Roles of Governance in Organizations and their Interaction with Teams

 

The determination of the organizational ethics forms the second role of governance in an organization. Organizational performance and competitiveness are dependent on the behaviors demonstrated by its stakeholders. Thus, governance ensures that a focus is placed on interventions that promote sustainability, stakeholder engagement, and corporate social responsibility. They ensure that organizations behave in a manner that protects the health and safety of its stakeholders. As a result, rules as well as standards that govern the behavior of the employees must be developed. The development of organizational behaviors should be done with a consideration of team inputs (Mallin, 2018). Organizational stakeholders should work together in exploring the desired behaviors that will promote the realization of the mission and vision of the organization.

Moreover, creating organizational culture and ensuring compliance is also a role of governance. Organizational governance facilitates a culture that determines organizational behaviors. It determines the manner in which the organizational environment should be supportive and tolerant to different stakeholder needs. Further, governance helps in formulating mechanisms that will ensure that employees work towards achieving the set goals and objectives. The above undertaking encompasses establishing rules, regulations, policies, and standards that would guide performance. It is important that the developed mechanisms that promote compliance align with the expectations of teams in an organization (Youde, 2018). The alignment can be achieved by ensuring that the perceptions of team members on the nature of the desired organizational culture, rules, policies, and standards are incorporated into decisions made by the governance.

Concerns to Consider when Developing and Strengthening a Team Culture

Developing a team culture takes into consideration a wide range of factors. One of them is open channels of communication for the team members. The team members should be able to express themselves to the leaders of the team without fear of being ridiculed. They should also be able to share their views, concerns, and ideas about the ways in which the goals of the team can be achieved. The other concern is active participation of the team members. They should play an active role in determining the interventions that need to be embraced in the team and the ways of their implementation. Their decisions should be prioritized by the team leaders. There should also be the aspect of respect and honesty among the team members. The members should respect the diversity among them. They should respect the views of others in the implementation of the team activities. Honesty should also be practiced by the team members. They should be truthful in what they do since it promotes transparency among them. The other concern is encouraging innovation. The team members should be actively involved in trying new ways in which the activities of the team can be done efficiently (Cockerham, 2018). Therefore, a consideration of these aspects will enhance the creation of the desired culture in a team.

Conclusion

In summary, organizational structure has a significant effect on governance structure used in a firm. The use of hybrid and matrix organizational structures has been shown to be associated with better governance when compared to functional and divisional structures. These structures encourage teamwork among the organizational stakeholders. Therefore, factors that influence teamwork and team culture should be considered in team formation process.

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