Mod-01 Lec-23 Teams and Teambuilding

Welcome to the chapter 14 of the discussion
today which is on teams and team building. In this particular chapter we are going to
cover the details of what is team, the why have teams become so popular and differences
between work group and teams, types of teams, what are the team buildings and its different
related issues of team building, team work, team effectiveness and relationship between
team working and innovation in the organization. So, first we will start with what is the description
of teams; and if you see the definition it is like a formal group comprising people,
interacting very closely together with a shared commitment to accomplish agreed upon objectives.
So, if this whole definition is looked into like different if if you look into the different
parts of this definition. So, the highlighting points in this definition is like interacting
very closely together with a shared commitment to accomplish agreed upon objectives.
So, this is where may be teams differ from when you are talking of work groups like in
groups what happens the members are connected to a central objective in mind and they they
come with that purpose and there is less of interaction and bonding, bonding between the
members of a particular group. But when we talk of a team then what happens there is
more of interrelationship between the members of like when a group emerges as a team what
happens there is a close close bonding between the members and and they share their levels
of interest with each other and their skills, knowledge’s and etcetera that is the competence
also and there is a complementary competence. So, what happens as a closed bonded members,
emotional bonding then the skill wise, competency wise, interchangeable skills all these things
they with that bonding they share a commitment towards the goal and they meet towards like
agreed upon an objective. But this interrelationship between the members is is an important factor
which helps the work group to emerge to a team. So, now we will try to look into the
difference between what is a work group and what is a team. And the importance of team as we see its listed,
it is like, it is much better than one individual performing and it because they are interrelationship
amongst the and members and the know each other’s skills, they can utilize the talent
in a much better way. So, and because there is a emotional bonding and with each other
and also with the objective in mind there is a greater involvement of the employees
as concerned who form the part of a team and it lead because there is so much of understanding,
trust all this factors develop while we are working in a team shared sense of like responsibility.
So, it improves the quality of the things that are produce as a part of like what the
team does and it leads to quality improvement and so this again is a part of like teams
is a very important part of of of the of a flattened organization and and it leads to
like increase in the motivation of the people. So, these are some of the importance of why
like team has become so popular. We will now look into the work group comparison
with the work group and work team. So, what we find like when you are talking of work
group it is more of sharing of information, but when you are talking of work team it is
like a collective performance because there is a bonding between the members. So, when
you are talking of synergy so in work time, in work team its very positive as compared
to the groups because in in groups still individual entity is there and sometimes people perform
for their own own benefits and to get give their own, get their own gains. So, that is
where is synergy is positive for when you are talking of work teams. When you are talking of accountability in
terms of work group it is individual accountability, but when you are talking of work team it is
individual as well as mutual accountability. So, as I have already discussed in work team
the skills are complementary and in groups it is random and varied in nature. We will now come to the discussion of like
what are the different types of teams as we see either in organization or around us. So,
first is of course, like problem solving team that we find in organization which is mostly
formed too because there are complementary skills and competencies and people come out
with their different ideas. So, first effect type of team is called a problems solving
team. Next, we have cross functional teams which
we talk of teams from consisting of members from different functional departments, as
a result what happens due to this complementary skills, experiences, competencies that people
bring in from diverse areas in the company we can see the same problem in different ways
and we can give our own explanation for solving it in the ways and a new way of emerging at
a particular decision arise. So, this and there is there is a trust high trust level
and understanding and better performance develops so when you are talking of cross functional
teams. Virtual teams like these are teams from like
with the help of technology what happens people may be not meeting face to face, but like
they can with the help of technology even if they are not meeting face to face they
are working at different sites and they can form a team together and they can carry on
their work. So, what because these people are not meeting together what is required
most in this cases of course, coaching and then trust between the members and sometimes
getting the feedback properly to see like whether that main thing which is the bonding
has developed between the members or not. So, what we can check for like a when a team
meets face to face we cannot do that for a virtual team. So, it is a always very much
required that we take a feedback about this from the virtual team members.
