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Team Building

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Team building tends to be an essential topic in today’s business environment since firms are searching for team-based structures to enhance their productivity, profitability, and service quality. The leaders and employees globally consider the techniques to improve business results and profitability. Team-based culture is the most appropriate for involving all workers in establishing business success. Team-based enhancement efforts aim at enhancing results for clients. Team building mainly comprises a significant number of operations presented to the firms and majors on improving team performances.

Team building is an essential factor in any sector; it majors on bringing out the best in a team to enhance self-development, appropriate communication, leadership skills, and the capacity to work collaboratively to find solutions to issues. As the work environment mainly majors on people and individual goals, reward and identification bring out the attainments of workers with appropriate teambuilding skills. Employees tend to work collaboratively towards common goals to produce greater productivity (Woodcock, 2017). Without teams, employees only involve personal efforts; however, with team building, workgroups tend to transition to cohesive units and provide expectations for attaining group tasks.

Teamwork involves the development of a work culture that majors on collaboration in which individuals comprehend and maintain that thinking, planning, choices, and operations are practical when carried out together. Creating an environment of teamwork relies on management explaining the goals that teamwork and collaboration should achieve (Abudi, 2010). The paper majors on identifying the development of teams in firms. It majors on the main aspects related to the use of teamwork. It identifies the prospects and issues of team building to bring out realistic perspectives that can be attained through collaboration.

Stages of Team Development

To enhance teamwork and allow the firm to be more effective, five stages of development should be implemented when developing teams. The first stage is forming. It is where members of the team first come together. It is perceived as the period of orientation in which each person knows each other and gets acquainted. The team’s rules and roles are yet to be developed; a team leader is identified and takes charge and directs the members. In this stage, the members discuss the team goals, roles, strategy, and ground rules (Super, 2020). The second stage is storming. This is perceived to be the most critical and the most challenging phase. It involves conflicts since individual personalities and work styles tend to clash in the team. Members at times tend to disagree on goals, strategy, responsibilities, and roles. To overcome these challenges, members must collaborate to overcome the conflicts.

When the storm weathers, the team can move into norming. The members now know how to collaborate, and there’s minimal conflict. Unity comes ups, and togetherness is developed around the leaders, as each person’s role. This enhances bonding between the team, and they now understand one another’s personalities and a sense of humor. Next is the performing stage. This is where the majority of the cohesive work takes place. People are happy as well as excited. There is a clear and compelling structure, and each member aims to attain the goals implemented. In this stage, the members are focused on a common goal. Due to this, it is easy to get a resolution if conflicts take place.

The last phase is adjourning. The project is being completed, and documentation is taking place. As the workload reduces, the team members are taken off the role and assigned to a new project. The team members tend to debrief and identify which they succeeded in and which they may improve on for projects in the future.

Types of Team Building

Teambuilding techniques seem simple, however, putting them in place tends to be confusing. Therefore it is essential to comprehend the forms of team building techniques and how firms benefit from implementing these operations. Therefore it is necessary to identify the several forms of teambuilding techniques to establish an effective team. The various teambuilding techniques include activity-based, communication-based, skills-based, personality-based, problem solving-based, and value-based.

Activity-based type of team building offers workers a break from every day’s work habits. It enables the employees to leave their luxury. The team members tend to take part in several mental and physical activities conducted indoors and outdoors. Creating team lunches and firm day out improve communication among the team members. It associates them and identifies unknown characteristics. Outdoor operations expect the teams to move out of the office, which is not applicable every time. Indoor team building activities, such as football tournaments, can effectively improve people’s moods.

The communication-based teambuilding method tends to be an appropriate ice breaker for a new team with new members. With this method, the team knows their colleagues better and tends to share a connection. It aid in breaking communication barriers, enhances interpersonal skills, and develops trust among the workers. Team members should communicate with each other to enhance bonding and their capacity to understand each other. Appropriate communication aids in establishing trust, message clarity as well as loyalty. Ambiguous, poorly documented communication tends to eliminate confidence as well as motivation.

A skill-based team building aids in enhancing participants’ skills needed for their roles. Workers get skills that are advantageous for their rules that improve the team’s performance. They take part in several training and development workshops, for instance, leadership skills, managerial skills, negotiation, conflict management, and creative thinking skills. Leaders can also integrate skill base workshops with fun operations to aid in keeping things interesting. One can get rid of problematic lack of skill and therefore maximize productivity. This technique also requires being in touch with a professional, and it tends to be expensive compared to activity-based team building.

Regarding the personality-based team building approach, a workplace can be a mix and align all types of personalities. Therefore, leaders are required to determine and nurture several personality types. Team leaders can carry out personality tests. They can manage tasks effectively to express the best in all the participants. It assists the workers in understanding their colleagues on a personal level. They can accept the difference that each person brings to the table. Some tend to do better as a large group while others prefer working in small groups. Managers can allocate duties based on personality types. This can result in proper comprehension and maximized effectiveness in the team (Keavney, 2016).

