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Abstract The main focus of this research is to discuss the perspective of the teamwork and its impaction organizational performance and success. Also highlight the Meanings of Team and its work sprit towards batter organizational performance and specific to its impact on the success of organization that provided the basis for this research study. In this research study a thoroughly focus was on organization and teamwork. The aim of this research is to deliver a participative view of teamwork in the organization, and also discourses the major issues and emphases on the recent work that opens the basis to move research onward. There is much worth in taking a more focus on the essential areas of teamwork. The team signifies the spirit and working capacity of the employees as team to bring organization to the success. The various explanations, definitions, processes, dimensions, team size and benefits etc. regarding the above topic teamwork and organizational success is highlighted. Keywords: Teamwork, Success, Organization, Performance, Work Groups, Employees Introduction It is indeed human beings have learned in their beginning of life to work together as (Team) that have made such a remarkable developments as unique specie. Human beings have experience throughout their social history, lived, loved, grow younger to older and worked together in groups said West M.A. (2012).The mutual social knowledge of living and functioning together creates connection among people, society and families. When work is done cooperatively as a team it can achieve extremely extra work than individually. Team can be defined as in the human society to live, to work and to play and to cooperate with others for particular task. According to John W. Newstrom et al (1993) “team is the process of assessing performance of workers, passing information and exploring methods to increase performance”. If observe closely, one can discover the instances of The Government: Research Journal of Political Science Supplementary Edition Vol. III 88 The Government social (teams) they are functioning either effectively or ineffectively everywhere; organizations, schools, work place, home etc. “Coordinating the events of people is like sand house, making by using a sole particles of sand” expressed Belbin, R. M.(2010). Moreover it is one of the general myths that the skill of team member is more important than their vigor, attention and determination for the tasks. Another widespread myth is that the team members are not alone accountable for the achievements or failures of their tasks the truth is that the members are the small parts in the teams and their individual abilities effect on the various results in team. The working relationships exist among team that might sight these relationships at different levels of involvement or relationships among the members as they move towards the degree of communication, integration and commitment increases. Terry L.G. et al (1980) expressed that “The skills are essential if members have to work together efficiently in complex situations, only development of skills and relationships, involvement on the task regarding the particular task might be selected for reaching at target that is considered as a definition of a team”. Team often perform higher when they work together with sprit that enable them to achieve a collective goal at the workplace, it is not only benefits to the organization also affects the workers confidence and success. Cooperating on various tasks reduces workloads for all team members and enables them to share duties or ideas. Work as a team is the part of everyone's life, as one is a member of a family team, staff team, school team, and community teams etc., so as to understand how to work effectively as a team member. Especially there is a need when task is threatened with increasingly many problems for example; the energy problem has effects on organization, family life, and social development and the multi-dimensional nature of many problems require a scientific skill based problem solving approach. Terry L.G, et al (1980) expressed that “The skills, competencies and efforts of team by setting priorities the team can have better impact on the problems solving such efforts can reduce work load, work duplication, and produce a result better than separate efforts”. There are some processes of teamwork by adopting those the objectives can be achieved easily. Le Pine, et al, (2008) identified10 teamwork processes that fall in three categories following are those. TEAMWORK PROCESSES TRANSITION PROCESSES •Mission analysis •Goal specification •Strategy formulation ACTION PROCESSES •Monitoring progress toward goals •Systems monitoring •Team monitoring and backup behavior •Coordination INTERPERSONAL PROCESSES •Conflict management •Motivation and confidence building •Affect management Team Work 89 Teamwork process reduces the work stress on every member which permits members to complete given important task of organization; teamwork offers members an opening to pledge with each other. Also it develops relations between the members who start a teamwork they usually sense appreciated on productive accomplishment of task. It may be cited one of the best instances of surgical team; where surgeon is assisted by his team; nurses, anesthetist and experts etc., everyone knows that their success depends upon the teamwork. In addition they are devoted to the aim that is human life it is easy to succeed with best teamwork. The important role of manager is the team building, trust building, confidence building, in the team to achieve the task. In the Situation where all team members contribute the task, it develops the positive relationship in the team that improves the trust of team members.