Team cohesiveness promotes stronger communication amongst the team players and brings all the common characteristics of team together. The team cohesiveness is based on mutual reliance which helps the group players stay informed about the developments happening in the team and gets them the clear understanding of the group’s goals. Team cohesiveness brings around developmental changes in raw teams and let the teams use the word “WE” instead of “I”, which brings the teams together. There are 2 forces, which bind the members of the team together; they are positive and negative forces. Here are some of the factors that influences team cohesiveness, which helps individuals gel well with each other:

• The members of the team are of same age, gender and share equal values, etc.
• The success factor that each individual in the team shares and the tasks accomplished for the betterment of the team.
• The external threats faced from other competitive companies or individuals, they are bound together with the common objectives and fight against the danger being caused to their processes.

A team is said to be highly cohesive when there are increased levels of motivation amongst the team players to participate together in the team activities in accordance with the social norms that are agreed upon by the team.

Organizations held the workshops with the only aim of developing teams, learning to work together, share their tips and tricks and also exchange the process ideas. Getting team work done from their employees are one of the biggest challenges for managers in any organization as each individual’s thinking capabilities are different and their working processes are different. Every employee working in an organization urges to get a bigger and better position in the organization but its only when their efforts are not recognized do they feel the urge to social loaf, these are a particular group of employees named as social loafers, they believe in giving less effort to the organizational functions or needs. Even when social loafers are working in team, they might not feel any urge to work as team and give their efforts in achieving organizational goals. Social loafing normally occurs in teams where there are more members, each of them give lesser efforts than what they usually might have done as an individual. Each employee feels no need to work at their optimum best, as others are there to take care of their work and also some may social loaf due to lack of confidence to tackle the problems, fear of being recognized if the task is not done properly, some people are just introvert they don’t like to take up challenges or face anyone, they are grooved to their work always and don’t like to either give any positive support or response to other people in the team.

A team is said to be successful only if it is able to complete their objectives and fulfill the obligations as a team, the teams justifies their existence only when it is capable of adding value to its numbers in the sense it should be giving more output than what is actually expected of them. All the employees expect to cut short their work and live a high life like their bosses, taking up the responsibility and determined attitude to complete a particular task are what the real teams are made of, anyone would like to sit back and relax and expect things to happen – its only human nature.

Sometimes employees feel ignored when their efforts and hard work are not recognized, they feel that their contribution is not properly evaluated and thus they don’t feel an urge to give their continuous efforts to the team. Companies cannot keep an eye on each and every individual and whoever comes out as a winner or an achiever, they reward them. Employees should be made more aware of their responsibilities and define individual tasks in processes or as a team then it would be better to evaluate their performance looking at their individual outputs. Team is definitely a one-man-ship but not all the employees take it otherwise, so its company’s responsibilities to bifurcate the work for each employee and select a common leader who will guide the team.

Organizational bigger management system has the power to make smart people do dumb and stupid things for which they feel really proud of. The people working in organizations become way too moralistic of their values in the sense, that they follow their superior’s misguided orders for the benefit of some reward in return. The work culture and system of an organization determines how an individual behaves and works for achieving his common goals and so they blindly follow the guidelines given without having any urge to argue if they feel something is going wrong and as a result the whole organization suffers. Some of the decisions taken are wisely supervised but play havoc when executed. There is one particular episode I am particularly reminded of, I read somewhere some months back: it was the research done by Sally Baron, as to why U.S. defense department is spending billions of dollars in creating custom technologies when other similar types of products works the same and that too for a lesser money. The demand for, off the shelf products is not less nor the products are new to the markets, it was in the year 1949, when the president Truman’s Advisory board urged the air force authorities to make use of commercial products, the U.S secretary of defense – William Perry was an adamant supporter of innovative new technologies available and so urged that custom hardware and software systems made sense especially because of the computer revolution happening all over the world and so they still went on to spend billions of dollars where the off the shelf solutions were regarded as inferior.

Since that time, there has been lots of wastage of money on custom technologies; Baron uncovered the cases in which off the shelf products were really beneficial and economically viable. This is a case of real stupidity, how can the officials waste so much of tax payer’s money, is there some fault in the system? Often we see organizations doing utterly stupid things, which wastes lots of their own money and fail to use money in the processes where it’s really necessary. Some people with authority are just habituated to spend money and get expensive items which could have been well balanced with the products costing even less amount. I get so aggressive and angry when I read about such disastrous, unauthorized, unregulated usage of public money but after all Pentagon is much like any other organizations and it is working for the benefit of its citizens in the country, so somewhere it goes on to satisfy our hearts that the use of money was for own benefit, but there could have been a better usage of money.

The people working in the organizations at higher managerial levels needs to understand the actual needs of the people working in an organization and not just spend money, only because the organization is capable of spending that amount of money. It’s only when these people understand how to spend money that the reward systems change, that the dysfunctions happening over the place will vanish.

An organization processes and the work culture differ depending on their business frameworks, some of the organizational models on which organizations operate on are:

• Autocratic model
  The organization is run by a managerial authority, all the employees working in an organization are obedient of their duties and depend on their bosses before taking any major decisions.
• Custodial Model
  The base for this model are the economic resources, there is managerial orientation of money involved. The employees of the company are oriented towards the benefits and security of the organization, there is a passive cooperation within the company.
• Supportive
  This type of model brings in leadership and a managerial orientation of support from the employees and they support and participate equally for achieving the organization’s goals that reflects back on their performances.
• Collegial model
  There is managerial orientation of teamwork which is the base of partnership. The employees of the company are aware of their responsibilities.

Although these models seem like separate entities, each of these models are interconnected and one can operate without the help of another, in a way that each of these organizational models over laps some or the other model some point of time leading to a mix of different systems that are used in running an organization. There are 3 separate systems in an organization that includes the social, cultural and individualization systems, these are prevalent amongst the work culture of the companies:

• The social system helps individuals interact amongst themselves and increase in a work relationship. The behavior of one member effects the behavior of many others in an organization so social grouping have no boundaries, the positive aspect is that it spreads good thoughts, culture, different ideas amongst the people working in it.
• The Cultural system in an organization encompasses varied other aspects like knowledge, customers, beliefs and practices of an organization. They are said to influence human behavior even without those things getting in to your conscious thoughts. The work culture is the prime most important elements of an organizational structure; it gives people stability, understanding, security and responsiveness to a particular situation.
• The individualization system in organizations exerts influence the social system of a company by challenging the work culture of the company. For a creative environment to exist in an organization, a company should have high socialization and high individualization, when both of these survives, they can have good competitive environment.

The organizational management looks for job enrichment of its employees in whatever aspects possible and in return they work hard in achieving the organizational goals of a company or perhaps their individual goals. The benefits that job enrichment’s offers are tremendous from an individual’s perspective, they are:

• It enhances the growth of an individual
• The employees get better satisfaction at work
• Better performance in processes
• Employees get motivated
• It helps in upbringing of an organizational change.

The job enrichment can be done in different ways, depending on their processes and work culture. The organizations determine different methods, which include task identity, skill variety, autonomy, feedback and task significance; these are widely popular in bigger organizations.