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Self-Managed Work Teams Don't Just Happen

            Self-Managed Work Teams Don't Just Happen.
             In reviewing the article "Self-Managed Work Teams Don't Just Happen-, the key points to consider are: benefits, challenges and cost of implementation. Implementing Self-Managed Teams requires commitment to change. With change, there will be new challenges and possibly even risk involved. A company considering transitioning to Self-manage team would need to compare the benefits versus the impacts.
             Self-Managed Work Teams bring many benefits to companies. These teams when staffed with competent personnel possess the authority and responsibility to manage themselves and their workloads. The team members assign the workload amongst them and operate with minimum supervision. Self-Managed Teams are often the best source to solve customer satisfaction concerns. .
             Self-Managed Teams increase process ownership, which contributes to increased productivity, less absenteeism, improved customer satisfaction and ultimately higher profits. The team performs a variety of functions previously performed by management. The team sets-up schedules, resolves internal conflicts and interfaces directly with the customer. The team has a common goal. Members are accountable to the team for their participation and have a shared destiny.
             There are many challenges associated with the growing pains of implementing Self-Managed Teams. Implementation does not usually bring success right away. This may lead to frustration for both management and the employees. Things could initially even get worse. Teams may work in some areas better than other areas. One common struggle is varied skill levels amongst team members. The higher skill levels may feel the burden of some team members not able to carry the same load as other members.
             The cost of implementing Self-Manage Teams can be high. Companies must weigh the cost of transition versus the benefits before implementing these teams.


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