Article Review on Workplace Collaboration for Business Management

Question: Write about theArticle Review on Workplace Collaboration for Business Management. Answer: Summary of the article Due to the change in the business trends and activities, collaboration is strongly needed in the workplace. According to the reports, collaborative outputs have increased more than 50%. As the competition between the brands has intensified, the need for teamwork has attained necessity in terms of completing the projects within the stipulated time (Rosemann and Brocke 2015). The major drive behind this is the globalization of the business. This globalization has enriched the workplace diversity. Countering this, globalization has generated conflicts, discriminations and harassments within the workplace. These issues contradict the coordination and unity, represented by teamwork. Key questions According to the recent surveys, the time spent by the managers on cooperating the team members has expanded. It has been found that most of the company managers spent 80% of their times in assisting the staffs so that they can indulge in teamwork. Here, one of an essential question is how the leaders encourage the business? Role of leaders is crucial in terms of providing motivation and encouragement to the team members (Chang 2016). This is in terms of enhancing the efficiency in the business activities. One of the other questions in this context is the types of collaborations the companies and organizations adopt. Collaboration is dependent on the workplace requirements. For this, the team formation is a vital step. Taking into consideration Tuckmans stages of team development is helpful in terms of creating strong and flexible team. The surveys reveal that the distribution of the work among the employees is lop-sided. Most of the collaborative outputs come from the employees (Jacobs, Chase and Lummus 2014). The phrase, In Demand yet disengaged reflects the issue of low engagement to the workplace issues in case of the topmost position in the organizational hierarchy. These personnel are considered as an important source of collaborators. The evidence of this lies in taking valuable lessons while leaving the organization. Herein lays one of the other most important question, the time criteria adopted in the workplace for equal distribution of the tasks among the staffs. The phase discovers a related question, What is the role of the top performers in collaboration? Distribution of the tasks within the staffs begins from the organization itself. This is with adequate planning for the achievement of positive results (Wheelen et al. 2017). This planning includes the consideration of the supply and demand, which needs to adhered for the efficient execution of the business activities. Surveys and feedback reflect the effectiveness of the task distribution among the staffs. Mention can be made of tools like Do.com monitors enhance the awareness of the managers regarding the time taken by the managers and the employees towards the business activities. Literature review Concept of collaboration in workplace Teamwork is necessary in the present age in terms of coping up with the intense external pressure and forces of the market. Teamwork helps in completion of the challenging and enduring tasks within the stipulated time (Harmon 2015). The role of the managers is crucial for the achievement of best results in exposure of collaborative output. For this, the assistant managers need to send drafts about the formation of the teams, allotment of the workplace and the tasks to the team members. This activity engages the topmost personnel in the workplace activities. These drafts reflect the reflective practices adopted by the personnel for executing the business activities. The main component in the types of collaboration involves the behavioral science of the personnel. Herein lays the appropriateness of the concept of behavioral change. This change is the change of the personnel upon receiving the instructions of exposing collaborative output (Kerzner and Kerzner 2017). These behavioral changes has both positive and negative connotations. Positive connotation relates to the enthusiasm of the staffs in terms of indulging in teamwork with the colleagues. Negative connotation is related to the aspects of conflicts, discriminations and harassments, which contradict the aspect of unity, coordination and integrity within the workplace. Behaviors towards collaboration Pressurization is also one of the behaviors, which brings noticeable changes in the performance of the staffs. The staffs have differing and wide-ranging grasping power towards the workplace issues. Provision of adequate motivation and encouragement to the staffs generates an urge within the staffs for exposing better performance (Rees et al. 2015). Sometimes, the staffs are hesitant towards working with others. This is in terms of averting the clashes and conflicts. Here, the managers need to play the role of the guardian in terms of guiding the staffs. One of the other aspects of the behavior change is the intake of the information, which is being shared among the staffs. Some of the staffs are interested enough for learning the information shared by the colleagues. Yet some other staffs expose disinterest towards intaking the information shared by the others. These behavioral specifications reflect the functions of the software Basecamp, which allows the staffs to create a boundary around them for preventing any external information (Czajkowski and Salort 2017). Countering this, the boundary obstructs the growth and development of the employees, which is harmful for the enhancement of professionalism. The software offers the employees with a choice, which reflects the concern of the managers towards the wellbeing of the employees. The access to the personnel reflects the addition of values for the investments made towards exposing the appropriate attitude towards carrying out the business activities. Respect towards the efforts of the employees adds new vigor and energy into them. This respects forms the keystone