Research and development team are those teams which are used to develop new products in
the organization and innovation is what is required and so these are like which are called
skunk works in R and D teams. So, what happens they are set up to expedite innovation and
like create a new products for the organization. Self-managed teams are teams which are empowered
to perform their certain activities based on their. Next, is the self-manage teams which
are small groups of individuals formed who are empower to perform certain activities
based on established procedures and what is the uniqueness of this team is that it is
formed with the decisions taken are made within the team with less of or less or little or
no intervention from outside. So, before before going for the self-managed team it is very
very, it is very much required for the organization to check that the members understand the values
of the organization properly, the goals of the organization properly and they are consistent
with the business requirements and they have competencies for deciding things on their
own for on behalf of the organization. So, next is it is a diverse teams. In diverse
teams what happens as people are, this consists of people coming from different backgrounds
and different knowledge based in what they bring in their own things, their own talents
into that group and though there may be some some short term conflicts this team takes
time to stabilize, but but it leads to better performance in the long run and it has a great
performance potential. We will next move on to what is team building?
So, team building is actually, it is a sequence of planned activities. So, which is designed
to gather data and analyze data on the functioning of a group and to initiate some changes designed
to improve teamwork and increase the group effectiveness. It can take place in various
ways by various activities like either outdoor activities or indoor activities or some exercises
that is, that are given to make people realize like what is the, like how the bonding develops
and what is the importance of other members in their life and how to cooperate with each
other so that we we can reach a common objective in a much better way. So, there are different ways of team building
and it works through five different steps like problem or opportunity and team effectiveness,
data gathering and analysis, planning for team improvements, action to improve team
functioning and evaluation of the results. So, these are the five different steps through
which we move through like while we are going for team building exercises. The different team building exercises that
are there the first is the formal retreat approach which which takes go for some offsite
retreat, which takes place team building takes while we are in an offsite retreat. Continuous
improvement approach, so, where it is may be onsite and where the team manager, team
leader or members they take continuous responsibility for ongoing team building. Outdoor experience
approach, so, this is where may be you go for some rock climbing or these type of things
where members engage in physically challenging situations and a lot of team work is required
if we want to reach the objective or get the final reward for it. So, these are mainly
the approaches. So, if we are to go for building very high
performance teams then then we have to think of certain very important steps. First is
of course, create a sense of urgency and direction in the people. So, if there they do not have
a goal set, if they are not motivated to reach a particular goal, if a sense of urgency is
not developed and if the difficulty of the goal and how it can be reached by by cooperating
with other members, these things are not visible in front of an individual. So, they they will
not be ready to form a team. So, the first point is creating a sense of urgency in the
people and giving them a direction for team building.
Next, is to reach that objective, so, very important point. Next, point is selection
of the people who will be the team members and it is based on the skills, track record
and potential. And after that the meeting is done and the problem, the common objective
has to be explained to the people in a very good manner and we have to ensure like this
meeting goes very well. So, next important is of course, like fixing
up the ground rules or norms of the team and which will govern the behavior of the individuals.
So, and a focus should be on like critical and urgent matters and clear objectives should
be set for the members. Next, is what a lot of time should be given for interaction between
the members because the more they interact with each other they get to know their complementary
skill sets like interest and how they can help each other in reaching a common objective.
So, last last important of it is of course, giving a a regular feedback regarding their
performance and regular information to the members and ensuring like the members receive
a proper recognition and reward for the work. So, how do we come to know like whether it
is a good team or not is defined by some of the important characteristic of effective
teams like clear unity of purpose is there, then clear performance goals, then among all
the things like informal and comfortable relaxed atmosphere, then positive criticism and positive
perception of each other, a higher motivation, better productivity, then common commitment
to goals all these things, some of these things are very, very important points to know like
whether this is an effective team or not. What are the, we will now discuss some of
the common mistakes that is done and so common mistakes in building effective teams are like
when we come to allocation of the task we treat the unit as a team, but when it comes
to a location of the task employee selection or giving of rewards. So, the set of and we
are we are dealing them on an individual basis. So, what happens over here is may be that
individuality is still there and we are focusing more towards individual gains and the teams
objectives become less over here. So, another is like we are, there is a failure
to strike a balance between like when you are talking of democracy and when when we
are talking of like may be a exercise of authorities so too much lenient group, if the people are
not competent enough to take a proper decision may lead to may lead to like decreased performance
rather than expecting a better performance from them. So, and another thing is for like
we may speak of team, but the organizational structure is not facilitating the functioning
of the team. So, the organizational structure should be such like it helps the team to,
it helps to nurture the team within the structure. So, these three things like the reward system,
then how much democracy to give and how much control to maintain it on it and what is the
organizational structure, these things mainly define whether like we can build effective
teams or not. So, another important things are that when
teams are formed they are left unsupported, but the case should not be like that they
should be given enough training, enough material and group based reward, organizational information
so that they can function as a team. And and we always assume sometimes that people are
eager to work in teams and they are equipped to do so and they do not require any material
or training, previous training for it these are sometimes over estimation about the peoples
nature and that may lead to mistakes in team building. So, how an effective team can be created?
