I factor in them, they believe in

whole teams performance. Job satisfaction is directly related to Knowledge creation and

knowledge sharing. Higher the job satisfaction level within the employees more they develop and

focus upon creating new ideas and learning from others. Employees are provided with intrinsic as

well as extrinsic awards.

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Result of Questionnaire Filled by

CEO


Mean/Average

5 4.3684
4

0
CEO

Mean/Average

Position/Title of the Job Gender Experience (in years) Mean/Average


CEO MALE 36 4.368421053

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Interpretations:

This questionnaire was only filled by the CEO to see his views about the team work or individual

assessments. He truly supported the team efforts in the organization, but also said that individual

efforts should now be neglected. The performance of the company accelerates effectively and

efficiently due to the factors discussed before and most significant are that its a learning and

Knowledge Intensive Firm. The international market clients, where competition is really high need

to be supported through collective team efforts. However every company maintains its sustainable

competitive advantage using knowledge relying with its employees working as a team, the most

significant strategic resource. Its the only resource which the competitors cant imitate. CEO

wants to continue to put efforts in building and creating teams for specific tasks so that it could

give tough competition to the competitors.

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9. Recommendation:

- After the data analysis, it has been proven that the team work is more favorable and perform

better in business management.

- Small business and companies should consider working under team control more than an

individual management.

10.CONCLUSION

After the analysis, we have come to know that the company supports team efforts rather than

individual work. From top to bottom, interviews were conducted, and team work was supported

everywhere. Despite of other disadvantages of teamwork, every person is willing to work as a

team. They are ready to face and solve the problems.

We analyzed the company using all the aspects of Knowledge management including the four

factors: Knowledge management presence, Leadership vision, Behavior within the organization,

Employee satisfaction and commitment. After discussion of these 4 areas, we have resulted that

teamwork is at the third loop of learning. As the employees of the company are empowered to

make decisions, to create new knowledge and challenge or amend the existing policies of the

company. Companys competitive advantage is due to relying upon creation of new teamwork

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with knowledge and sharing of those ideas with the company which eventually lead to effective

outcomes and alignment with the strategy of the company.

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Duggan, Tara. Differences between Individual & Team Performance Evaluations. Demand

Media.

Keady, J., & Nolan, M. (2003). The dynamics of dementia: Working together, working

separately, or working alone. Partnerships in family care, 2003, 15-32.

Poteete, A. R., Janssen, M. A., & Ostrom, E. (2010). Working together: collective action, the

commons, and multiple methods in practice. Princeton University Press.

Peterson, R. S., & Behfar, K. J. 2005. Leadership as group regulation. In D. M. Messick & R. M.

Kramer (Eds.), The psychology of leadership: New perspectives and research: 143-162.

Mahwah, NJ: Lawrence Erlbaum

Henderson, J. C., & Lee, S. 1992. Managing I/S design teams: A control theories perspective.

Management Science, 38: 757-777

Kane, T. D., Zaccaro, S. J., Tremble, T. R., & Masuda, A. D. 2002. An examination of the

leaders regulation of groups. Small Group Research, 33: 65-120

Jurma, W. E. 1978. Leadership structuring style, task ambiguity, and group member satisfaction.

Small Group Behavior, 9: 124-134.

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Day, D. V., Gronn, P., & Salas, E. 2004. Leadership capacity in teams. Leadership Quarterly, 15:

857-880

Nygren, R., & Levine, E. L. (1996). Leaderhsip of work teams: factors influencing team

outcomes. In: M. M. Beyerlein, D. Johnson, & S. T. Beyerlein (Eds.), Interdisciplinary studies of

work teams: vol. 3. Team leadership ( pp. 67 104). Greenwich, CT: JAI Press.

Kotter, J. (1990). A force for change: How leadership differs from management. New York: Free

Press.

Kotter, J. P., (2001), What leaders really do?, Harvard Business Review, Vol. 79 Issue 11,

p.85- 96

Capowski, G., (1994), Anatomy of a leader: where are the leader of tomorrow?, Management

Review, Vol. 83 Issue 3, p.10-18

Multicultural Teams." Challenges in a Globalized World A Global View on Intercultural

Management (2015)

Shu, 2004:165. BACHELORS THESIS The Role of Teamwork in Creating Customer Focus

Latham, Andrew. "Teamwork vs. Individualism." Small Business. Demand Media

Layupscom Atom.Differences between Individualism and Team Work."., 17 Feb. 2010

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