Principles of Teamwork on Workplace Ethics and Employee Morale

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Principlesof Teamwork on Workplace Ethics and Employee Morale

MGT451 Team Leadership



The complexity of tasks at the workplace makes teamwork an integralpart of achieving success. Managers are responsible for hiringemployees that have the best qualifications and temperament requiredto discharge particular duties. Hence, they are expected to establishreasonable standards with regards to employee performance. In thisregard, staff members must be provided with a suitable workenvironment that allows them to attain their maximum level ofproductivity (Greenberg, 2011). It is essential for an organizationto engender teamwork due to the interconnectivity of businessprocedures. Many entities are organized into departments withspecific obligations. Nevertheless, cooperation among all segments ofa firm ensures the fulfillment of the company’s objectives.Therefore, principles of teamwork must be applied to workplace ethicsand organizational culture to boost employee morale and accomplishdesired goals.

OrganizationalCulture and its Impact on Employee Morale

The company’sculture includes aspects such as style, behavior, norms, and corevalues. It typifies the organization’s personality or brand. Hence,a company’s culture incorporates factors that make the firm uniquein comparison to other businesses (Greenberg, 2011). In many cases,the entity’s culture can de deduced by considering how the public,clients, workers, and prospective employees perceive theorganization. Inevitably, the company’s culture has an indelibleimpact on employee morale. Therefore, the principles of teamwork canbe applied to modify the organizational culture in a manner that willboost employee morale and enhance productivity.

An enterprisemust employ competent communication strategies to ensure effectivecollaboration among workers. Companies that have a robust cultureattain the greatest competitive advantage. All employees mustunderstand their roles and responsibilities within the organization(Greenberg, 2011). Furthermore, they must share the beliefs andvalues of the company. In this respect, staff members should beinvolved in some decision-making processes. Proper consideration ofthe employees’ feelings and recommendations would make them feelappreciated (Greenberg, 2011). Notably, workers who exercise somecontrol have higher output than those who lack autonomy. Otherpositive effects can also be visible when the workforce feelscherished. For example, there will be lower rates of absenteeism andlateness. Staff members will also log in more work hours rather thantake long breaks away from their workstations.

Besides, a firmwith a steadfast company culture would strive to provide numerousopportunities for growth. A functional promotion policy shouldstipulate to workers the qualifications required for progression(Greenberg, 2011). In fact, entire departments can be recommended forpromotion if particular targets are reached. Such an approach willencourage productive teamwork. Individual employees can be motivatedby the offer of career development initiatives. Subsequently, staffmembers will be purpose-driven in the fulfillment of their duties.Additionally, training opportunities must be provided to enhance theskills of workers in targeted areas. On the other hand, entities withnonexistent opportunities for career progression contribute to jobstagnation and boredom (Greenberg, 2011). The firm needs to ensurethat each employee focuses on fulfilling their utmost potential.Consequently, staff members increase their level of performance.

The dynamics ofthe financial sector have contributed to high turnover rates asemployees seek jobs with higher salaries and accompanying benefits(Greenberg, 2011). Notably, the recession in global markets has ledsome organizations to cut down on their wage bills. Nonetheless,companies that build a positive culture can retain their workforce.An important factor in reducing turnover concerns the emphasis on jobsatisfaction. Invariably, employees who enjoy their workingenvironment manifest loyalty regardless of the market conditions.Some organizations operate within environments with competitivehiring (Greenberg, 2011). Principles of teamwork can be used toensure that workers can perform the duties of those that needvacations or leaves of absence. Fostering such a supportive companyculture enhances flexibility and supports work-life balance.Therefore, workers are more likely to stick to the organizationrather than sign up with competitors.

Moreover, thesafety of employees is paramount to the success of an organization.Frequent accidents and injuries will deter workers from fulfillingtheir obligations (Greenberg, 2011). Granted, isolated employees havea higher risk of suffering from inadequate safety measures.Consequently, principles of teamwork can be applied to ensure thatstaff members show concern for each other`s wellbeing. If workersview one another as an essential member of a functional unit, then itis easier for an organization to guarantee their welfare. Hence, areputable culture of safety empowers employees to be more invested intheir responsibilities.

