The endless frustration of being a team player at work

Often an employee is interviewed or she is hired based on their ability to "be a team player."

However, once you take that is all forgotten.

Indeed it may be frustrating.

The training course pep talks all involve large amounts of "We're a team you can not ..... ..... But the team will ... and eventually we will all win for team players1"

However, when you as a new employee, and "the team" ask for help to accomplish a task that will benefit the organization may well have rejected the ignored. It can also be said that the supervisor is asking too many questions, you should be able to figure it out alone, without disturbing others, and he or she is too busy "management that is his / her job" and do not bother

How does this dichotomy arise?

Management positions are often referred to as a "reward" for the highest producers - be they sales or whatever takes place in the organization.

For example, in a fast food burger restaurant may be the last chef can fry the burgers in a greater number of turns.

Once promoted human ego cares. The management of the work was given as a reward. The person has increased in stature and prestige - and, at least in their minds. You may be surprised that employees very effective especially in the Commission's positions often earn more than their managers / supervisors. In this case, the prestige of the position is the payment in kind instead of cash.

More than once initiated can never bite the bullet and go back. Human ego is a very powerful force. Even if the person who has been promoted is unhappy in their new higher position is a very rare event in which a person or organization will allow a person to resign.

In current teaching and management philosophy "The Team" is held in high stead.

However, the "lone wolf" who enjoys working on his own, makes decisions and takes care may be the most productive for the organization.

It is often said that 85% of results come from 15% of the shares.

In this case it may be that 85% of the results of this result the organization of the actions of only a small group - 15%.

The humor is that this person who likes to work alone is now rewarded with a promotion management.

Often this is the worst choice, rather than for the best location management rather than the best. Often the traits necessary for management are rather dull and boring. Management in many cases it is simply boring administration and follow-up - what to do with numbers rather than people.

First, the manager / supervisor may be bored with his position. Already be in a prime position you may well know what is involved and asks why some small jobs can not do. In fact he may well think to himself "I could do in a minute, what's so difficult. I could have finished this task in a short time."

People now have "jobs" rather than "career". The turnover of the "Team enviironment" is high as people are easily interchangeable in "Team".

The idea is that employees can be replaced without the name you enter in the "system".

Therefore, when you have gone the substitution can be easily inserted into your shows without skipping a beat.

The redundancy of the team should continue to cover this lack of competence. "You are part of a team. You can not sell / customer service, but another member of the team will." Rah Rah! A bit 'like a football match.

But back to the lack of understanding of basic concepts of team management.

First, as emphasized for selection of the promotion process tends to weed out people who are comfortable with the concepts of team instead of individual responsibility and action.

Another type of worker who may be promoted is due to the longevity. The person who has 'survived' the longest is considered the most expert for the organization - be it products or services.

The funny thing is again the reason the person is still there and can be used both its production capacity or its ability to stay low, do not be noticed and in fact not be "part of the team."

Add to that all that these so-called "manager" who really do not want to "manage" the others are given "the formation of concepts of team."

This "so-called education" usually involves being forced to watch movies and videos on training sessions and boring (at least their own), be productive when they could be out for themselves: the meetings.

Not only the supervisor / manager does not agree with the basic concepts required, but he is forced to listen to and copy its top, which is more likely in the same boat.

It is not surprising. The system collects the employees who must hold at least two diametrically opposite points of view at the same time, not unlike Charles Manson.

It 'amazing that there are more homicides in the workplace .......