So, Belbin, he gives some of the functions and roles of how to compose a, how to go for
a team which is becomes effective. First is the leadership function. So, leader has to
like important functions like as a leader that person is responsible for the overall
performance of the team and as a shaper the leader directs the teams effort, imposes shape
to the team activity so that much of even that level of the direction should be there.
So, that the team knows what is required of us and how to go about it. Work production function the worker devices
practical working procedures and carrying them carries them out, the creator invents
new things and strategies, ideas and addresses problems in a creative way and the completer
or the finisher gets things done quickly, works in urgent issues. So, what is visible
from here is different functions are dedicated to like different roles that the people play
within that team. Third is of course, the team maintenance function
where if the team facilitator fosters a sense of team spirit, helps with the communication,
the monitor evaluator analyzes the problems, helps the team to stay focused on the task
and liaison function is resource investigator is what would deals with the external contacts.
So, these four areas we find there are four functions which can be distributed amongst
the members, the team members based on their competencies and who can perform these role
best and it is not that for all the task, whatever the team performs the same person
is going to do the same activities again and again. It could be, it may be not also in
the sense like when you go for a next activity again on the based of the competencies and
requirements and who who has better context, who can deal with that problem in a much better
way these roles can be interchanged among the members also. Next, we move on to the team roles that Belbin
has suggested like, some like that of a plant which is creative, imaginative, unorthodox
and solve difficult problems or coordinator like mature, confident, monitor and implementer
one who is disciplined, reliable and turns ideas into practical actions, completer, finisher.
So, you find like each of these different roles has different responsibilities attached
to it if you can see from here. Resource investigator ship or worker specialist
and people based on their competencies are selected to play either one or a combination
of these roles keeping the objective of the organization or or the team in mind like what
it is supposed to achieve. So, this is another set of roles played by
the team members given by Margerison and Mc Cann in 1990. So, you see like creator innovator,
explorer promoter, controller inspector, assessor developer, reporter advisor, linker so, these
are may be different means wearing, but mostly you can find you can divide the roles into
two three major groups of like one is that of a leader, one is that of a maintenance
function, another is that of a task function and that of a liazo type of role. So, accordingly
with the means we vary, according to the proponents of who are proposed like what are the roles
played, but these are the different functions where where you can find this like what are
the roles played by different team members are are are are there. So, next important point of discussion is
of course, like how do we create effective teams? I mean what are the team processes
and of course, the first important thing is the socialization process which which is a
process of mutual adjustment between the members. So, and how how it takes places is based on
evaluation, it is based on your commitment and transition from one role to another. So,
it takes different, five different phases, it moves from fives phases like, but the team
and the individuals find the good match then the individuals and the team assimilate to
each other which is the socialization. Then it is like reinvent situation in maintenance
both the parties like try to maximize their needs and re-socialization where where the
individuals again try to match their needs with the team mates and try to influence each
other to satisfy the team needs and remembrance means if somebody has to leave which is a
adjourning stage. So, which occurs if some of members is parting and and it it takes
place only after if re-socialization is not successful. So, these are the five major steps
while we are talking of the socialization process. So, interpersonal processes are of course,
like you find like the communication is a very important, has a important part is a,
part of the in the team building and it should be a frank communication, continuous communication
and regular communication. So, next is conflict is unavoidable in a team situations, but we
should look into the fact like it is a functional conflict and not are, not a dysfunctional
conflict between the team members. So, what happens like we have we have to make this
conflict beneficial for the propose of the team and they should listen to each other,
respect each other’s viewpoints and try to learn from each other’s viewpoints.