in enhancing the stability in the relationship between the management and the employees (Ross and Ressia 2015). Example can be given of Fortune, where 60% of the employees have been found to spend 60% of the time on the production of collaborative output. Interestingly, the rest of the 40% preferred to spend their time in taking coaching, training or monitoring the performance of the employees. The request of the employees was placed before the management. The managerial authorities spent quality time in making plans for ensuring the wellbeing of the employees. After minute speculation of the request, the managers affirmed the decision of the staffs. Once the requests of the staffs were respected, the re were fewer mistakes in the performance of the employees (Yew and Goh 2016). Technology and the work space The managers of Dropbox discarded the thought of meetings, as it needed lot of time for emailing the matter to the respective departments. The suspension period was two weeks. This incident represents the lack of coordination between the personnel in terms of exposing appropriate attitude towards the workplace activities. This step of the managers alarmed the employees regarding the importance of meetings within the workplace issues. The immediate outcome was the preparation of agenda for the meetings. One of the other steps was addition into the workforce, which proved ineffective in terms of organizing productive meetings (Logan 2017). Ineffective meetings relates with encountering instances like customer and employee turnover, resulting in huge losses. Transparency in the technological devices and the personal space assures the employees regarding the services of the companies and organizations. This assurance is necessary in terms of exposing productive and collaborative output for fulfillment of the identified and the specified objectives. Mention can be made of the tools Slack and Salesforce.com, which enhances the awareness of the employees regarding the various workplace issues. Along with this, tools like Syndio and Volometrix proves beneficial in terms of enhancing the decision-making process of the employees through the means of accessing the networks (Ammentorp and Madden 2018). Structural changes Structural changes alter the collaboration needed in the workplace. Allocating the duties and responsibilities to the personnel according to the skills, expertise and knowledge of the personnel proves helpful. This is in terms of convincing them towards adopting the changes. However, this is impossible if the staffs are entrusted with heavy responsibilities. In most of the organizations, it is seen that half of the personnel are collaborators. Overlaps in the organizational structure can topple the organizational hierarchy. Some of the employees are overwhelmed upon getting easier projects that they deviate from the focus (Lee and Bonk, 2014). This is the reason why they expose poor performance. Herein lays the role of the managers regarding the equal distribution of work between the staffs. Tools like network analysis, peer recognition programs and value added performance metrics hold prime importance in the workplace. Practical examination on one of the life science companies resulted in twists and turns in the employee structure. The managers feared about losing corporate minds. The same experiment on a consultancy company resulted in the introduction of retention bonuses for the leaders. This bonus was a means for luring the leaders for effective management of the business activities (Sawyer 2017). These bonuses can be considered as the means for encouraging the leaders for effective regulation of the business activities. This approach went in vain, as it lacked the consideration of those employees, who are heavily involved within the workplace activities. Mention needs to be made of Network Analytics, which helped in restoring equality within the employees. Transfer of knowledge Sharing of information generates teamwork within the team members. However, rationality needs to be maintained in this sharing, as wrong and incorrect information leads to conflicts and differentiation of opinions. Here, all of the personnel need to be considered for the achievement of positive results in terms of collaboration (Ammentorp and Madden 2018). Collaboration between the personnel is important for handling all types of clients for carrying out the business transactions in an efficient and effective manner. Lucrative schemes, offers and discounts are needed in terms of retaining the staffs into the workplace conditions. Bonuses can lure the leaders towards taking the charge of managing the team members. However, adequate planning is needed in terms of planning for the changes in the workplace issues and conditions. True essence of collaboration One of the criterias highlighted is the generation of revenue. This means that the needs, demands and requirements of the employees are compromised for the enhancement of the profit margin (Yew and Goh 2016). This approach contradicts the true essence of collaboration. Here, one of the other considerations is ensuring that the staffs have adequately catered to the colleagues grasping power. Consciousness towards this direction is the main agent in terms of bringing collaboration within the workplace. For this, the power and authority needs to be placed on the hands of such personnel, who emerge successful in maintaining the balance between the individual needs of the employees and the organizational requirements (Rees et al. 2015). Conclusion Collaboration acts as an address for the potential challenges faced by the companies and organizations in the competitive ambience. Mostly, the leaders fail to recognize the kind of collaborative effort needed for fulfilling the identified goals and objectives. This understanding is crucial in terms of gaining an insight into the needs, demands and requirements of the clients. Hiring collaboration officers have proved effective in terms of enhancing unity and coordination between the departmental units. 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