“Functions effectively members of team must be flexible, committed, trusting each other and help to each other’s in the progress and the achievement of goals” Expressed Plamínek (2008). The accountability of every member in the team must be increased so that they do not let each other down therefore they do their best for the achievements of their teams. In contrast, working alone on a task the pressure is generally high in team in those cases of small confidence impacts fewer on members. Team consists on members who always vary from each other’s in skills, knowledge and abilities but working together that is an opportunity for them to gain skills and knowledge from each other’s that they had never before. Working alone on a task is a challenge and using the ideas of each other brings them to come up with a mutual resolution and the achievement of the task. Nowadays theoretical development and research has rested largely a new trend that is emerging within the organizations as an essential process of teamwork. Teamwork has brought a new move in the research and development to the inputs and outputs that bound, constrain and impact on the team processes within organizations said Ilgen, D.R. (1999). The world is changes fast, any one set of instructions can’t be sufficient, changes needs flexible members, teams and organizations so as to be effective on task. This paper suggests that in teams members must use the exclusive human abilities. Cannon B.et al (1995) has précised dimensions of teams into three categories: Team dimensions 1-Cognitions: include associations, task team-mate characteristics, team mission, objectives, norms, and resources, team role interaction patterns, skills, roles, and team orientation. 2-Skills: consist on adaptability, shared situational awareness and mutual concept to conflict resolution. 90 The Government 3-Attitudes: symbolize motivation, collective potency, shared vision, team cohesion, mutual trust, collective orientation and importance of. Teamsize Researchers have given different approvals about the best size of team as Katzenbachetet al (1993) suggested that the teams should comprise on a dozen or so members which are enough to achieve a task. Although seven is the best size of the team in the organizational practices said Scharf, A. (1989). Several views of researchers are expressed in the literatures and it is difficult to decide which better is because their opinions are based on their own observations. The team size matters in the proper output and performance however from an empirical research it is also difficult to decide the suitable team size and what to accept. This study suggests that team size has a practical link with efficacy such as few or many member shave impact on the performance but size matters. Proper size of team improves the performance maximum stated Campion M. A et al (1996).These different results are expected due to the fact that appropriate team size is required for task, environment and situation where team works. However, larger teams can also experience coordination problems that delay performance. Sheppard, J. A. (1993) expressed that the question of best team’s size is a complex one; more research is required on this topic to explain the impact of team size on given definite task. Literature Review Across many different organizations and industries teamwork is focused to increase the performance of employees’ their unity and also create work culture. Organizations those regularly develop new ideas or products using a project-based approach and assemble teams in order to focus responsibilities to achieve the object. Researchers have given dissimilar meanings of “teams”. Dyer W.G. (2007) said that “teams are groups of people who trust in cooperation, if members are expert the success of goal is more possible”. It is essential due to the problemsolving cooperation added from many minds of team members working on a resolution of problems. Team members contribute their thoughts together to make exclusive plans for dealing with problems and this unity enhance the result due to interaction, trust and teamwork. Teamwork means a "work done by several companions with each doing a part but all subordinating personal prominence to the efficiency of the whole" Merriam, (2012). In addition combined employees are expected less hostile to each other and accepting more of each other’s decisions. Unity of employees can increase the flow of work in organization. When employee’s working together as a team, they learn from each other that awareness is based on their personal experiences and from coworkers; Team Work 91 employees from different departments may acquire