COOPERATIVE WORKING Commented [A1]: 35/40

BOOK TITLE: INTERNATIONAL HANDBOOK OF

ORGANIZATIONAL TEAMWORK AND
COOPERATIVE WORKING

EDITED BY:
Michael A. West
Professor of Organizational Psychology and Director of Research, Aston Business
School, UK

Dean Tjosvold
Chair Professor of Management, Lingnan University, Hong Kong

And

Ken G. Smith
Dean’s Chaired Professor of Business Strategy,
Robert H. Smith School of Business, University of Maryland, USA

Presented By Group 12 Members:

DERRICK JURUA 207-043

OKURUT TIMOTHY 206-889
AGNES AKELLO 207-041
KABASONGORA JANE 210-556
ASHABA COMFORT 206-924
HUSEIN IDRIS 142-636
KIHEMBO ANTHONY BEYS 005-547

1
 INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

TABLE OF CONTENT
1. INTRODUCTION……………………………………………………………………………Pg. 1

2. WHAT’S COPERATIVE WORKING?....................................................................................Pg. 2

3. PURPOSE OF THE STUDY…………………………………………………………………Pg. 3

4. CONCEPTUAL FRAMEWORK……………………………………………………………...Pg. 4

5. STUDY VARIABLES…………………………………………………………………………Pg. 5

6. OBJECTIVES OF THE STUDY……………………………………………………………....Pg. 6

7. RELATIONSHIPS BASED ON THE OBJECTIVES…………………………………………Pg.

8. CASE STUDY ONE ENHANCING COLLABORATION AT LMN INDUSTRIES…………Pg. 8

9. CASE STUDY TWO ENHANCING MARKET ACCESS AND LIVELIHOODS

THROUGH COOPERATIVE COLLABORATION – NILE VALLEY FARMER’S

COOPERATIVE…………………………………………………………………Pg.9

10. CHALLENGES…………………………………………………………………………Pg.10

11. RECOMMENDATIONS………………………………………………………………..Pg . 11

12. LESSONS LEANRT ……………………………………………………………………Pg.12

13. CONCLUSION…………………………………………………………………………Pg. 13
 INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Introduction

Working together as a team is essential for achieving successful outcomes and building strong
relationships in an organization. When individuals collaborate towards shared goals, they not only
enhance their own performance but also contribute to the overall success of the team and the
organization. Teamwork allows for the pooling of diverse skills, perspectives, and experiences,
leading to more innovative solutions and effective problem-solving.

In today’s business environment, organizational success hinges on building effective teams and
fostering a culture of teamwork. Research suggests that factors such as organizational culture,
team processes, and leadership play crucial roles in promoting innovation and creativity within
teams. The organizational context, including factors like the level of autonomy given to teams,
the composition of groups, and the support for new ideas, significantly influences the level and
type of innovation that can be achieved.

Organizational culture and climate also play a significant role in determining whether teams will
attempt to introduce innovation. Supportive and challenging environments that encourage risk-
taking, idea generation, and cooperation are more likely to sustain high levels of creativity within
teams. Furthermore, alignment within the organization, both externally with stakeholders and
internally across various initiatives and support systems, is crucial for

Ultimately, collaboration blends individual strengths with collective effort, empowering team
members to collaborate effectively towards common goals and overcome obstacles together,
leading to cooperative working.

The emphasis on cooperation, proactive behaviors on behalf of the group, and the importance of shared
goals all contribute to creating a cooperative working environment. By fostering teamwork schemas that
support cooperative goal interdependence and encouraging constructive normative behavior, team members
can engage in productive conflict resolution and work together towards shared objectives.

By leveraging individual strengths and collective effort towards common objectives, team members can
overcome challenges together and achieve greater success through cooperative working.
INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

What is Cooperative Working?

Cooperative Working involves the effective collaboration among individuals, marked by

constructive interactions and mutual support aimed at achieving shared goals.