Cohesion amongst the team members is when members feel attracted towards the purpose
of the team and want to stay in it, trust is where an environment is created when the
workers spend less time worrying about others and are more like whether the other person
is going to create some barrier in my path or not and they are more willing to allow
other team members to help them. So, there is more of sharing about issues regarding
the how to do a task and how to achieve a particular solution and they take, they are
ready to help each other also when the trust is there. In shared mental models what happens the members
have some or less similar ideas about cognitive processes about acquiring storing and using
information. So, what are the different knowledge’s over here is that of task specific knowledge.
So, which is a common knowledge to, common to all the members regarding how to perform
a task and what are the strategies to perform a specific task then task related knowledge.
So, this is a generalized knowledge which can be like used to have for other task also,
knowledge of team mates like who is what and what is skills each, they have, what are the
competences, these people are sharing their strengths and weaknesses and which helps for
the proper allocation of resources across the team mates and proper attitudes and beliefs
which helps to improve in cohesion, motivation and consensus among the group members. Next, important factor for creating effective
team is of course, like a proper team climate. So, that like which which which is more of
a trust, then encouraging climate, better cohesion all this factor leads to effective
building effective team. So, when we are talking of motivation what needs to be discussed next
is how to improve the team processes and so what are the factors like which leads to better
team work and of course, one of the major primary factor is challenges faced by the
team members, we should be like put some challenge in face of the person and the team so that
they they have to come out of the, so, come out of the traditional ways of looking at
things and they have to work together to arrive at a solution for the work in front of them.
So, so this increased emphasis and team works requires ongoing team building, requires the
team leaders and members to deal positively with group dynamics issues, conflict issues
and how to deal with properly with the challenges of shifting team members and like how to make
people learn the new ways of doing things, these are the challenges which should be taken
care of so that and which if taken care of generally leads to improving the team processes.
So, new members problem is one of the important areas of team building and team effectiveness.
New members when they come in a in a particular team. They come through a very psychological
factors placed in their mind like we be will I be accepted, what will be my role and what
will be the challenges that I have to face, whether I am my competencies are adequate
or not, what are the reward system, do I face a new barriers or not, numerous questions
are there in the new members mind and this also like side by side, how the existing team
members are accepting that new member. So, here the leader has a very important role
to play in seeing whether the new member, that the issues concerned with the new member,
how he is accepting the team and how the team, existing team members are accepting the new
members, new member and whether he or she is getting proper place in the team or not.
So, we will just visit some of the new members problems in the team. So, as we see we have already discussed new
members are concerned about issues of participation goals, control and relationship. And the behavioral processes of coping are
sometimes like tough battler in the sense like if the person is frustrated by the lack
of identity that person is visualizing that I am not getting a place in the existing team,
what he or she may try to battle out and find out a place for himself or herself in the
group. Then friendly helper is sometimes what happens
is this is is due to insecurity, so, this person behaves in a very dependent way and
seek alliances and gives extra ordinary support for others and due to the that person should
because of suffering from the uncertainties of intimacy and control may play this role
of friendly helper and another is objective thinker. So, we are what what that person
does is anxious about how personal needs will be met. So, that person tries to be in a group,
but still very be passive, reflective and single minded manner. So, what what he tries,
he or she tries to do is to find out a feet between the individual and the group goals,
but the others, the what is the essence of team building is like connecting with the
others that that factor does not develop like when you are talking of the objective thinker. So, what requires may be most important for
dealing with these types of problems and also seeing that the team developed is an effective
team, some task and maintenance relation or leadership roles are required by the team.