knowledge from each other. The main object for organizations is to hold the team effort to achieve output and quality; team is a key to achieve quality productivity. According to Maddux et al (2003) “some of the organizations have major benefits from the use of teamwork which are showed in the following chart: Benefits of Teamwork 1 Improving quality of work life for employees 2 Reducing absenteeism and increasing turnover 3 Increasing innovation and change 4 Improving organizational adaptability and flexibility A real team is mostly one where members are allowed to take decisions that how to complete task. That authority enables them to control the work process, decreases the outside control and increases the sense of duty for work. Team always feels superiority on workplace and they rely on each other’s being there. Plamínek (2008) said that “affiliation with teamwork gives member a sense of belonging, interaction and recognition of success”. These actions support to remove the sense of loneliness of team member in organization. Effective teams can also improve efficacy through communication and trust between the team members, quality of work and decrease in absenteeism contribute to positive impact on team. Involving employees in teamwork helps the organization remain open to new ideas.“The world of organizations is shifting individualism is out and collectivism is in, power is out, empowerment is in.” stated G. M. Parker (1998). This study discovers the experiences and difficulties of teamwork that employees and organizations are facing nowadays due to big transformation and enlarged globalization. In recent years a remarkable amendment has been emerged in the belief of team working organizations. The modern study has explored that the scope of teamwork have been appeared in system rooted in belief, and employees accept changes that denoting a modern organizational system. The organizations which are responsive to the changes appear to achieve greater satisfaction. Although it may be suggested that, the managers should assess the values and beliefs of their employees to play more dedicated role in the development of organization by making sprit to face the modern challenges. Organizational cultural is much significant and it has the excessive impact on the performance of organization and employees’ but it is quiet arguable topic that the culture of teamwork can be developed according to the requirement. It is difficult to specify the relationships and to assess the reliable set of values to use as they believed symbol across the entire organizations. This review study focus that 92 The Government there is a great influence of organizational culture on the assumptions, values, and beliefs on the individuals’ considerations, actions and performances and so is vice versa, through learning, and training process. However the researchers believe that the organizational setup aids to unite employees of diverse cultures and dissimilar social backgrounds, traditions and have their own beliefs to work. Creating a positive teamwork culture it has several diverse aspects are goal setting, conflict resolution, empowerment, ability to accomplish tasks, measuring output and consideration for other teamwork cultures stated Pack L, et al April 27, (2012). Team work in the organization delivers employees the wisdom of unity; understand to each other’s, and reducing conflict. In addition teamwork in organization inspires employee for impartiality by affirming that no one is ignored in the organization and all treated equally. It is known that a team in organization is bound and sincere to work with dedication to bring the success. If the employees are committed and recognize the teamwork values and its benefits, as a part of the organization they can contribute a lot to the achievement of organization. One can finds the informal instances of team at these level, family, society, community, tribe and work groups etc., and formally team appears at the level of departments, functional groups, and other organizational units. The employees feel a greater sense of achievement for being a part of an organization, if they attain team work, having freedom to work not forced. The system gives best performance to achieve recognition and credit from their managers and it will increase their effort that helps them to contribute the organizational performance. Each team batter knows about their role and how to achieve tasks. The true spirit of teamwork gives benefit to organization in maintaining its standard by which it becomes identified. The team defines its specialty, and the way it is doing task that is perceived by the organization as well as its managers and it is secured by appreciation. Employees identify what they believe; that exist in their belief system and those understandings call them to change their views to develop and raise attention towards batter performance. The literature contains sufficient definitions of teamwork and the word team is used to denote a set of generally developed as to learn collective values, attitudes and cooperation to work. The study praises that the teamwork is mostly related with the team success for instance, Wagner (1995) described that “in the team individual