Cohesion management
Introduction
Teamwork is the work done by a group of people, where everyone has a common objective.[1] To be considered teamwork or cooperative, the work must have an organizational structure that favors the joint development of the work and the joint solution of problems. It is not enough for each of the members to do a part of the work and then put them together.[2].
Since the end of the century, teamwork is essential to innovate in modern problems, products and services, since most are complex systems, in which a single person cannot understand all their characteristics. Therefore, teamwork is essential especially for knowledge workers.
Teamwork allows us to solve problems that an individual could hardly solve alone, in exchange for the cost of coordination and alignment between its members. When well structured and led, teamwork positively influences workers through camaraderie, exchange of knowledge, mutual support, and achievement of meaningful impact goals.
In work teams, rules are developed that are agreed to be respected by all team members. These rules of behavior, established by the team members themselves, provide each individual with a basis for predicting the behavior of others and preparing an appropriate response. They include, among others, the rules of team interaction. The team's norms regulate its function as an organized unit, as well as the functions of individual members.
In a successful team, its cohesion is expressed in solidarity "Solidarity (sociology)") and sense of belonging to the team that its members manifest. The more cohesion there is, the more likely it is that the team shares common values, attitudes and standards of behavior.[3].
Dimensions of teamwork
Team rules
They must be formed and decided by the team, facilitated by its leader or an external facilitator. A successful norming process is not based on imposing norms, but on influencing team members by listening to each of them.
The team will have rules, whether they are explicit or not. In some cases, norms form spontaneously, such as in short collective efforts. However, in most longer-term efforts, it is important to openly discuss team norms, and not risk forming a dysfunctional team.