So, high performance teams requires a distributed leadership means its leaders, it is not only
one person who becomes leader in every situation, but according to the need of the situation
and the task it had different people becomes leader in a different points of time. So,
and there are different needs which are the task needs and the maintenance needs and of
the team, these leaders have to meet and their members share the responsibility, the team
leader and the team members share the responsibility of meeting the task need and the maintenance
need of the team. So, what are the some of the task activities
are if you see what is listed is of course, very importantly is initiating discussion
then sharing of information and asking information about others, clarifying what has been said.
So, maintenance activities, supporting the interpersonal relationship, so, we find like
communication and feedback is one of the and sharing of information, all these are very
important task activities of a team to become an effective team. Maintenance activities includes motivating
and encouraging others to participation of others, trying to harmonize the difference
of opinion and reducing the dysfunctional conflict and encouraging the functional conflict.
So, praising the contribution of others and and like trying to follow the norms and going
with the with the popular, go along with the popular course of actions. So, these are some
of the maintenance activities for the team. What are the disruptive behaviors and how
it should be avoided is also helps in maintaining an effective team. So, overly aggressive towards
other members and withdrawing and not trying to be cooperative with each other, so, wasting
time and moving here and there when work needs to be done. So, in working the groom, taking
the group as a place for self-confession and talking too much about irrelevant unrelated
issues and trying to compete for attention. All these factors it it reduces the essence
of a team in the sense like collectiveness comes down and what focus comes to focus is
the individuality. So, these are some of the disruptive behaviors and which should be avoided
by the group members. So, in creating another effective team one
important factor is we have to take care of the team dynamics and one of that team dynamics
is of course, the roles and role dynamics. Role are the as we have already discussed
in our pervious classes, a roles are a set of expectation associated with the job or
position of a team and performance problems occurs when the roles are very unclear or
conflicting. So, role ambiguity, role overload these are the factors which should be taken
care of role underload, role conflict. So, issues regarding this have to be dealt
with very seriously if if we are talking of dealing with an effective team. Next, important factor is of course, like
the norms of the team which is one of the important factor while we are talking of building
effective teams. Norms are beliefs about how team members are expected to behave and they
are the standards of, they are the rules or the standard of conduct. So, what norms do
is they clarify the role expectations, what members are expected to do. So, helps members
to structure their behavior accordingly to the expectations and help members to get a
common sense of direction and helps to reinforce a team culture.
So, norms can be regarding various areas, one of the most important norms is of course,
the performance norms and organizational personal pride norms. What are the high achievement
norms, support and helpfulness norms, improvement and change norms. So, what we can find over
here regarding all the aspects of team behavior there are certain set standards for a particular
team which they follow so that that glue develops, the bonding force develops between the team
members and that they can function as a unit. So, team cohesiveness is one thing which develops
when when the people are closely following the norms as directed by the groups. So, team
cohesiveness is the degree to which the members are attached to and are motivated to remain
as a part of the team. So, rule of conformity in the group dynamics is that more cohesive
the team the better the members are, the better are their conformity to the group norms. So,
positive performance norms in a highly cohesive group have a positive effect on the task performance,
but like negative performance norm in a highly cohesive groups have a negative effect on
task performance and these may go against the organizations purpose.
So, and if that is such like like due to a particular group has set some negative performance
norms which is going against the organizations purpose, main purpose and it is reducing the
task performance. Then what can be done to increase or decrease that cohesiveness is
by changing the group goals, changing the groups composition members, interaction levels
and group size and creating competition within and between teams, changing the reward system,
changing the duration for what the team is for, changing the location of the team members,
these are some of the efforts that can be taken to either reduce or increase the cohesiveness
because cohesiveness as we can find has an important effect on on the task performance
of the team. If if and the norms set by the team itself
for their performance can affect their task performance if there is a very high cohesive
group. If it is positive then it is fine, but if it is a negative then maybe you have
to use certain of these measures to somehow reduce this cohesiveness and for like arrange
for new set up in where where like this negative performance norms are not there or or the
either of the that norm is not there or cohesiveness is low as a result like the task performance
increases. So, decision making in teams. So, what happens
is information is distributed within unequally among the team members and it has to be integrated
at a, together it should deal with the ambiguity and compressed amount of time and status differences.
So, it is not that the all the important information have percolated to all the individuals could
be it is not so in a team so while while we are talking of decision making in teams it
has to be all the information has to be brought in a common place.