It involves active participation, mutual support, and shared responsibility among group
members. Cooperative working is seen as essential for maintaining viable communities
and is based on the understanding that human beings are inherently social and thrive in
communal contexts. It is not only desirable but necessary for the existence and flourishing
of communities, serving as the foundation for the virtuous circle of politics.

Cooperative working involves goal and resource interdependence, positive interactions that
lead to new insights, and the development of higher-level reasoning strategies.

Additionally, it requires individual and group accountability, where both overall group
performance and individual contributions are assessed and held responsible for achieving
success.
 INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Purpose of the study

To investigate the impact of communication, conflict resolution, organizational values and trust on
Cooperative Working
This study aims to explore how these factors influence cooperation within work groups or organizations.
By examining the relationships between communication patterns, conflicts, alignment with organizational
values, and levels of trust, the study seeks to understand how these elements contribute to promoting
cooperation among individuals in a group setting.

Specifically, to analyze how effective communication channels, intrinsic and extrinsic conflict factors,
shared organizational values, and interpersonal trust within the work group influence cooperative behavior
among group members. By examining these factors, the study aims to provide insights into the mechanisms
that foster cooperation and collaboration within teams or organizations.

Overall, the purpose of the study is to deepen our understanding of the role of communication, conflict
resolution, organizational values, and trust in promoting cooperative working relationships within groups,
with the goal of identifying key factors that can enhance teamwork and productivity in organizational m
 INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Conceptual framework

COMMUNICATION
• Feedback
• Clear messages
• Respect
Cooperative
TRUST
Working
• Consistency
• Teamwork
CONFLICT RESOLUTION • Compassion
• Targets • Equity
• Competency
• Management • Kindness
• Justice

ORGANIZATION VALUES
• Culture
• Ethics
• Integrity
INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Study Variables

 Communication

The role of communication in cooperative and competitive conduct is highlighted,

emphasizing factors like communication channels, skills, transferability of information,
retaliatory capability, cognitive application of information, and repetitiveness of
interaction. The importance of communication in enabling coordination, reducing
confusion, promoting cooperation, and building trust among interdependent parties is
emphasized.

 Conflict resolution

This states the importance of conflict resolution in teamwork and cooperative working,
highlighting the inevitable nature of conflict and its impact on team productivity. It
emphasizes the progress made in methodological, conceptual, and empirical domains of
conflict studies, including advancements in understanding constructive and destructive
conflict processes, distributive justice, and mediation effectiveness. It also suggests
studying the interactions between conflict type, conflict management, and individual health
and well-being, indicating that an active approach to conflict may have a more positive
impact than a passive strategy. Additionally, further research is mentioned on the
moderating role of conflict management in task-content and task-process conflicts to
enhance understanding and effectiveness in resolving conflicts within teams.

 Organizational Values
The importance of intergroup relations within organizations and how these relationships
impact teamwork and cooperative working is comprehensively stated. It emphasizes that
effective organizational functioning not only relies on cooperation and good social
relationships within groups but also between groups. It discusses the significance of
diversity in organizational teams and how the demographic composition of organizations
influences relationships within and between teams. It also highlights the value of diversity
in relation to a team's external relationships, emphasizing the need for effective
management of relationships with other teams and individuals in the organization to
achieve organizational goals. Additionally, it mentions the impact of the organizational
context on individual and team behavior, underscoring the evolving and complex nature of
organizations and the importance of understanding how contextual factors influence team
functioning.

 Trust
The section discusses the concept of trust within groups, emphasizing that trust in the group
as a whole is distinct from interpersonal trust among individual members. Highlights about
the importance of understanding trust in groups as an attitude shaped by group dynamics,
individual differences, and contextual factors are shared. It suggests that trust is influenced
by the unique interactions and meanings created within the group over time, and that
individual cognition plays a crucial role in shaping trust perceptions and behaviors. The
chapter calls for further research to explore the complex interplay between internal and
external contextual variables to enhance our understanding of trust and cooperation within
groups.

