Article Analysis: How Team Composition and Collaborative Planning Shape Analytic Effectiveness - Essay Example

Proper organizational planning and proper leadership can solve the issues of difference among experts from different social dimensions. It has been opined by scholars that such organizational “dysfunctions can be overcome when members of well-designed teams collaborate to formulate and implement a performance strategy that is uniquely suited to the task and situational requirements …. Explicit coordination processes are necessary for tasks that are highly interdependent …” (Woolley, et. al. 354).

Any work of analysis encompasses several steps and unless there is a proximity between all these steps it becomes tough for members to produce effective teamwork. Thus, simple integration with specific strategy planning is not sufficient but it is also equally important that the leader of the team should attempt to ensure the elements of mutual communication as well as assistance. Unless the leader has sufficient “spatial” and “object memory ability” (Woolley, et. al. 355), the members cannot be managed properly.

More or less, members of a team are required to have these qualities but in practical situations, it is not possible that they would be experts in exercising both these qualities. Thus, to maintain balance in team performance, it is required that members would complement and supplement each other. However, such a process of complementing cannot be fulfilled only with the expertise of the leader (“coordinating member”); rather “interpersonal diversity” of members and their respective “personal skills and experience” are also necessary to fill up the gaps (Woolley, et. al. 356).

To overcome these problems, in the case of the organizational functioning of a team associated with analytical jobs, systematic evaluation of data and searching for proper modes of evidence is very important. Unless proper coordination can be ensured among team members, there will be a gap in assimilating these two most crucial steps of analytics. Consequently, in the broader scope, it will give birth to employee dissatisfaction and also will affect the production of an organization. When it comes to retaining organizational performance employee satisfaction is one of the most important factors.

If an employee receives adequate satisfaction from his work, he automatically feels motivated enough to provide the company with the best level of performance. However, ensuring remuneration is not sufficient to provide work satisfaction. Additionally, factors like providing proper work ambiance and proper modes of communication with other employees also contribute to a great extent in the entire scenario, otherwise, it is quite evident that organizational performance will suffer to a great extent.

In this context, the importance of “Collaborative planning” can be perceived because when it fuses with the team expertise composition, both these factors conjointly lead to the integration of information and finally helps to receive the ultimate level of analytic performance (Woolley, et. al. 358). 

On several occasions, situations may arise that prohibit an individual to focus on his work or stop him from being identified as a part of the entire team. In such situations, personal support from the team leader and his motivation helps a person to regain self-confidence. In the case of investigative organizations, this structure can prove to be immensely effective. Members of an investigative team are assigned different assignments and unless the discovery of each department is properly communicated amongst themselves, receiving a complete picture of the entire scenario cannot be realized. Thus, following the model as prescribed by the authors in this article can fill up the gaps and also will enable members to achieve the ultimate goal.