So, when we are talking of decision making in team we have to be concerned about two
three different things like what is the teams level of informative so, how how well are
the team members are informed about all the issues that they must address? Next, is what
is the staff validity means what is the overall ability of the team to make accurate decisions
and this dyadic sensitivity means how much weightage the leader gives to the feedback
or the input given by the team members and how much how much the weightage the leader
gives to which members viewpoints. So, is it like here the leader takes into consideration
all the viewpoints given by all the members are based on their competencies and the ability
of the decisions making in the team, the leader knows like who whose views I should be given
more importance to while deciding and about a particular issue and who like what is the
priority setting for it. So, why another important thing for creating
effective team is selecting the proper personal for the team and we find like while a new
member let us try to be brought in into the group group, few things have to be taken care
of like we have to gain the groups acceptance for bring in a new member. So, increasing
the group solidarity and being taken care of the group consciousness like what what
is the group generally thinking about the new member and the need for bringing in a
new member. So, share the identification of the group with the new member and manage the
other members impression about the new members. So, these are five critical social skills
that new member should be possessing and once in a group like should try to learn from the
group group situation like getting the acceptance of the members slowly increasing the solidarity
and what is the general feeling of the group, learn the groups ways of doing things and
managing other peoples impression. So, leader should also take care of these things and
the member also should take, should be taking care of all these factors and when these matches
so the person slowly slowly assimilating and trying to learn the groups ways and the people,
existing members also accepting the new member then we can go for a like we can create a
effective team. So, group demography is what it leads to like
diversity whether you are going for diversity and then group demography is one of the factors
like whether you share things in common like age, gender, race, education level or length
of service or there is a mix and match because these have an impact on the teams performance
and coherser group members, individuals was a part of the group hold a common attributes.
So, the degree of this things been present whether it will determine how much diverse
the group is or not. So, some of the challenges faced by the as
already discussed like who is an important like personal selection and processes like
both the person has to accept the group and the group also has to accept the existing
members, have also to accept the new person. So, what what is the, what are the major barriers
that individual has to overcome so that an individual turns himself or herself into team
player is like overcoming individuals resistance and to team membership.
So, due to the cultural make up or personal values and other things a person may or may
not be able to accept the team membership. But that barrier has to be overcome cultural
differences could be there that if some person is coming from an individualistic culture
then reward system, recognition all these things vary in a individualistic culture of
the collective culture. So, those barriers have to be overcome. So, so again if an organization
is individualistically based and achieving, trying to introduce team based performance
in that organization could be a problem and these could be barriers also as rewards are
connected individually, recognition, promotions everything are based on individuals individually
oriented. So, introducing teams in those organization could be problems and those problems have
to be overcome. So, shaping team players could be of course,
selection is one of the ways because some people are can perform their team roles based
on their competencies, then training has to be given to them to come out of the some of
their mental barriers and start sharing with others, trusting others, so, those training
has to be there. Reward system in the organization has to be reworked so what happens we try
to keep a balance between both cooperating efforts taken by all the members together
and also to recognize some of the individual efforts.
So, that there is balance and there is no ways like what we discussed in group as social
loafing which generally happens in groups like people if its only reward is based on
group based performance then some people may take a, hide behind that and think like others
are there to perform so why not I will just enjoy the time because at the end of the day
even if I perform or not the reward is based on group based performance and I am going
to get my share of it. So, there should be a balance between the group based incentive
and the also the individual contribution made towards reaching that objective. So, team effectiveness and quality management
requires that teams are very small in size. So, that they are effective and efficient,
they are properly trained so are given enough time so that they can work on problems. So,
they are given authority to resolve their problems and take corrective actions and some
help is there, some export is there whom they can call on while while they are in need to
get some opinion and help some direction. So, these things are going to increase the
quality of the team performance. So, some of the characteristics of high performance
teams are like high degree of mutual class, high core values and values like honesty,
loyalty, truthfulness are openness is there. So, and now next is there is a general signs
of purpose and then that is divided into specific performance objectives for different individuals,
then people are committed to that specific purpose and if the that is being translated
into individually defined goals and goal interdependence and linking individual goals to the group
goals. So, having the right mix of skills and abilities and technical expertise and
knowledge of one and the other are complementary. So, if there is a system of giving effective
feedback and there is a way of resolving conflicts and other interpersonal issues. These leads
to defining a high correct performance teams flow. Next is the capacity to tap external resources
for information and they possess creativity that is one of the important factors of team
and social support is there, better team work is there, trust is there, work load sharing
is there, sharing of information is there and proper sense of coordination is there.
