1

Written assignment 6: Myths and realities of teamwork

Cibola Ciama

Department of business Administration, University of the People

BUS5113: Organizational Theory and Behaviour

Dr. Suzanne Cercone

March 10, 2022

 2

Written Assignment 6: Myths and realities of teamwork

Whether we like it or not, in one way or another, we spend most of our time working with other

people either in our family, community, school or college, and most importantly at workplace.

Successes or failures are part of life and can be lived in individual or teamwork. Teamwork is

always encouraged but can also fail due to some beliefs or myths and expectations on how teams

should work (Loop team, 2020). Since myths among others are causes of the team failures, in

this paper, we will try to understand what a myth is, what are different teamwork myths and

realities in order to improve teamwork performance. Among various definitions of a myth by

(Webster, M), one that appears simple and easy to understand is “an unfounded or false notion”.

Even though myths cannot provide evident facts to sustain them, they are believed to be true

until proven otherwise with scientific evidence and fact contradicting them. Through his book

“The Myths and Realities of teamwork”, (Wright, D) who has spent three decade building teams

in various organizations has identified six prominent myths about teamwork which are:

 Teams are harmonious people who compromises their needs for the sake of the team.

 Team conflict is unhealthy

 Most people like teamwork

 Teamwork is essential to business

 Teams are easy to influence and manage

 Teams are easy to influence and manage

Looking at the above six myths about teamwork, we will be discussing Myth 1. Teams are

harmonious people who compromises their needs for the sake of the team.
 3

In this myth we need first to understand some of the concepts that will help us to analyze the

myth. The most important is “Harmony” and “Diversity”. According to (Cambridge Dictionary)

the word harmony can be defined as “a situation in which people are peaceful and agree with

each other, or when things seem right or suitable together”. Good teams are constituted with

diversity of people, each one with specific needs to satisfy. Since a team has a diversity of

people, this implies diversity of needs that to some extent might contradict each other. If balance

is not stricken between balance and Harmony, personal success can be compromised. In

intention to maintain harmony in a tam, team members would hesitate to give some feedbacks,

they would refrain from disagreeing with their managers or team members or refuse to share

their concerns. Harmony in team is something managers are looking to have but having it at all

costs will hamper innovation, progress, and creativity from diversity of the team. Talking of

diversity, it encourages variety in thinking, contradicting approaches, and possible results

(Pearman & Partners, 2018). For the sake of harmony people tend to have a team of same

profiles; often this type of team underperforms as it becomes a barrier to the future success.

To analyze and discuss this myth (Wright, D) illustrates this by saying that “the common myth is

that there is no ‘I’ in a team, however there is ‘me’”. But, even in a high performing and strong

team, an individual needs should not be overlooked or ignored. In a team context, it may not be

ideal for one to sing own praises but recognizing and being proud of individual contribution

should be considered (Clarabut, 2018). In this article (Clarabut, 2018), to explain individual

member’s contribution toward team success, paraphrases Phil Jackson saying “The strength of

the team is each individual member. The strength of each member is the team”. Since diversity is
 4

vital, a staring point to deal with team is a good understanding of each team member by

identifying each talent and encourage recognition and use of each individual talent toward the

success of the team, looking at weaknesses and strengths and predict the team’s performance,

and writing a set of rules that will help a team to achieve success. Once diversity in a team is

recognize and used accordingly, the members will deliver successfully because diversity is a

strength rather than weakness (Wright, D).

In conclusion, we have clearly explained the unfounded belief of “Teams are harmonious people

who compromises their needs for the sake of the team” facing it with reality. We have

demonstrated using research evidence on how team should be built around diverse profiles, skills

and talent for better outcome and success. Harmony at all costs is detrimental to the team

success. Myths tough unfounded spread quickly and gain popularity. To reduce their effects, they

need to be confronted with well researched and proven knowledge from the reality.
 5

References

Loop Team. July 21, 2020. 5 myths about teamwork you need to forget to work better.

https://www.intheloop.io/blog/5-myths-about-teamwork/.

Webester, M. Definition of myth. https://www.merriam-webster.com/dictionary/myth

Wright, D. The Myths and Realities of Teamwork. Wright Consultancy limited.

http://www.consultwright.com/.

Pearman & Partners. 2018. Harmony vs Diversity – Why the Mutual Pursuit will Result in

Conflict?. https://pearmanandpartners.com.au/harmony-vs-diversity-why-the-mutual-pursuit-

will-result-in-conflict/.

Clarabut, J. February 23, 2018. The strength of the team is each individual member. The strength

of each member is the team”. Wellbeing People.

https://www.wellbeingpeople.com/2018/02/23/strength-team-individual-member-strength-

member-team-phil-jackson/.