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Ban the Blame Game in an Organization.

Finger Pointing Causes Teamwork Disharmony The blame game is common in office politics and can cause job demotivation. Remove finger pointing from the workplace for a more productive and happier culture. When workload, clients and bosses become overwhelming, it is easy for employees in a corporation to resort to the blame game when something goes wrong. Placing the blame on other people when mistakes occur is detrimental to corporate culture and creates a sense of discord within an organization. Removing the finger pointing will actually enhance productivity, interpersonal relations and job satisfaction overall.

Effects of the Blame Game In an organization that is used to finger pointing, employees tend to feel a sense of superiority over others, claiming that they cannot make mistakes. By finger pointing at others, one would eventually become removed from the team and known as a person who is used to passing the buck.

Finger pointing is also condescending and humiliating for the person who has to bear the brunt of the blame. Even when a team is at fault, severe finger pointing can lead to the singling out of an employee and can be detrimental to his or her job motivation. Passing the blame also leads to the attitude that as long as it was not me [who committed the mistake] why should I care? The blame game therefore affects productivity. When an error occurs, employees are more concerned with framing a perpetuator rather than solving the problem. This will result in a delay of fixing the problem itself.

When the blame game is common in the office and is not removed from the corporate norm, office politics tend to take higher precedence than recognition of work and improvements when it comes to annual appraisals. Those who have been singled out during the year will be more likely remembered for his or her mistakes rather than their positive contribution to the team or department.

Banish the Blame Game Management must establish a culture that is positive-oriented, keeping employees happy rather than causing distress when mistakes happen. Having said that, the first step managers should take is to start acknowledging their own mistakes as and when they happen. This way, employees will feel that it is acceptable to err, as long as a lesson has been learned from it. Employees will also be encouraged to admit to their mistakes rather than beat around the bush or pass the buck.

If management witnesses finger pointing within their departments, he or she should be quick to query both sides of the story. Less assertive individuals are more susceptible victims of finger pointing, so it is important to let them have a say in the issue at hand.

Positive reinforcement should also be magnified. When an accomplishment has materialised in the office, it is important to acknowledge it and reward the responsible person or team with adequate praise. If an error occurs within a department, team leaders should be equally responsible for the mistake and work with their team to overcome the error.

Productivity should therefore be of priority. Instead of who made the mistake?, employees should ask themselves what should we do now to mitigate the mistake? It is therefore important to continuously move forward even if problems arise. This way, employees are not side-tracked by office politics distractions and ignore the important part of their jobs, such as clients and reporting lines.

A Healthier Working Environment Banishing the blame game from office politics will increase productivity and enhance teamwork within the office. Employees will also be more motivated at their jobs knowing that they will be rewarded for their efforts and that though mistakes happen there are ways to work around them.


Simple Ways to Improve Teamwork in the Workplace

Working effectively as a team requires trust, accountability, commitment, organization, communication, time management and conflict resolution skills. As the popular saying goes, 'There is no 'I' in Team,' and therefore working as a team requires individuals to be able to effectively work together and in doing so learning to put personal feelings to one side. This is certainly no easy task as everyone comes together having experienced a whole range of issues and often carrying much baggage.

Dysfunctional Teamwork within the Workplace In order to better understand the skills required for effective teamwork within the workplace it may be helpful to first identify which aspects are likely to result in a team being inefficient, unproductive and dysfunctional. In Patrick Lencioni's book entitled The Five Dysfunctions of a Team,' he highlights five key themes which he believes are factors within dysfunctional teams.

These five factors associated with ineffective teamwork include the following: absence of trust, fear of conflict, lack of commitment, avoidance of accountability and inattention to results.

Effective Teamwork Requires Trust Regardless of whether in the workplace, home or leisure environment, trust is absolutely essential as without it there is likely to be much conflict and simply an inability to build relationships and be able to work effectively as a team. Particularly within the workplace environment trust is key to maintaining good working relationships between colleagues, employees and employers. Trust requires honesty and

honesty is crucial to being able to work efficiently without worrying that one is going to be stabbed in the back or manipulated out of a job.

Effective Teamwork Requires Accountability Without accountability it is completely impossible to work efficiently within the workplace environment or indeed any other environment as a team. Feedback is a key part of accountability as this is necessary to help individuals to understand how they are progressing. Regardless of a person's expertise or position it is important to have another person who will hold him or hr accountable.

Accountability reduces the likelihood of a person getting sidetracked at work and is a valuable means of keeping track of employees. This issue also helps reduce conflict as it creates opportunity for individuals to recognize their role within the wider team and how they may improve on key skills.

A really crucial aspect of effective teamwork is being able to communicate well with one another. Thus requires the following skills: active listening, negotiation skills, non-verbal communication awareness and patience. It is also important to be aware of tone, gestures and facial expressions as these will have an impact on how one is perceived by other members of the team.

As highlighted above, effective teamwork requires communication skills, the ability to negotiate well, accountability trust and commitment. All of these skills will help to make the workplace a more positive environment and hopefully result in less office politics, petty conflicts and lead to increased staff morale.


The Importance Of Teamwork In Organization

What works in an organization in reaching its goals is not an individual, but properly integrated teamwork. The main reason is that considering the vastness and the very nature of the work that an organization engages in it is not possible for any one individual to even think of taking the entire load upon his own shoulders. Considering the vastness of the projects and their complex nature, work necessarily has to be first broken down into compartments in organizations known as departments. Even that is not sufficient, so to enable handling by individuals it is broken down into modules and submodules that can be handled manageably by each different employee within each separate department. The special characteristic of sub-modules and modules is that somebody has to continuously man the work interfaces between them. Unless these interfaces are properly and continuously paid attention to, there is always the possibility that the wrong output or a delayed one is sent from one sub-module into another waiting to receive the correct and timely input. Therefore, an individual responsible for one sub-module needs to always be in touch with another who mans a sub-module which has an interface with it. Naturally, the work relations between two such individuals can affect the overall target required to be reached by an organization, sometimes in a most significant manner. If the two concerned individuals jell with each other and understand each other's requirements

perfectly, they will take sufficient care that the transmission of not only the correct output takes place from one to the next, but it also takes place in a very much timely manner. Such work interaction that takes into consideration the sensitivities and requirements of different interfacing work modules and of the individuals responsible for them is known as real teamwork. Working as part of a team never can be learnt in a day. It requires many factors to simultaneously be developed. They include continuous commitment to the overall goal of the organization. An important factor is relationship management. Another two factors are talent and perseverance of team members. Most of all the development of teamwork requires the experience of working together for a considerable period to iron out all the issues between different employees from different backgrounds and their different work ethics. Concerted coordination between team members forms the watchword in the development of teamwork in an organization and therefore the team coordinator's role becomes paramount. An organization that succeeds in reaching its targets therefore necessarily has to inculcate the culture of teamwork in its human resources. Without teamwork and mutual understanding between teams of employees, the organizational juggernaut can never grind its wheels like a well-oiled machine in perfect symbiosis between the different subsystems that comprise it.