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TEAM BUILDING

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Defining an effective team

Small number of people withcomplementary skills who are committed

to a common purpose, set of performancegoals, and approach for which they holdthemselves mutually accountable'.

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Differences between team and group

The output from a working group is due to theindividual contributions of its members , that

from a team is equal to both individualcontributions as well as collective contributions.

A working group is driven by individual goalsand measures, whereas a team focuses on team

goals and mutual accountability.

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Teams must have measurable goals, whereasthis is not essential for working groups

The methods of arriving at solutions also varybetween team and working group.

No member of working group would be

measured by the performance of othermembers, whereas a team is measured bycollective performance.

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Stages of development

A team goes through three differentstages

1. Drifting stage2. Gelling stage3. Unison stage

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Drifting stage

Individuals come together and get toknow each other

Official role which each individual playswithin the team is defined

The interests of individual team members

are placed before those of the team as awhole.

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Gelling stage

Like-minded individuals form into smallgroups.

Each group starts to develop its ownidentity under an unofficial leader. This isthe dangerous stage.

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Unison stage

Whole team is behaving as a single, highlyorganized body, under a single leader

All team members work towards acommon goal and pull in the samedirection, with a common purpose

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Team membership

People play several roles within a teamdepending on their personality. Ten roles

can be identified Process managers

Conceptual thinkers

Radicals Technicians

Harmonizers

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Planners or implementers

Facilitators

Critical observers

Politicians or power seekers

Sales people or diplomats

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Recruitment tasks

These are the tasks for recruiting a team Defining the job

Attracting candidates

Selection criteria

Selection process

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Defining the job

It is the most important task of recruitment It is important to define each job to achieve

these tasks

As a minimum a job description should cover thefollowing:

The purpose of the jobThe scope and limits of authority within the job

The relationships within the jobThe duties and responsibilities within the jobThe salary associated with the job

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Attracting candidates

The candidates may be recruited internally, fromwithin the company, or externally

In many companies the jobs are first advertised

within the company. Several factors need to be considered when

recruiting from outside the organizations. Thesefactors are:

The composition of the job advertisementThe method for advertising the jobThe salary associated with the job

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Selection criteria

During the selection stage it is important to havea set of defined selection criteria against whichto measure candidates. Six factors have been

suggested:General health and physical fitness

Impact on others

Acquired knowledge and skillsInnate abilities

Motivation

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The selection process

Several techniques are available to helpthe manager in the selection process.

These are:The application form

Psychological testing

Assessment groups

Selection interview

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Reviews

Reviews also occur in varying frequencies,and may be differentiated as:

The day-to-day informal review.Formal reviews held regularly at frequent

intervals

Formal annual review

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Counseling

Counseling is a meeting in which managerprovides the subordinate with feedback on

performance and discusses strengths andweaknesses. Three methods may be usedin counseling:

The tell and sell method

The tell and listen method

The ask and discuss method

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Managing conflicts

Conflicts within industry are caused by anincompatibility of goals

Many managers believe that conflict is disruptiveand must be prevented at any cost.

Conflicts are usually resolved between twoparties in the following ways

AvoidanceNegotiation

Confrontation

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Training and development

Training of the subordinates is necessary for thefollowing purposes

To improve performance in their present job.

To ensure that they are ready for some futureposition

To ensure that all members share a common

vocabularyTo ensure that all members have same basic

knowledge

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Selfdevelopment

Apart from motivating staff to train and develop,managers must also take the responsibility oftheir own development.

Several activities need to be carried out:Planning

Selection of the development methods

Making time for self developmentSeeking feedback

Creating opportunities for self development

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Development methods

Common techniques for learning anddevelopment are

Classroom lectures

Programmed learning

Case studies

Role playing

Business games

Job rotation