 Cooperative Working

The study variables related to cooperative working in the sections provided include effort
to achieve, quality of relationships, psychological health, group performance compared to
individual performance, effectiveness of groups versus individual efforts, and the
antecedents, dynamics, and consequences of cooperative work. The variable is essential in
understanding the outcomes and effectiveness of cooperative group work compared to
competitive and individualistic efforts. Researchers have emphasized the importance of
constructive interactions, goal interdependence, and supportive actions in promoting
successful teamwork and strengthening interpersonal relationships within cooperative
settings.
INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Objectives of the study

 To examine the relationship between communication and cooperative working

The focus is on understanding how individuals' perceptions of interdependence with

others, as well as the quality and flow of communication among them, impact their
cooperative or competitive behaviors. To highlight the importance of communication,
skills, transferable information, and cognition in shaping social conduct, particularly in
cooperative tasks where positive goal associations are present. By examining the role of
communication flow, complementary skills, and task complexity, we elucidate how
effective communication and coordination among interdependent parties can enhance
cooperative behavior in achieving shared goals.

 To examine the relationship between conflict resolution and cooperative working

The objective of examining the relationship between conflict resolution and cooperative
working is to understand how conflicts within teams can be managed in a way that
enhances cooperation and productivity rather than disrupts them. By exploring different
conflict management strategies and their impact on group performance, the goal is to
identify the conditions under which conflict can be constructive and lead to positive
outcomes for teamwork. This examination aims to provide insights into how conflicts can
be effectively resolved to promote collaboration, problem-solving, and ultimately, the
success of team efforts in organizational settings.

 To assess the relationship between trust and cooperative working

Assessing the relationship between trust and cooperative working, as outlined is to delve
into how individuals' attitudes towards the group as a whole, distinct from interpersonal
relationships, influence their trust in the collective entity. By focusing on the dynamics
within the group and considering factors such as goal association, trustworthiness
appraisals, and the impact of trust on cooperative behavior, the aim is to understand how
trust at different levels (individual, group, firm) affects cooperation within work groups.
This analysis highlights the nuanced interplay between trust, individual perceptions, and
group processes in fostering cooperation, ultimately shedding light on the mechanisms
through which trust influences collaborative efforts within organizational settings.
INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Relationship based on the objectives

 To examine how communication enhances cooperative working through smooth

exchange of ideas and information among collaborators.

 To explore how conflict resolution shapes cooperative working by encouraging

individuals to engage in collective goals.

 To investigate how organizational values drive cooperative working by fostering

shared goals among members.

 To examine how trust influences cooperative working by nurturing mutual reliance

and facilitating collective goal attainment among the team members.
 INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Case study
Enhancing collaboration at LMN Industries

Situation before Actions Out put Outcomes

Poor teamwork and communication among Implemented a team- • Production output • Improved coordination
workers hence 16 % decline in productivity based training program focusing on increased by 20%, and collaboration
communication skills, problem- among workers,
and quality issues on the production line due solving, and conflict resolution. • Defect rates decreased
to by 15%, and • Reduced errors, and

• Employee satisfaction scores • Increased productivity.

improved significantly.
 INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Case study

Enhancing Market Access and Livelihoods through Cooperative Collaboration – Nile Valley Farmer’s Cooperative

Situation before Actions Out put Outcomes

• 70% of the farmers had challenges with • Formation of a Farmer • 30% increase in the quality of produce due • Higher Incomes
accessing markets for their produce. to enhanced farming techniques and post-
Cooperative • Improved Livelihoods
• Inadequate Cooperative Working and
harvest handling practices.
coordination among the farmers. • Training and capacity • Increased market access for farmers, • Community Development
• This resulted in low incomes for the building
leading to higher sales volumes and better
prices for their products. • Sustainability
farmers and a lack of economic growth in
the community. • Establishment of market linkages
INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Challenges.

