The Impact of Teamwork On Work Performance of Employees
The Impact of Teamwork On Work Performance of Employees
The Impact of Teamwork On Work Performance of Employees
e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 20, Issue 3. Ver. I (March. 2018), PP 15-22
www.iosrjournals.org
Abstract: In today’s communities, individuals have been focusing on achieving the occupational purposes and
goals at work place individually more than focusing on the concept of teamwork. Noticeably, the importance of
teamwork as an essential tool in work environment seems to be neglected by both employers and employees
which has lead them to deficient performance and poor productivity in their jobs. Therefore, this research paper
seeks to examine the impact of teamwork on occupational performance. The objective of this research was to
highlight the effects of teamwork on faculty members in Dhofar university and their performances and also to
examine the factors associated with the concept of teamwork in job environment. This study focuses on
analyzing the impact of teamwork on the employees of Dhofar university. Several factors related to teamwork
were analyzed, such as the concept of trust, leadership and structure and performance evaluation and rewards.
The results reveal that is a strong and significant connection between the independent variables viz. teamwork,
climate of trust, leadership and structure, performance evaluation and rewards and the performance of the
faculty members of Dhofar university in Sultanate of Oman.
Keywords: Teamwork, employee performance, trust, leadership, rewards.
JEL Classification: M12, J21, J29, J32
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Date of Submission: 15-02-2018 Date of acceptance: 03-02-2018
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I. Introduction
1.1 Background of the Study
Team can be defined as a group of individuals who work collectively to achieve the same purposes and
goals to provide an excellent quality of services. Teamwork has the ability to enable the members of the team to
have a higher level of emotional security, self-confidence and the ability to plan and decide with others
positively. Also, it helps in creating a healthy work environment with workable agendas, creative activities,
positive strategies and values. On the other hand, the absence of teamwork‟s concepts and strategies can lead to
occupational failure, disappointment, low morale and poor productivity which threatens the entity of the
organization. The employees who work in an organization that does not have a strong concept of teamwork,
usually fail to deliver the expected results and to achieve the goals and visions of that organization. The
presence of teamwork concept is a necessary rule to help the employees in working together towards common
aims and goals creatively. The work performance of the team is higher than individual performance when the
work requires a broader scope of knowledge, judgement and opinion. The advantage of teamwork is significant
productivity growth in the spheres that require creative solving of different tasks, a high degree of adaptability
and operational management (Vašková, 2007). The success of any organization or institution requires the
positive force of teamwork because it helps the employees to empower and develop themselves and their
potentials, as well as learning the proper strategies to achieve the required tasks efficiently. Also, the positive
interaction and collaboration among employees allow them to have a better understanding of the significance of
teamwork in building up the human civilization and helping the human beings to achieve the common goals and
purposes that they all need. According to Wageman (1997) “Company‟s teamwork is the only way anything gets
accomplished with quality and efficiency and a major reason why economic growth is under control and
company‟s success is scrutinized by top management to achieve the desired goals”. Most of the successful
companies do not hire an individual who cannot work on teams to solve conflicts and achieve various tasks, and
that proves the importance of teamwork as an essential skill in the work environment. The concept of teamwork
has been applied in human‟s lives long time age in order to solve various forms of struggles, achieve the basic
life requirements and needs, and to make smarter decisions for the benefit of all groups of people. So, teamwork
can be also described as a strong power given by a group of individuals to make better decisions efficiently.
Teamwork helps in developing the skills and perspectives of the employees through the automatic exchange of
positive opinions, feedbacks, experiences and viewpoints between the members of the team, and this process
create a constant development regarding the services of the organization and employees‟ occupational
performances. Hence organizations should enhance the concept of teamwork among its employees to increase
the level of productivity and creativity in order to earn competitive advantages and enhance each employee‟s
performance. Additionally, the core value of teamwork is the reduction of workload which helps the employees
to perform better without any kind of work pressure because the tasks were distributed equally among all the
members of that team. Some of the organizations in today‟s industries are not developing due to inadequate
teamwork among the employees which certainly affects the performance of that organization and its employees
in the long run. Huge amount of resources is also wasted because of teamwork inadequacies which directly
threatens the organization‟s development.
1.5 Hypothesis:
H0: There is no significant relationship between teamwork. leadership and structure, climate of trust,
performance evaluation and rewards and employee performance.
H1: There is a significant relationship between teamwork. leadership and structure, climate of trust, performance
evaluation and rewards and employee performance
Teamwork can be accurately defined as a group of individuals who work cooperatively to achieve a
specific task or goal. This skill has become appreciated that many large organization have designed special tests
to determine the abilities of their employees to work on teams. Therefore, teamwork ability became an essential
skill that every worker must have in order to be accepted in the job. The idea or concept of teams has been
applied many centuries ago during the establishment and development of human civilization, that is why it is a
very valuable and important concept in any occupational and developmental process. Teamwork is a precise
organizational measure that shows many different features in all types of organizations including non – profit
(Mulika,2010). Conti and Kleiner (2003) reported that teams offer greater participation, challenges and feelings
of accomplishment. Some companies have started to apply team-based strategy in their work performance to
maintain the productivity of their workers and to emphasize on the importance of working together as one united
entity to achieve the objectives and goals of the organization in the best way possible. Team-based strategy
means a basic method followed by the members of an organization to work in teams to finish the required tasks.
