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Bridging the gap between i/o research and hr practice: improving team composition,team training and team task design

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Bridging the gap between I/O research and HR practice: improving team composition, team training and team task design

Bridging the Gap between I/O Research and HR Practice: Improving Team Composition, Team Training and Team Task Design Accomplishments within an organization are highly dependent on the level of integration between employees. Through application of appropriate mechanisms, organizations are always working towards team building. Organization/industrial research focuses on the human resource needs of an organization and, the need to build strong teams. The study purposed to establish strategies of improve organizations through effective teamwork. In addition, the study compels managers to utilize their research findings on improving their staff. To establish convincing conclusions, the study applies a case study approach to relate best management practices to success within a company. The study applied qualitative research design to investigate or establish the relationship between team building and organizational progress. Precisely, the article reviewed recent research on teams and their impacts on employee’s production to develop its case. The study also identified common but unsuccessful human resources management practice. Some of the issues identified in the study are, mix of skills, traits of team members, diversity, and training of employees. The study also utilized qualitative research techniques to analyses the impacts of rewards and delegation on team building. The study established that managers are reluctant on utilizing their own research findings to develop their teams. Findings from the study provide an effective human resource management toolkit, which mangers can use to build their teams. The main limitation of the article is that it develops its argument from secondary sources. Therefore, the study summarizes major research findings in HR management making them accessible to other scholars and managers. I/O research is a significant tool in human management. However, the efforts or impacts of I/O are not translated into the real world due to lack of implementation. As noted by Hollenbeck DeRue & Guzzo (2004), most human resource managers are reluctant in applying their own I/O research to develop their own teams. Application of I/O research is the basic strategy through which I/O research can be applied in the real world. Translating of I/O research into tangible application involves practice. This will require managers to apply their findings on their own workplace. I consider the article an effective management tool and, hence effective in my organization. Firstly, I will use the study as a tool to measure the level of motivation among my staff. The study provides factors or condition that can be used to determine the level of integration of workers at different level of the organization. This will provide a basis for making appropriate improvements on the team. Secondly, the study can be used to determine our positive values or strengths as an organization. The article compiles classic results on human behavior particularly those related to workplace socialization. In addition, the article compiles a set of practices that have been applied in other organizations. This will provide an effective basis to compare our management strategies with those applied in other organization. The study also presents an argument on applicability or suitability of such management practices. Such discussions will present a test for viability or applicability of the research’s recommendations into our organizations. For instance, practices that might have failed in other organizations are bound to fail when applied in our case. Therefore, the study will provide a platform for testing viability or applicability of different human resource management practices. For instance, delegation of duties or having underground bosses is a human resource management practice applied in various organizations. However, the practice cannot be applied in all organizations. Thus, the study provides manager with a platform for testing the viability of various human resource management practices. In addition, the study provides organizations with an opportunity to test the impacts of different practices into their organizations. For instance, a manager may be interested in establishing the impacts of reward on reducing employee’s turnover and employee motivation. Training is an essential aspect of human resource management. Training promotes skill and self-esteem development among employees. This promotes the motivation of their respective teams. The article provides guidelines on how to prepare effective training program and the role of training on employee’s motivation. The study will therefore provide us with guidelines on how to develop training kits for our staff. In addition, the study can also be utilized to identify areas or fields that our employees require training. References Hollenbeck J. R., DeRue D. S., & Guzzo, R. (2004). Bridging the gap between I/O research and HR practice; improving team composition, team training, and team task design. Human Resource Management, 43 (4) 353-366

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