The Self-Managing Team Organizational Paradigm Term Paper by DLKeeler

The Self-Managing Team Organizational Paradigm
An examination of the self-managing team organizational paradigm (SMTOP), a leadership and organizational structure.
# 153650 | 1,558 words | 4 sources | APA | 2013 | US
Published on Aug 12, 2013 in Psychology (Social) , Business (Management) , Business (Human Resources)


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Description:

The paper discusses the self-managing team organizational paradigm (SMTOP), a leadership and organizational structure that embraces emotional intelligence and individuals' work preferences. The paper explains the model's design, the basis for the model and its implications for leaders and followers. The paper also looks at the literature on organizational structures and paradigms and considers the ethical considerations involved in the use of the SMTOP model.

Outline:
Model Design
Existing Paradigms
Implications for Leaders and Followers
Similar Designs
Literature Review and Gaps
Ethical Considerations

From the Paper:

"The SMTOP model is a Compound Communications model that exploits the benefits of several organizational paradigms and theories. The model uses self-managed teams who are comprised of meticulously selected team members. Similar to the fundamentals of the Congregations Model, the members are grouped together based upon personality, emotional intelligence, and individual's work preferences.
"SMTOP teams do not have formal, hierarchial structures but rather share the responsibility for governing the team and managing the work. The organization has a facilitator who is the senior organizational leader but this individual does not directly control the group, nor does he or she rate the members. The team's governance and control remains with the team members, who develop the rules of engagement and rate each other.
"The Business Unit Organizational Design is the base for the SMTOP. This is where subject matter experts (SME) in a particular area are brought together to work in the area of their expertise. The SMEs work in the most productive manner because they are extremely well versed in the work. Little to no on-the-job training is needed for the team members."

Sample of Sources Used:

  • Horling, B. and Lessor, V. (2005). A Survey of Multi-Agent Organizational Paradigms. Retrieved from ftp://shelob.cs.umass.edu/pub/bhorling/horling-paradigms.pdf.
  • Kates, A. (n.d.). Human Resource Planning, 29.2, Designing the HR Organization.
  • Nikless, R. (2013) Financial Review. Making the most of a bossless office. Retrieved from http://www.afr.com/p/national/work_space/managing_performance_in_the_bossless_BkAyYoJiJdDIVg6lt3aGIP.
  • Varvel, T., Adams, S. G., Pridie, S. J., & Ruiz Ulloa, B. C. (2004). Team Effectiveness and Individual Myers-Briggs Personality Dimensions. Journal Of Management In Engineering, 20(4), 141-146. doi:10.1061/(ASCE)0742-597X(2004)20:4(141).

Cite this Term Paper:

APA Format

The Self-Managing Team Organizational Paradigm (2013, August 12) Retrieved November 22, 2019, from https://www.academon.com/term-paper/the-self-managing-team-organizational-paradigm-153650/

MLA Format

"The Self-Managing Team Organizational Paradigm" 12 August 2013. Web. 22 November. 2019. <https://www.academon.com/term-paper/the-self-managing-team-organizational-paradigm-153650/>

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