Describe team-building activities leaders can incorporate for better managing internal teams and interorganizational alliances.

8. Predict major challenges teams will face in the future.

8.1 Explain why the need for teamwork will remain high in the future. 8.2 Describe work activities that will require a team for task completion.

Reading Assignment Chapter 14: Managing Interorganizational Alliance Teams Chapter 15: Challenges for Building Effective Teams

Unit Lesson In this unit, we will discuss how alliances are formed to allow different individuals and companies to merge to reach greater results. Through this effort, there is a growth in alliances where organizations are depending on other companies to offer complementary skills that will benefit both parties in obtaining particular established goals. While achieving this type of synergy, the two companies must create an inter-organizational alliance team. However, with combined efforts and a positive mindset, it is still inevitable that problems will arise at some point (Dyer, Dyer, & Dyer, 2013). Research indicates that possible alliance failure could result from the following:

• incompatible partner failure,

• a difference in culture,

• poor alliance leadership, and

• poor integration processes. However, one of the most common reasons for failure is because of the leader’s inability to manage the alliance team effectively (Dyer et al., 2013). An alliance team offers many benefits to a company. Yet, it is different from an internal team in several ways. Some common differences include the following: (a) cultural clashes, (b) a lack of trust, (c) a lack of control over decision-making, and (d) team expertise duplication. A due diligence team is needed to evaluate the other partner’s assets, resources, processes, and organizational culture (Dyer et al., 2013). “During the cultural assessment, the team examines the potential partner’s corporate values and expectations” (Dyer et al, 2013, p. 252). It also explores its organizational structure, reward systems and incentives, leadership styles and decision-making processes, human interaction patterns, work practices, history of partnerships, and human resource management practices. Ultimately, it is easier to identify potential areas of conflict if leaders and members understand the potential differences in corporate values, organizational structure, decision-making and leadership styles, and practiced reward systems. For example, even though colleges around the world are thought to offer education at its finest with the same goals in mind, they are all very different in the way they approach certain aspects of their mission (Dyer et al., 2013).

UNIT VIII STUDY GUIDE

Managing Inter-Organizational Alliance Teams More Effectively for the Future

LDR 4303, Team Building and Leadership 2

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