Autonomous Work Groups (AWG)
Autonomous Work Groups (AWG)
The word “autonomy” described in Oxford Learners dictionary as the "ability to act and make decisions without being controlled by anyone else” which is self-reflecting the practical use and relations with our selected topic.
According to Kokemulle (2019) Autonomous work groups are,
“Similar to an individual with autonomy at work, an autonomous work group is a team of employees granted autonomy or independence over the work they do within an organization. This autonomy includes independent decision-making related to a specific work function, project or job and independent freedom to assign individual members specific tasks within the group”
The need of AWG had being risen drastically within last few decades, and it had gained its fame and especially the manufacturing industries embraced the concept whiles the service sector also significantly engaged. According to Lowler, Mohrman & Ledford (1995) there’s a notable transformation of organizational structures within last few decades, though the economics, strategic and technological trends driving this transformation, one of the most dominant aspect being an ongoing shift from work organized around individual jobs to team based structures.
Noticeable impact was there when Swedish auto maker Volvo introduced AWGs at their Kalmar plant and it was an instant success by that time as quality and productivity of the plant increased.
The advantages of AWGs are the higher engagement of workers and they feel greater sense of responsibility and accountability to their own team. Top of that improved quality, productivity, responsiveness and flexibility are keys. Furthermore, the sharing of responsibilities, built-in support mechanisms for employees, better overall ideas and results, creative exchanges and a sense of belonging which are important elements of AWGs As per Mintzberg (1991) AWG or as he call them “Self Steering Groups” showing the minimal division of
labor and maximal autonomy, hence the organizations become more flexible and able to adjust to changing environments.
Despite having all above advantages, AWG also having its own sets of drawbacks as well. When the teams are fully autonomous, there are tendencies to become slow in pace and also the conflicts between team members, acting like unions or less obedience to the owners and resist to change are common symptoms.
Miller (2015), raised the question on fully autonomies or semi autonomies. As he mentioned that there is nothing call fully autonomous work groups as almost all the companies at least the top most management layer exists to give directions to AWGs. According to Liker (2004) Toyota has implemented AWG and practicing some principles but in the same time Rother (2009) stated in his book Toyota Kata “there are no self-managing teams at Toyota” this is again the question about the level of autonomy given to the teams.
Hackman (1987) introduced the Figure 1.2 regarding Authority & Responsibility
With the latest developments in communications has enhanced the effectiveness of AWGs and the management control and monitoring become much easier than ever. These are better trends for AWG for years to come.
References
Hackman, J.R. (1987) The design of work teams. In: Lorsch J Handbook of organizational behavior. Englewood Cliffs, NJ: Prentice-Hall ; 1987.
Kokemulle, N. (2019) What is an Autonomouse Work group? [Online]
Available at: https://smallbusiness.chron.com/autonomous-work-group-14402.html
Accesses on: 27th November 2019
Lawler, E. E., Mohrman, S. A., & Ledford, G. E. (1995). Creating high performance organizations: practices and results of employee involvement and Total Quality Management in Fortune 1000 companies. San Francisco, Jossey-Bass.
Liker, J. (2004)The Toyota Way:14Principles from the world’s greatest manufacture: New Yoke, Mcgrew Hill, 2004.
Miller, L (2015) Get the Most from Your Teams: Optimize Autonomy and Self-Control [Online]
Available at: http://www.lmmiller.com/get-the-most-from-your-teams-autonomy-and-responsibility/
Accesses on: 27th November 2019
Mintzberg, H. (1991). Structure in fives: designing effective organizations, Pearson Publications, 1991.
Rother, M.(2009) Toyota Kata: Managing People for Improvement, Adaptiveness and Superior Results. US: McGraw-Hill, 2009.
The word “autonomy” described in Oxford Learners dictionary as the "ability to act and make decisions without being controlled by anyone else” which is self-reflecting the practical use and relations with our selected topic.