Contrariwise,competitive and disjointed employees can be unaffected when otherssuffer misfortunes. A successful organization would create activitiesto cultivate teamwork. For instance, team-building expeditions permitworkers to build personal relationships with each other (Dyer, Dyer,&amp Dyer, 2013). It is crucial for employees to develop informalconnections with fellow staff members. Such intimate links becomebeneficial when a worker suffers personal loss or contracts agrievous illness. In such circumstances, the existing support systemhelps unfortunate individuals to not only recover but also resumetheir work duties (Greenberg, 2011). Granted, taking a personalinterest in others can be misconstrued with interfering in privatematters. Therefore, appropriate measures should be taken to ensurethat team members understand the extent of interaction andcooperation. Proper teamwork will contribute to meaningfulrelationships among workers from all levels of the organization.

Additionally, anarchaic company culture could lead to the disastrous development ofcliques and subcultures. Hence, some groups of employees would feelantagonized by other workers. Disengagement results when the workenvironment becomes stressful and unstructured (Greenberg, 2011).However, teamwork can promote a sense of belonging. Cohesiveness alsoreduces tension and uncertainty. Furthermore, new workers can quicklyadapt to the organization’s culture as they become more proactive(Greenberg, 2011). Consequently, principles of teamwork can besuccessfully applied to build a stable company culture that has apositive impact on employee morale.

Ethics in theWorkplace

Ethicalprinciples refer to the acceptable standards of behavior among agroup of people. At the workplace, moral values can be set toencourage proper conduct among employees (Greenberg, 2011). Anorganization that upholds the highest ethical guidelines has betterperformance compared to that which manifests negligence. There areseveral relationships at the workplace such as that between themanagement and the employees. The owner or manager can also interactdirectly with the customer. Moreover, staff members need to interactwith fellow workers, clients, and their managers. Unethical behaviorcomprises any illegal or irresponsible act that has direct orindirect consequences on any of the organization’s stakeholders(Greenberg, 2011). However, principles of teamwork can be applied toensure that the highest ethical standards govern workplaceinteractions.

It is imperativeto enlist some of the unethical behaviors within an organizationbefore seeking to develop response mechanisms. In many instances,workers steal money and merchandise from the company. Notably, fundsare stolen in the form of unauthorized discounts and kickbacks. Staffmembers can also profit from a conflict of interest. Subtle forms ofstealing occur when employees do not work for the full number ofstipulated hours. Hence, employers incur excessive salary costs thatare seldom backed by job outcomes (Greenberg, 2011). Both staffmembers and managers can ignore established procedures and policiesto suit personal ambitions. For instance, a manager can deliberatelyfail to ensure the safety of employees for the sake of reducingoverheads. Other forms of unethical behavior include falsification ofrecords and vandalism of company property. Some employees can alsoviolate confidentiality agreements or other binding clauses in theircontracts (Greenberg, 2011). Organizations that misrepresent thecapabilities of their merchandise also violate ethical standards.

Furthermore, poorclient service counts as a manifestation of unethical behavior.Failing to communicate or withholding information hindersdecision-making. Some workers abuse computer privileges bydownloading or watching explicit content. Performing other activitiesthat are not work-related also registers as unethical conduct(Greenberg, 2011). Presumptuousness causes some employees to performduties beyond their mandate. Other staff members displayirresponsible behavior by using alcohol, drugs, and otherintoxicating substances at the workplace. Frequent gossip andunnecessary communication degrade the work environment and lead tolower productivity (Greenberg, 2011). Blackmail and lies are used toadvance selfish goals and avoid reporting to work. Sexual harassmentis perhaps the most pertinent form of unethical behavior at theworkplace. It involves making unwelcome carnal advances and blatantlyrequesting for licentious favors. Verbal or physical conduct may alsogive an impression of harassment (Greenberg, 2011). Other examples ofuncouth behavior include sensual comments, visual displays, indecentexposure, undue attention, and suggestive body language.Consequently, it creates a hostile work environment whereby workperformance is compromised.

Application ofprinciples of teamwork to encourage ethical behavior must alsoconsider the ways in which workers rationalize wrong actions. Forexample, some workers claim that everyone in the organization acts inthe same manner. Hence, such employees assume that their conduct isinconsequential (Greenberg, 2011). In this respect, principles ofteamwork can be used to hold discussions with all workers.Conferences and seminars can be used to engage the staff members tohelp them consider the harmful effects of unethical behavior(Greenberg, 2011). Addressing the entire workforce on a particularissue would motivate the perpetrators to implement changes inbehavior. In some instances, it would suffice to speak directly tothe perpetrators to avoid upsetting the camaraderie in the group ofcompliant workers.