As a result of such strategies applied in workplaces, the managers of such organizations are clarifying the
significance of teamwork and its ability to create a better work environment for the workers and increase the
level of creativity, productivity and the success of the entire entity.
Cohen (1999) says that teams are replacing individuals as the basic building blocks of organization. In
this century, the teamwork skill has been taught as an essential educational concept at schools, so that students
learn the proper strategies to develop professional skills as part of their educational process. The important
professional skills such as solving conflicts, communication, collaboration and positive interaction skills are
noticeably being defined by managers as an important requirement for the work environment. So, the employers
and managers are always looking for individuals who can collaborate and work on teams as a critical skill in
every working environment.
3.2 Population
The target population for the study are the faculty members of Dhofar university.
Education
Masters 17 17.00
Ph.D 83 83.00
Experience
0-5 years 19 19.00
5-10 years 32 32.00
10-15 years 35 35.00
More than 15 years 14 14.00
From Table 1, it is seen that 27 % of the respondents were in the age group of 26-35 years while 42% of the
respondents are in the age group of 36-45 years. 21 % of respondents are in the age group of 46-55 years while
10% of the faculty were above the age of 56 years.
73 % of the respondents are male and 27 % are female. Most of the respondents surveyed are male. 17 % of
respondents are master degree holders while 83% respondents are Ph.D holders.
19% of the faculty members had an experience between 0-5 years while 35 % had a rich experience ranging
between 10 – 15 years
The correlation analysis between Teamwork and Employee Performance shows that the correlation coefficient
(r) is 0.819. This demonstrates that there is a highly positive and very significant relationship between
Teamwork and Employee performance.
The correlation coefficient (r) between Leadership and Structure and Employee performance is .807. This
reveals that there is a very significant correlation between these two variables.
The correlation analysis to find out relationship between Trust among team members and Employee
Performance reveals that the correlation coefficient (r) between these two variables is .710 , which in turn
indicates a positive and significant relationship .
The correlation analysis employed to find out the relationship between Performance appraisal and rewards and
Employee performance shows that the correlation coefficient (r) is .439. This shows a moderate and positive
relationship between these two variables.
On the basis of these results, hypothesis H0 : “There is no significant relationship between teamwork. leadership
and structure, climate of trust, performance evaluation and rewards and employee performance” is rejected at
0.01 levels
a. Predictors: (Constant) Teamwork, Leadership and Structure, Trust, Performance Appraisal and Rewards b.
Dependent Variable: Employee Performance
From Table 3, it seen that Regression Coefficient „R‟ = .823 or 82.3% of relationship exists between
the independent variables and the dependent variable. The coefficient of determination „R 2 „=.722which shows
that 72.2% of variation in employee performance is explained by teamwork, leadership structure, trust and
performance appraisal and rewards.
The F value is 121.45 and is significant because the significance level is = 0.000 which is less than P ≤
0.05. This implies that the overall regression model is statistically significant, valid and fit. The regression
model implies that all independent variables are explaining that is a positive and significant relationship with
dependent variable.
The above table presents coefficient of regression between teamwork, leadership and structure,
performance appraisal and rewards , trust and the dependent variable that is employee performance at a
confidence interval level of 95%. The t – value for teamwork is 4.23 (p value of 0.000) is greater than the
critical value . Similarly, t- values for leadership, performance appraisal and trust are 4.58, 4.40 and 4.45
respectively (p value of 0.000) which are greater than the critical value. Since the calculated values are greater
than the critical value, hence the alternate hypothesis that is “there is a significant relationship between
teamwork. leadership and structure, climate of trust, performance evaluation and rewards and employee
performance” is accepted.
V. Conclusion
The research study revealed that teamwork, leadership and structure, team trust and performance
appraisal and rewards have a significant and positive impact on the performance of faculty members in Dhofar
University. The regression analysis and ANOVA also show that there is a significantly strong relationship
between the set of four independent variables and the dependent variable employee performance. Teamwork
was found to the most significant independent variable having the most significant impact on performance,
followed by trust among team members, effective leadership in the team and proper system of performance
appraisal and rewards. The regression coefficient R has the value 0.823 which shows 82.3% proportion of
variability between the independent variables and the dependent variable. Coefficient of determination R 2 is
.722 which shows that 72.2 % variation in dependent variable employee performance is explained by
independent variables. The calculated t – values for the variables are also greater than the critical value. Overall
the results revealed that teamwork, leadership and structure, team trust and appraisal and rewards and the
dependent variable employee performance are positively correlated.This study aims to highlight the negative
consequences of the absence of teamwork concept in some of the organizations that have neglected it‟s
significant role as an essential skill that helps in developing and enhancing organizational and individual
performances in all work environments. There is an obvious connection between teamwork and the level and
quality of productivity and occupational performance in workplaces as indicated by several previous studies(
Manzoor et al, Mulika , Oseiboakye) . Strong leadership and an environment of trust among team members
come across as significant factors which can help increase the level of employee performance. There are several
other factors which may impact the performance of academicians, and these need to be investigated further. The
factors identified by this study can be used as a template by university administrators in their quest to achieve
academic excellence in their respective institutions.
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