According to Kokemulle (2019) Autonomous work groups are,
“Similar to an individual with autonomy at work, an autonomous work group is a team of employees granted autonomy or independence over the work they do within an organization. This autonomy includes independent decision-making related to a specific work function, project or job and independent freedom to assign individual members specific tasks within the group”
The need of AWG had being risen drastically within last few decades, and it had gained its fame and especially the manufacturing industries embraced the concept whiles the service sector also significantly engaged. According to Lowler, Mohrman & Ledford (1995) there’s a notable transformation of organizational structures within last few decades, though the economics, strategic and technological trends driving this transformation, one of the most dominant aspect being an ongoing shift from work organized around individual jobs to team based structures.
Noticeable impact was there when Swedish auto maker Volvo introduced AWGs at their Kalmar plant and it was an instant success by that time as quality and productivity of the plant increased.
The advantages of AWGs are the higher engagement of workers and they feel greater sense of responsibility and accountability to their own team. Top of that improved quality, productivity, responsiveness and flexibility are keys. Furthermore, the sharing of responsibilities, built-in support mechanisms for employees, better overall ideas and results, creative exchanges and a sense of belonging which are important elements of AWGs As per Mintzberg (1991) AWG or as he call them “Self Steering Groups” showing the minimal division of
labor and maximal autonomy, hence the organizations become more flexible and able to adjust to changing environments.
Despite having all above advantages, AWG also having its own sets of drawbacks as well. When the teams are fully autonomous, there are tendencies to become slow in pace and also the conflicts between team members, acting like unions or less obedience to the owners and resist to change are common symptoms.
 |
| Figure 1.1 L.M.Miller's Autonomy Matrix Source: http://www.lmmiller.com/get-the-most-from-your-teams-autonomy-and-responcibility/ |
Miller (2015), raised the question on fully autonomies or semi autonomies. As he mentioned that there is nothing call fully autonomous work groups as almost all the companies at least the top most management layer exists to give directions to AWGs. According to Liker (2004) Toyota has implemented AWG and practicing some principles but in the same time Rother (2009) stated in his book Toyota Kata “there are no self-managing teams at Toyota” this is again the question about the level of autonomy given to the teams.
Hackman (1987) introduced the Figure 1.2 regarding Authority & Responsibility
With the latest developments in communications has enhanced the effectiveness of AWGs and the management control and monitoring become much easier than ever. These are better trends for AWG for years to come.
References
Hackman, J.R. (1987) The design of work teams. In: Lorsch J Handbook of organizational behavior. Englewood Cliffs, NJ: Prentice-Hall ; 1987.
Kokemulle, N. (2019) What is an Autonomouse Work group? [Online]
Available at: https://smallbusiness.chron.com/autonomous-work-group-14402.html
Accesses on: 27th November 2019
Lawler, E. E., Mohrman, S. A., & Ledford, G. E. (1995). Creating high performance organizations: practices and results of employee involvement and Total Quality Management in Fortune 1000 companies. San Francisco, Jossey-Bass.
Liker, J. (2004)The Toyota Way:14Principles from the world’s greatest manufacture: New Yoke, Mcgrew Hill, 2004.
Miller, L (2015) Get the Most from Your Teams: Optimize Autonomy and Self-Control [Online]
Available at: http://www.lmmiller.com/get-the-most-from-your-teams-autonomy-and-responsibility/
Accesses on: 27th November 2019
Mintzberg, H. (1991). Structure in fives: designing effective organizations, Pearson Publications, 1991.
Rother, M.(2009) Toyota Kata: Managing People for Improvement, Adaptiveness and Superior Results. US: McGraw-Hill, 2009.
Valuble article
ReplyDeleteGreat explanation 👍
ReplyDeletevery simple, understandable and educative Good start.
ReplyDeleteA very good article & clearly explained in an understandable manner.
ReplyDeleteMain value added points are greatly address and which can understand in order to excute, good overview
ReplyDeleteYour style in blogs should be highly appreciated. Always discussing something interesting and feels like reading the whole thing. Anyway please be mindful about the word count on 350.
ReplyDeleteComparable to a person with autonomy at work, an autonomous workgroup may be a team of employees allowed autonomy or independence over the work they do within an organization. The rule of autonomy, broken down into "autos" (self) and "nomos (rule), views the rights of a person to self-determination. The definition of autonomy is the capacity of a person to make a rational, uninfluenced decision.
ReplyDelete