Additionally,some employees presume that fulfilling certain obligations is notpart of their job description. In such cases, principles of teamworkare crucial since they help workers to view themselves as part of aunit. The organization should provide opportunities for employees tocultivate personal friendships (Dyer et al., 2013). Hence, they willbe readily inclined to collaborate rather than compete. It would helpto involve employees in the setting of production targets. Therefore,workers who participate in goal-setting would be willing to performduties that belong to other team members.

Moreover, someemployees feel that the organization would not be adversely affectedby their seemingly minor conduct. Others reason that nobody wouldnotice their conduct. The firm can work to ensure that all workersadopt the values and beliefs of the organization. Team-buildingexercises would help to imbibe the feeling of unity and cooperation(Dyer et al., 2013). Newly-hired workers have to undergo extensivetraining by experienced staff members to adopt a positive view of thecompany. All employees must understand the entity’s objectivesbefore providing their full support. Consequently, their decisionswould not be dependent on whether other people can see their conduct.They would also avoid actions that may jeopardize the firm’sprofitability.

Besides, someworkers feel that the company overcharges their clients. Hence, theyview stealing as a means of rectifying an injustice. Others alsocomplain of being undervalued due to perceived low pay. Dissentingstaff members can bemoan the presumption of being passed up forpromotions and other forms of recognition. Therefore, the enterpriseshould hold regular meetings with workers to solicit their grievancesand suggestions. Anonymous methods should also be provided toencourage workers who may fear victimization. Periodic reviews of thewage structure should be conducted to ensure that the firm’sremuneration policies are sound and reasonable. Victims of sexualharassment must have a platform through which they can lodge theiraccusations. On the other hand, it would be proper to investigate anyclaims and use available evidence to establish the facts of allmatters. Consequently, all employees will develop cohesiveness astheir opinions and suggestions are valued.


During myextensive working experience, I have seen the positive effects ofteamwork theories at the workplace. In fact, I have been employed forthe past 19 years at the largest utility company in Connecticut.Various theories have been applied to build highly-functional teamswithin the organization. For example, the context of the enterprisehas helped to highlight the work environment (Dyer et al., 2013). Inthis regard, realistic goals have been established to guide differentdepartments. Furthermore, reward systems have been instituted toencourage high performance. Appropriate steps have also been taken toeliminate potential roadblocks. Therefore, the entity has formulatedan effective corporate culture.

Additionally, thepersonality and skills of each team member are considered beforegroups are created. Team composition plays a considerable role in theoverall success of the company (Dyer et al., 2013). The firm has aprocess that examines the suitability and drive of each individual.Members that manifest devotion are retained while those that showlaxity are swiftly discarded and replaced. Some procedures have beeninitiated to develop the interpersonal and technical skills of teammembers. Granted, disagreements and other conflicts occur afterextended interactions among team members. Hence, appropriate measureshave been set to resolve any differences in a fair and timely manner.Other competencies are established to create a sense of trust andencourage risk-taking. Each team must have the right size ofparticipants to eliminate duplication of efforts (Dyer et al., 2013).Understandably, some changes have to be made after some time due toprevailing circumstances. A business must adapt to the marketplaceconditions to remain relevant (Dyer et al., 2013). Therefore, regularevaluation of the team’s competencies, composition, and contextwill pinpoint the necessity of making changes to achieve the setobjectives.


Indeed, theprinciples of teamwork can be applied to organizational culture andworkplace ethics to build employee morale and attain establishedtargets. Employees need unlimited access to training opportunities tohelp them benefit from career development. Competent communicationstrategies must also be adopted to ensure that workers feel valuedand appreciated. Hence, bolstering employee morale leads to higherperformance. On the other hand, teamwork will reduce the occurrenceof unethical behavior by helping workers to assimilate the firm’svalues and beliefs. Notably, teamwork theories have a positive impacton the workplace.


Dyer, W. G., Dyer, J. H., &amp Dyer, W. G. (2013). Team building:Proven strategies for improving team performance (5thed.). San Francisco, CA: Jossey-Bass.

Greenberg, J. (2011). Behavior in organizations: An experientialapproach (10th ed.). Boston, MA: Irwin/McGraw-Hill.

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