So, people have a knowledge of what are the challenges in a particular job, how do, who
are who are the colleagues and like what we can share with each other, what we can learn
from each other and what is the work environment that we that in that we have to like where
where we are going to perform. So, what are the diversity in the composition
of the group and how it leads to the team team performance then where what is the reward
whether it is mix of group and individual rewards and mainly the size factor you should
not exceed more than 12. If it is that then it is very challenging to maintain the cohesiveness
of the team and sharing and see that the information is reaching at every point or not. So, these
factors are important. Principles of effective team work is that
it member should provide and accept feedback and feedback should be very constructive and
it will, it has to be flow up and down as well. So, members should be ready to and prepare
to back up for each other. So, they should be voluntarily knowing how to and when to
jump in and help. So, they should view themselves in a collective way. So, members are interdependent.
So, they they there is a team leadership is very important, they should to trust each
other, rely on each other and to carry out a mission so and leaders they lead by examples
and they try, they perform and become a motivator for the team members and they just do not
instruct, but they serve as a role models for the members. Some of the important points are like thought
process should be very clear and regarding what is the groups target, what teams target,
what we have to do, what we have to achieve and it has to be spelt out in clear specific
terms in what needs to be done, what is the composition of the team, what is appropriate
norm? So, teams authority should guide what we have to do, but it is not deciding how
we have to do, how it is the creative part of it and the members have to decide on it,
like how to reach that target. So, if there is a clear instruction given,
but again some care should be taken about the motivational implication of such actions
also. So, intrinsically the work should be exciting from inside, intrinsically motivated
and it leads to the self-development of the inter potential self-development of the members.
So, that that enjoying the challenge given from inside, that excitement should be there
and that should be coupled with other members present and the, there ways of sharing with
each other. Supportive organizational climate is required
so selection of proper team members. So, mapping of group and individual incentive is also
there and providing training is very much necessary and expert coaching. So, a team effectiveness modeling in a nut
shell leads to, depends on the context, the composition of the team, the design of the
work itself and the processes in how it is done. So, if the work itself does not require
a team activity, putting that activity in a team is not a way to serve the purpose.
So, context composition of the members, the work design itself and the processes how it
is done all leads to a team effectiveness. And if this is done it may lead to an innovation
in the sense. So, focus and clear objectives, interaction between the team members and in
a non-threatening climate, commitment to high standards of performance and giving support
for innovation may lead to innovation in the organization through a proper team work. Some of the following questions are like define
teams? State the difference between workgroup and team? So, what are the reasons for popularity
of teams? We have learnt in details about the team building what is team building? What
are the steps of team building? How do you build a high performance teams? How do you
create effective teams and which of the above steps that you have learnt in creating effective
team is most important and why? So, what is team work discuss it in the light of a model
of team effectiveness and justify the relationship between team working and innovation in organization.
So, thank you and I hope like this session on team and how it how it is an effective
team form? What is the process of team building? This knowledge will help us to work in teams
properly, develop teams so that it leads to both individual satisfaction, individuals
development within the, while performing in the team and it will this self-developed individual,
knowing how to cooperate with each other so that a team’s objective is reached which
in turn will again help to reach the organizations objective. If the team is the, if the purpose
of the team, the goal of the team is well aligned, if we take, if if we try to align
it with the organizations purpose, main purpose then team can work wonders for organizations
performance. But if it is not aligned the teams goal is something different from what
the organizations goal is then it may create barriers for the organizations performance.
So, we have to be very careful about the team and how it is found, what is an effective
team and proper team building only helps in in today’s organizations context, today’s
job context to get better performance for the organization.
Thank you.

Written by Raul Dinwiddie