High performing teams (HPTs)

Annotated Bibliography

Wing, L. (2005). Leadership in high-performance teams: A model for superior team performance. Team Performance Management, 11(1/2), 4-11.

Critical Summary of the Article

This article aims to analyze teams to determine the high-performing ones and thereby compare their impact on the organization’s growth. Therefore, the purpose of the research is to determine the relationship between high-performing groups and the rapid growth of any institution. According to previous research, many argue that high performing teams (HPT) result in desirable outcomes in the organization as they are linked to creativity, innovation, and better performance in their undertakings (Wing, 2005). Additionally, it was noted that high-performing teams depend on the work environment as performance is related to motivation, morale, and satisfaction. On the other hand, some researchers argue that HPT cannot be linked directly to an exponential growth of an organization as development is dependent on managerial and financial resources available. The research is important to determine the inconclusive argument. The research, therefore, aims to relate between team leadership high-performing teams and the impact on the organization associated with both.

Critical Analysis of Research Methods

Since the research was focused more on characteristics, a qualitative research method was applied. To determine the high-performing teams, a comprehensive analysis was done on the group’s formation to establish the abilities of every individual and the role they played in the success of the team. Additionally, since HPT and work environment are highly dependent, the organization was analyzed to determine whether the environment was the cause of the difference in results from the groups (Wing, 2005). Since human resources (HR) practices cannot be applied equally across the organization due to the difference in tasks, a meta-analysis was conducted on the HR systems to determine their effect on the success of every team in achieving both the organizational and individual goals. Questionnaires and interviews were the main methods used to collect data from the selected participants (Wing, 2005). The findings from this research would be compared to the growth of every department to determine whether some divisions of the organization had more impact on the overall growth.

Critical Analysis of the Results and Conclusion

After a critical analysis of the findings, it was established that the team’s performance was highly impacted by its leadership. Additionally, the results of a high-performing team were directly linked to growth as their results impacted the different departments positively. The results support the research as the relationship between high performance, and the work environment was established (Wing, 2005). Despite being heavily dependent on leadership, the team must be exposed to the best working conditions to improve motivation and morale as performance requires commitment. Therefore, how well any organization manages its employees is reflected in their performance, and consistency in good leadership helps workers realize organizational goals and commit themselves to their attainment.