 Communication breakdowns

Communication breakdowns can pose a significant challenge in team dynamics,

especially in the context of task-related conflict. That is a clear and shared team goal
or strategy. When team members operate under different assumptions about the
team's objectives or lack access to relevant information, it can lead to
miscommunication, attributions of noncompliance, and negative emotions within the
team.
 Conflict
Conflict is a multifaceted phenomenon that can arise from incompatible activities, interests,
goals, values, beliefs, preferences, or misunderstandings. While competition can lead to
conflict by pitting opposing goals against each other, conflict can also occur without a
fundamental clash of goals. Understanding the distinction between conflict and
competition is crucial, as conflict can manifest in both cooperative and competitive
contexts.

 Cultural and Organizational Differences

Cultural differences can indeed pose a significant challenge in intercultural interactions.
These differences encompass norms, motives, cognitive processes, and communication
styles, which can lead to misunderstandings and misinterpretations if not addressed
effectively.

 Insufficient trust within the team

The challenges related to lack of trust among team members include difficulties in
engaging in proactive and voluntary behavior, reluctance to be vulnerable to the group,
exposure to threats of censure, uncertain payoffs, lack of reciprocation, and distributive
inequity. Without trust, individuals may find it hard to justify cooperation as they lack a
basis for believing that others will reciprocate. Lack of trust can also lead to delays in
responding to emerging circumstances, misinterpretation of group actions, and hinder
rapid decision-making.
INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Recommendations

 Implement clear communication channels and protocols.

Setting clear team goals to avoid miscommunication, that is by establishing shared

goals, team members can develop a common understanding of their tasks and how to
work together effectively. This shared understanding not only guides their actions but
also fosters cooperation and collaboration within the team.
Role of diversity within teams in shaping communication and relationships. Teams
with diverse members are more likely to build external bridges and form relationships
beyond their boundaries. This external connectivity can enhance inter-team
cooperation, communication, and access to resources in the external environment.
Collaborative communication can help mitigate the negative effects of conflict on
innovation and constraint adherence. Conversely, contentious communication can
exacerbate conflicts and hinder team performance.

 Conflict resolution
Resolving conflict effectively involves exploring shared interests, defining conflicts in
specific terms, actively listening and empathizing with others, and seeking mutually
beneficial solutions. By recognizing the potential for constructive conflict resolution,
individuals and groups can harness the transformative power of conflict to drive personal
and social change while fostering cooperation and productivity.

 Enhancing common goals, values, and norms that unite team members despite of
their diverse backgrounds.

Adopting a cultural tuning framework, as proposed by Leung, which emphasizes the

importance of facilitating two cultural groups to use the same frame of reference in
communication and interaction.

 Promote trust between managers and employees and build a

culture of trust in the organization.

Focusing on building trust within the group through trust-building behaviors, open
communication, and fostering a supportive and inclusive team environment. Encouraging
team members to engage in information exchange, disclose relevant information, and
demonstrate consistency in behavior can help enhance trust levels.
INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Lessons learned
Communication improves trust among team members, enhances organisational
effectiveness and adaptive capability hence increasing Cooperative Working.
Trust in the group is highlighted as a distinct attitude that is crucial for promoting
cooperation among individuals within a team. Communication plays a vital role in building
and maintaining trust among team members, ultimately enhancing organizational
effectiveness and adaptive capability. When team members communicate openly and
honestly, they are more likely to develop trust in the group as a collective entity, leading
to increased cooperation and improved group performance. Therefore, fostering effective
communication within a team can significantly contribute to building trust, enhancing
organizational effectiveness, and promoting cooperative working relationships.