is less valued and group is more valued, with”. It is found in the study that individualismcollectivism both regulates the relationships between team size, standing, and cooperation that have better effects on the cooperation of individualists rather than the cooperation of collectivists. Team Work 93 Conclusion The main concentration of this research paper is to examine more in-depth the fundamental of teamwork and its effectiveness to achieve the organizational goals. Teamwork provides vast amounts of knowledge and information, cultural differences each of these building a culture of teamwork and the skill to make the valuable solutions of the problems. To work efficiently, team members need a good understanding of how to do their job, to achieve goal and for that a basic way to ensure understanding is training, then they have to be motivated to do a job. Team is a vital activity of organization, when organization desires to perform sound it has to be confident that team functions effectively. Consequently it is compulsory to know how team performs, what manners within a team happen, and how they make decisions. If there is knowhow of teamwork events, it can be effective for the tasks that they have to accomplish. Organizations build up their own culture through tradition, history and structure these values can be accepted by team workers of an organization. The values and assumptions are the vital tools of organizations and are used as guidance for team. These have to do mostly with the basic dignity and worth of all members of team and the ability, necessity for them to solve the problems and work for the positive change. Through this review study is concluded that there is a good impact of teamwork on the organizations doings and success. Subsequently in recently developed literature there is a great focus amongst the social scientists and scholars’ in their discussion on the above topic teamwork. The above study is also an evidence of little effort to assess the significance of teamwork in organizations success. teams in organiz

Layer-ul fizic produce reprezentarea și gruparea biților sub formă de tensiune, frecvențe radio sau pulsuri de lumină. Diferite organizații de standardizare au contribuit pentru a defini proprietățile fizice, electrice și mecanice ale mediului disponibil pentru comunicații de date diferite. Aceste specificații garantează faptul că cablurile și conectorii vor funcționa anticipat cu implementări ale layer-ului data link. Ca un exemplu, standardele pentru mediul de cupru sunt definite pentru: • Tipul cablării de cupru utilizată • Lățimea de bandă a comunicației • Tipul conectorilor utilizați • Pinout-ul și codurile de culoare ale conexiunilor la mediu • Distanța medie a mediului Figura arată diferite tipuri de interfețe și porturi disponibile pe un router 1941. Caracteristici ale Mediului din Cupru Rețelele folosesc mediul din cupru deoarece este mai ieftin, ușor de instalat și are rezistență scăzută la curentul electric. În orice caz, mediul de cupru este limitat de distanță și de interferența semnalului. Datele sunt transmise prin cabluri de cupru sub formă de pulsuri electrice. Un detector din interfața de rețea a unui echipament de destinație trebuie să primească un semnal care poate fi decodat cu succes pentru a se potrivi cu semnalul trimis. În orice caz, cu cât semnalul călătorește pe distanțe mai mari, cu atât mai mult se deteriorează într-un fenomen denumit atenuarea semnalului. Din acest motiv, mediul din cupru trebuie să urmeze limitările stricte cu privire la distanță așa cum se specifică de standardele de ghidare. Valorile tensiunii și sincronizarea pulsurilor electrice sunt și ele predispuse la interferența din două surse: • Interferența electromagnetică (EMI) sau Interferența Frecvențelor Radio (RFI) - Semnalele EMI și RFI pot distorsiona și corupe semnalele de date care sunt transmise prin mediu de cupru. Sursele potențiale de EMI și RFI includ unde radio și echipamente electromagnetice precum motoare și lumini fluorescente, așa cum se arată în figură. • Crosstalk - Crosstalk-ul este o disturbanță cauză de câmpurile electromagnetice și electrice ale unui semnal de pe un fir la semnalul dintr-un fir adiacent. În circuitele de telefonie, crosstalk-ul poate rezulta în auzul unei părți dintr-o altă conversație prin voce de la un circuit adiacent. Atunci când curentul electric trece printr-un fir, se realizează un câmp magnetic mic, circular în jurul firului care poate fi luat de un fir adiacent. Pentru a contracara efectele negative ale EMI și RFI, unele tipuri de cabluri din cupru sunt împachetate într-o folie metalică și necesită conexiune corespunzătoare de împământare. Pentru a contracara efectivele negative ale crosstalk-ului, unele tipuri de cabluri din cupru au perechi de fire din circuite opuse torsadate care anulează efectiv crosstalk-ul. Susceptibilitatea cablurilor de cupru la zgomotul electric poate fi limitat de: • Selectarea celui mai potrivit tip de cablu sau categorie pentru un anumit mediu de rețea. • Proiectarea unei infrastructuri de cablu pentru a evita sursele potențiale și cunoscute ale interferenței din structura clădirii. • Folosirea tehnicilor de cablare care includ gestiunea și terminarea corectă a cablurilor.

