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Self‐managing work teams

Self‐managing work teams s a result of the reunification of Germany, the restructuring of the former Soviet Union, the formation of the European Economic Community (EEC), recent economic developments in Pacific Rim countries, and the provisions of the North American Free Trade Agreement (NAFTA), many trade barriers have been eliminated. These new developments, unprecedented in history, open new markets; reach new sources of technology, materials, and human resources; create a large free market; and facilitate economic growth in the region. Globalization is becoming a continuous challenge for managers in HR management. Studies suggest that U.S. companies have failed to maintain their leadership in many industries. Most companies are increasingly aware that in order to survive they need to improve the quality of their products and services, compete for foreignmarkets abroad, and fend off foreigncompetitors’ attempts to gain control at home. For some companies, self-managing work teams have been successful in the change process. This article examines self-managing work teams-their major characteristics, the reasons they emerged in business organizations, and their strengths and weaknesses. Guidelines are also included for implementing successful work teams. QUALITY CIRCLES-PRECURSORS TO CURRENT WORK TEAMS For the past two decades, Japanesemanagement practices have attracted a lot of attention http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Employment Relations Today Wiley

Self‐managing work teams

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References (25)

Publisher
Wiley
Copyright
Copyright © 1995 Wiley Periodicals, Inc., A Wiley Company
ISSN
0745-7790
eISSN
1520-6459
DOI
10.1002/ert.3910220405
Publisher site
See Article on Publisher Site

Abstract

s a result of the reunification of Germany, the restructuring of the former Soviet Union, the formation of the European Economic Community (EEC), recent economic developments in Pacific Rim countries, and the provisions of the North American Free Trade Agreement (NAFTA), many trade barriers have been eliminated. These new developments, unprecedented in history, open new markets; reach new sources of technology, materials, and human resources; create a large free market; and facilitate economic growth in the region. Globalization is becoming a continuous challenge for managers in HR management. Studies suggest that U.S. companies have failed to maintain their leadership in many industries. Most companies are increasingly aware that in order to survive they need to improve the quality of their products and services, compete for foreignmarkets abroad, and fend off foreigncompetitors’ attempts to gain control at home. For some companies, self-managing work teams have been successful in the change process. This article examines self-managing work teams-their major characteristics, the reasons they emerged in business organizations, and their strengths and weaknesses. Guidelines are also included for implementing successful work teams. QUALITY CIRCLES-PRECURSORS TO CURRENT WORK TEAMS For the past two decades, Japanesemanagement practices have attracted a lot of attention

Journal

Employment Relations Today – Wiley

Published: Dec 1, 1995

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