Conflict resolution can enhance Cooperative Working. While conflict within a team is
inevitable, how it is managed can either strengthen relationships and productivity or lead
to disruption. The literature suggests that when conflict is approached as a lively
controversy rather than a destructive quarrel, it can improve cooperation among team
members. By understanding the different types of conflicts and employing tailored conflict
management strategies such as collaborating and constructive controversy, teams can
navigate conflicts effectively and foster a more productive working environment. The
lesson learned is that conflict resolution plays a crucial role in enhancing cooperative
working within teams by addressing conflicts constructively, promoting open
communication and understanding among team members.

Organisational values create a positive company culture and increase employee

engagement hence increasing Cooperative Working. When a company values its
employees, communicates its business aims and values effectively, and actively involves
employees in the success of the business, it sets the foundation for a culture that prioritizes
both internal and external customer satisfaction. By investing in employee development,
recognizing and rewarding employees, and focusing on softer components of the
organization such as workplace design and communication, a company can enhance its
overall functioning and service quality. The significant impact that organizational values
and culture have on employee engagement and cooperative teamwork within a company,
ultimately leads to improved performance and customer satisfaction.

Trust is the foundation for effective communication, conflict resolution among team
members and organisational values within an organization. Trust is highlighted as a vital
component in managing organizations, responding to crises effectively, and promoting
high performance in teams. The presence of trust fosters cooperation among team
members, leading to synergistic efforts and information sharing.
Furthermore, trust influences individual behavior within the broader institutional context,
shaping beliefs, actions, and organizational norms. Empirical research supports a positive
relationship between interpersonal trust and cooperation in the workplace, indicating that
trust is an immediate determinant of cooperative behavior.
Overall, the lessons learned underscore that trust serves as the foundation for effective
communication, conflict management among team members, and the alignment of
organizational values, ultimately contributing to the success and performance of an
organization.
INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING

Conclusion
Cooperative Working offers numerous benefits that contribute to the success and
effectiveness of projects across various domains. It offers a multitude of benefits that are
essential for the success and effectiveness of projects in diverse fields. By fostering
communication, building coalitions, sharing ideas, and promoting mutual support,
cooperative teams create an environment where innovation thrives, and individuals are
motivated to work towards shared goals

It enhances problem-solving, increases productivity, fosters creativity, improves

communication skills, builds trust, optimizes resource utilization, and promotes personal
and professional development. By encouraging mutual support, sharing ideas, and
integrating diverse perspectives, cooperative work enhances problem-solving, increases
productivity, fosters creativity, improves communication skills, builds trust, optimizes
resource utilization, and promotes personal and professional development. These
collaborative efforts not only benefit individuals and organizations but also contribute to
societal advancement. Embracing cooperative work allows for the integration of individual
self-interest with group benefits, offering a promising approach to navigating the
complexities of modern organizational dynamics.

It is crucial to recognize the role of a collaborative culture in facilitating successful

cooperative working. A collaborative culture involves mutual recognition, reciprocal
exchange of resources, openness to development and learning, and a shared value base that
emphasizes human dignity, equality, nonviolence, and respect for others. This culture
creates the conditions for cooperative power to develop, where individuals work together
effectively towards common objectives. Additionally, embedded culture plays a significant
role in generating cooperation and knowledge sharing, as shared values and behavioral
norms motivate and control future behavior within an organization. Overall, fostering a
collaborative culture is essential for promoting positive relational dynamics, trust-building,
and cooperative behavior, ultimately leading to increased innovation and successful
teamwork.

Organizations and teams that prioritize collaboration create environments where

individuals feel empowered to contribute, innovate, and collaborate effectively towards
shared goals. By fostering a culture of cooperation and providing a supportive and
challenging climate, organizations can nurture creativity and innovation within their teams.
When employees are encouraged to share ideas, work together towards common
objectives, and engage in open communication, they are more likely to feel motivated and
committed to achieving innovative outcomes. Teamwork not only enhances problem-
solving and decision-making processes but also promotes a sense of belonging and mutual
support among team members. Ultimately, organizations that value and promote
collaboration are better positioned to drive innovation, achieve success, and create a
positive work environment where individuals can thrive and contribute their best efforts.