Hewlett Packard’s and Chartered Management Institute’s Teamwork

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Table of Contents

Introduction
Comparative Analysis: Teamwork
Embracing CMI’s Teamwork Approaches
Recommendations
Conclusion
References

Introduction

Teamwork can make it easier for employees to deliver positive results. Effective collaboration within the workplace creates the best environment for planning, execution, and realization of objectives. Using the cases of Hewlett Packard (HP) and the Chartered Management Institute (CMI), this discussion examines how an idea of teamwork can be implemented to deliver positive results.

Comparative Analysis: Teamwork

HP is currently one of the most successful companies in the global technology industry. It has been focusing on the concept of project management in an attempt to achieve its goals (“Taking project management,” 2011). This corporation trains employees to ensure that projects are completed successfully. Education programs at the organization are supported by the Learning and Development (L&D) department. Emerging issues are also analyzed to implement superior programs. At HP, teamwork is taken seriously since all efforts are used to support every intended project. Leaders are usually expected to meet the needs of their followers using adequate resources and incentives. Aspects such as motivation, problem-solving, and engagement are pursued to deliver desirable outcomes. These qualities of teamwork have supported most of the intended objectives. However, the concept is yet to be improved in an attempt to enhance performance.

Embracing CMI’s Teamwork Approaches

The CMI is an institution that focuses on superior conditions that have the potential to promote better workplaces and environments. The organization has over 90,000 members. It offers timely advice to support businesses and entrepreneurs. At CMI, the idea of teamwork is taken seriously in an attempt to deliver positive results. One of the outstanding concepts is the use of competent group leaders to achieve intended objectives. As an organization that sets and provides appropriate frameworks for efficient performance, CMI trains individuals and empowers them to become successful and effective (“Using teamwork,” n.d.). The targeted people are guided to embrace ideas such as motivation.

HP can borrow these practices in an attempt to transform its approach to teamwork. CMI outlines various strategies that can be embraced by companies to become effective. Such attributes would be crucial for HP. The first one is the ability to create motivated groups (“Using teamwork,” n.d.). Every team must also be briefed and empowered to pursue specific goals. Leaders should be appointed and authorized to guide their followers. Continuous monitoring can ensure that every group functions optimally (Schmidt-Wilk, 2017). Communication procedures and channels must also be improved (Işık, Timuroğlu, & Aliyev, 2015). These aspects will address emerging obstacles at HP and deliver positive results.

Recommendations

The above insights can also be embraced in my organization to improve teamwork. The first one is ensuring that new teams are formed. The individuals in such groups must also be from diverse backgrounds. Empowerment and provision of resources are powerful strategies for promoting teamwork (Salas, Shuffler, Thayer, Bedwell, & Lazzara, 2014). Leaders should also be appointed and encouraged to meet the needs of different team members (Serinkan & Kızıloğlu, 2015). I can also promote best practices such as efficient communication, problem-solving, critical thinking, and decision-making. The goals of different teams should also be matched with those of the organization. These measures will result in effective teams and make the firm successful.

Conclusion

The above discussion has revealed that teamwork is an approach that can promote organizational performance. HP stands a chance to benefit from the ideas and notions associated with CMI in order to form powerful teams. Firms that want to remain competitive must focus on aspects such as communication, leadership, and empowerment.

References

Işık, M., Timuroğlu, M. K., & Aliyev, Y. (2015). The relationship between teamwork and organizational trust. International Journal of Research in Business and Social Science, 4(1), 133-149.

Salas, E., Shuffler, M. L., Thayer, A. L., Bedwell, W. L., & Lazzara, E. H. (2014). Understanding and improving teamwork in organizations: A scientifically based practical guide. Human Resource Management, 54(4), 599-622. Web.

Schmidt-Wilk, J. (2017). Building leadership, teamwork, and resiliency skills. Management Teaching Review, 2(4), 256-257. Web.

Serinkan, C., & Kızıloğlu, M. (2015). Innovation management and teamwork: An investigation in Turkish banking sector. Journal of Management Policies and Practices, 15(1), 94-102. Web.

Taking project management learning to a higher level. (2011). Web.

Using teamwork to build a better workplace: A Chartered Management Institute case study. (n.d). Web.

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Hewlett Packard’s and Chartered Management Institute’s Teamwork

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