There are challenges which cannot be evaded in each team dynamic. The majority of the firm spends about 2% of their time-solving conflicts. Problem-solving operations enhance communication, interpersonal relationships, and handling differences to achieve a common objective. The leader should determine as well as assess the issue. Then they should identify the appropriate action to undertake. One can make the process enjoyable through the use of fun games as well as exercise for the team. One can as well learn how to operate and develop as a team. Team members should participate with an open mindset to evaluate distinct perspectives and solutions. This will aid in enhancing the understanding of the team’s strengths and weaknesses.

Value-based teambuilding tends to be a win-win event for the firm and the workers. Firms can integrate their CSR objective as well as excellent team bonding experiences. This can provide offer practical experience to the workers by enhancing society and appropriately affecting the lives of those in need. The operations include environmental, philanthropic, human rights, and economic roles (Shah, Agarwal, & Echambadi, 2019). These activities can enhance employee engagement, employee morale, and job satisfaction. It can as well be used to attract young talent to the firm.

Building Effective Teams

Creating a high-performance team involves more than just bringing together talented personnel for a team to be effective; its members must collaborate with a similar vision and get encouraged to support the idea to reality. They should share clear, measurable objectives, and each one of them should play their part in the general success of the group (Lacerenza et al., 2018). Successful; teams are keenly developed. When developing a team, it is essential to put into perspective the team’s dynamics.

According to Nappi (2019), though there is no practical way to design, develop, and maintain appropriate teams, various components can be used to create effective team building. For team building to be successful, the goals should be specific, measurable, achievable, and relevant and have a time frame. Contribution from the participants should be part of the development of the plans. The desires should be well stated, and the team members should comprehend this and comprehend the purpose of the team. There should be straightforward methods of assessing the ongoing appropriateness of the team that may be written for eventual communication to and discussion with the participants. Clear performance expectations impact happiness at work. Therefore the management should communicate needs for the team’s performance and expected results for the team’s performance as well as prospected results to align every area of the firm with the goals.

Regarding perspective, team members should understand the reason behind their contribution to the team and the way the team accommodates the firm. Team members are required to be aware of which team fits and how the team technique accommodates the scheme of plans as well as success goals, mission, principles, vision, and values. The team members should be dedicated. This is the desire of team members to take part in the team and see their mission as essential. Visions should be communicated to workers in techniques that trigger them to act. In order for a team to be effective, the members should be committed to working together appropriately to attain team goals. The degree of dedication of team members depends on aspects such as team decisions; belief in the essentiality of the team; team members being valued; challenged, excited; and recognized. Effective environment for team success, team performance, and minimizes dysfunctional behavior.

For success, teams require the authority to make choices. Therefore, a given level of empowerment is needed for them to conduct their role effectively. Without the power, they would be required to be allowed for their perspectives, and their beliefs can be rejected prior to their approval. For innovation to take place, teams should be enabled to experiment. People can motivate themselves through a clear goal and the elimination of the sense of fear in that which they do (Bannister, Wickenheiser, & Keegan, 2014). Concentrating on the value of people, sharing leadership vision, sharing goals and directions, trusting the needs of individuals to do the right things, and making appropriate choices can improve employees’ empowerment, accomplishment, and contribution. Additionally, delegation should go above working to power, and opportunities should impact. This assists workers in establishing new skills.

Effective team building mainly involves clarity on the priority of team members’ roles with an effective technique for teams for responses. Responses should be appreciated knowing that people fear giving answers to others out of fear of hurting them and dealing with defensive and justifying behavior. To allow clients to provide feedback from clients, there should be openness to responses. However, it is essential to understand that answers do not have to be correct. The reliability of the reaction is based on checking with others.

Teambuilding change and the need for the change should be honest; it should focus on creativity, solution, and new perspectives as they reward individuals who take risks to make enhancements instead of those who fit in and maintain the status quo. They should as well be sufficient provision for needed human resource development to sustain new thinking. Assessing employee perceptions and maintaining creative thinking has changed. It is an essential read on new perspectives, revels in the creative thinking of employees, and making changes (Fapohunda, 2013).

Challenges to Teamwork

A significant issue in team building is that a team member may get cynical about the firm. TeambuiTeambuildingons can be replaced with appropriate workplace practice. This occurs when team members don’t see improvement in a firm related to team building occasions. They may view these events as unimportant, leading to the loss of trust in the firm, destroying motivation, and minimizing employee motivation production. Another issue is that which takes place when teams are untrustworthy to make a decision and the groups to which they belong do not reach their maximum potential. Getting permission before the implementation of ideas minimizes timeliness as well as ownership. The incapacity to trust teams to make a decision leads to teams taking more time than the system they used in place (Fapohunda, 2013).