Plăcile de rețea (Network Interface Cards-NICs) conectează un echipament la rețea. Plăcile de rețea Ethernet sunt folosite pentru o conexiune cablată, în timp ce plăcile de rețea WLAN (Wireless Local Area Network) sunt folosite pentru wireless. Un echipament cu utilizator final ar putea include unul sau ambele tipuri de plăci de rețea. De exemplu, o imprimantă de rețea poate avea doar o placă de rețea Ethernet, așadar, trebuie să se conecteze la rețea printr-un cablu Ethernet. Alte echipamente, precum tabletele sau telefoanele pot conține o placă de rețea WLAN și trebuie să folosească o conexiune wireless. Layer-ul Fizic Layer-ul fizic de la OSI furnizează mijloacele de transport a biților care realizează un frame de data link în mediul de rețea. Acest layer acceptă un frame complet de la layer-ul data link și îl codifică sub forma unor serii de semnale care sunt transmise în mediul local. Biții codificați care comprimă un frame sunt primiți fie de un echipament final, fie de unul intermediar. Procesul prin care trec datele de la nodul sursă la nodus destinație este: • Datele utilizatorului sunt segmentate de layer-ul transport, plasate în pachete de către layer-ul rețea, iar apoi încapsulate sub formă de frame-uri de către layer-ul data link. • Layer-ul fizic codifică frame-urile și creează semnalele undelor electrice, optice și radio care reprezintă biții în fiecare frame. • Aceste semnale sunt trimise în mediu pe rând. • Nodul destinație preia aceste semnale individuale de la nivelul fizic, le transformă în reprezentare binară și transmit biții la nivelul superior, data link, sub forma unui frame. Mediul layer-ului Fizic Există trei forme de bază ale mediului de rețea. Layer-ul fizic produce reprezentarea și gruparea biților pentru fiecare mediu, după cum urmează: • Cablu de cupru: Semnalele sunt modele ale pulsurilor electrice. • Cablul cu fibră optică: Semnalele sunt modele de lumină. • Wireless: Semnalele sunt modele ale transmisiunilor cu microunde. Figura afișează exemple de semnalizare pentru cupru, fibră optică și wireless. Pentru a activa interoperabilitatea layer-ului fizic, toate aspectele acestor funcții sunt guvernate de organizațiile de standardizare. Standardele Layer-ului Fizic Protocoalele și operațiile layerelor superioare din OSI sunt efectuate în software proiectat de ingineri și oameni de știință. De exemplu, serviciile și protocoalele din suita TCP/IP sunt definite de Internet Engineering Task Force (IETF) în RFC-uri așa cum se arată în Figura 1. Layer-ul fizic constă în circuite electronice, mediu și conectori dezvoltați de ingineri. Așadar, este corespunzător ca standardele care guvernează acest hardware să fie definite de orgnizațiile relevante din domeniul ingineriei și electronicii. Există mai multe organizații naționale și internaționale diferite, organizații guvernamentale de reglementare și companii private implicate în stabilirea și menținerea standardelor layer-ului fizic. De exemplu, hardware-ul layer-ului fizic, mediul, codificarea și standardele de semnalizare sunt definite și guvernate de către: • International Organization for Standardization (ISO) • Telecommunications Industry Association/Electronic Industries Association (TIA/EIA) • International Telecommunication Union (ITU) • American National Standards Institute (ANSI) • Institute of Electrical and Electronics Engineers (IEEE) • Autoritățile de reglementare națională a telecomunicațiilor, inclusiv Federal Communication Commission (FCC) din USA și European Telecommunications Standards Institute (ESTI) Pe lângă acestea, există grupuri de standardizare a cablărilor regionale precum CSA (Canadian Standards Association), CENELEC (European Committee for Electrotechnical Standardization) și JSA/JSI (Japanese Standards Association), care dezvoltă specificații locale. Figura 2 listează contribuitorii principali și câteva standarde relevante ale layer-ului fizic.

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