According to Moore, Everly, and Bauer (2016), employee attitudes toward the team identify the possibilities for success. Successful team development involves the inclusion of existing values through team development can as well be beneficial for needed culture change. Teamwork requires a shift in attitudes that firms may turn to when they wish to attain cultural growth. Divisive management of workers’ partners and families undermines the reliability and motivation of workers. It develops inappropriate stress for employees in loving relations, mainly for the young families that tend to be sensitive to these pressures. Strong work commitment cares to exert pressure on their families, and the firm should minimize the effects.

Creating healthy work and home life balance makes firms run smoother and less problematically, mainly regarding grievances as well as counseling, stress and conflict, disputes and litigation, and staff retention. There are as well the impacts and the risk of planning socially irresponsible team events and the operation that impact performance. Additionally, people will always resist each idea; therefore, each thought that considers this should be created.

Recommendations for Team Building

Teamwork is an essential element of any business’ success. When a team functions well, major feats can be attained. Nonetheless, when a team does not overcome obstacles, the results tend to be unappealing. With effective teams, the team members tend to have common objectives, and the members know how to communicate with others despite their uniqueness appropriately. When building teams, it is essential to choose the members carefully. Properly developed groups tend to be very effective (Fiscella et al., 2017). Every member should have the ability to bring a set of skills to the table needed in the project.

The management should clarify each member’s role. Each of them should have a clear vision of what they are responsible for in the group. The main aim at make each member accountable for maintaining the productivity of the team. The team members should as well agree to and accept the team goals. They will wish to develop both personal and general team goals. If a single member does not complete his part on the agreed time, it will delay each person from achieving the project’s objectives. Thus plans should be approved from the beginning.

The majority of the firms tend to have their employees take part in team building. These exercises are mainly in the form of playing games and taking part in teamwork activities while on the job. The main goal is to have fun, learn new skills and develop permanent bonds with the workmates. For detailed team building, some employers send employers to retreats where they letter proper communication skills and ways to deal with non-ideal situations.

Conclusion

Team building refers to maximizing the teams’ cohesiveness, productivity, and efficiency when developing activities that require members to cooperate. The process depends on various aspects to maintain its success. This may include factors that include proper communication skills, clarity of objectives, shared leadership, and accountability. Leaders should be more cautious when selecting teams. Majorly they should choose a unit with diversity and skill levels. Majorly, teambuilding firms achieve goals and maintain effective competition. The difference between team building and teamwork is that team building majors in the development of teams while teamwork majors in the groups’ roles (CFI, 2015).

Implementing and supporting teams in a firm requires significant organizational change and consideration of many challenges. The team members, supervisors, managers, the organization structure, culture, work processes, techniques, and social connections should all collaborate to enhance the firm’s success. The level and background of the changes show that team building and application is a comprehensive procedure that presents lots of issues. Nevertheless, the advantages are significant, and those that development teams do not have plans to change their former structures. Despite the problems, appropriate team building is advantageous to the firms.

References

Abudi, G. (2010). The five stages of team development: a case study. Project Management, Project Smart. https://www.xmtech-china.com/pdf/the-five-stages-of-team-development-a-case-study.pdf

Bannister, S. L., Wickenheiser, H. M., & Keegan, D. A. (2014). Critical elements of highly effective teams. Pediatrics133(2), 184-186.

CFI. (2015). Team Building. Retrieved from https://corporatefinanceinstitute.com/resources/careers/soft-skills/team-building/

Fapohunda, T. M. (2013). Towards effective team building in the workplace. International journal of education and research1(4), 1-12.

Fiscella, K., Mauksch, L., Bodenheimer, T., & Salas, E. (2017). Improving care Teams’ functioning: recommendations from team science. The Joint Commission Journal on Quality and Patient Safety43(7), 361-368.

Keavney, A. (2016). Team building strategies. Training & Development43(2), 26-28. https://search.informit.org/doi/abs/10.3316/informit.051518609754520

Lacerenza, C., Marlow, S., Tannenbaum, S., & Salas, E. (2018). Team development interventions: Evidence-based approaches for improving teamwork. American Psychologist, 73(4), 517-531. http://dx.doi.org/10.1037/amp0000295

Moore, J. M., Everly, M., & Bauer, R. (2016). Multigenerational challenges: TeambuiTeambuildingsitive clinical workforce outcomes. Online Journal of Issues in Nursing21(2).

Nappi, J. S. (2019). Leaders building effective teams: Three corners of engagement. Delta Kappa Gamma Bulletin85(3), 58-70.

Super, J. F. (2020). Building innovative teams: Leadership strategies across the various stages of team development. Business Horizons63(4), 553-563. https://doi.org/10.1016/j.bushor.2020.04.001

Shah, S. K., Agarwal, R., & Echambadi, R. (2019). Jewels in the crown: Exploring the motivations and teambuilding of employee entrepreneurs. Strategic Management Journal40(9), 1417-1452.

Woodcock, M. (2017). Team development manual. Routledge. https://www.taylorfrancis.com/books/mono/10.4324/9781315241715/team-development-manual-mike-woodcock

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