FINAL PRESENTATION OF ORGANIZATIONAL BEHAVIOUR

AND ANALYSIS

Prepared for : Dr. S. Kumar

Group : Dollar 2

A. R. S. BANDARA - PGIA / 06 / 6317B. A. G. K. DIAS - PGIA / 06 / 6357C. KOTAMBAGE - PGIA / 06 / 6367H. SHANMUGASUNTHARAM - PGIA / 06 / 6329M. G. P. DAMAYANTHI MENIKE - PGIA / 00 / 0145N. T. AMARASINGHE - PGIA / 06 / 6334N. RATNAYAKE - PGIA / 06 / 6347S. M. N. S. SAMARAKOON - PGIA / 06 / 6364

PRESENTATION ON

TEAM BUILDING

Presented as an interview

T TOGETHER

E EVERY BODY

A ACHIEVE

MMORETeam is a unit of two or more people who

interact and co-ordinate their work to accomplish a specific goal.

TWELVE C’s FOR SUCCESSFUL

TEAM BUILDING• Commitment

• Clear Expectations

• Creative Innovation

• Competence

• Collaboration

• Control

• Communication

• Coordination

• Consequences

• Cultural change

• Context

• Charter

Clear expectation & Commitment

Clear expectations

Communicate team’s expectations clearly by the leadership

Understanding the purpose of creating the team

The team should be supported with enough resources

The work of the team should receive sufficient emphasis as a priority for time, discussion, attention and interest

Commitment The extent of team members desire to

participate in the team

The team members should perceive their service as valuable to the team and to their own careers

The leadership should recognize and reward the team member’s contributions

The expectation of the team members to grow and develop their skills on the team

The extent to which the team members are excited and challenged by the team opportunity

Creative innovation & Competence

Creative innovation

Value creative thinking, unique solutions, and new ideas

Reward people who take reasonable risks to make improvements and those who fit in and maintain the status quo

Training and education necessary to stimulate new thinking

Competence

Participation of appropriate people with required knowledge, skills and capabilities to address the team’s goals and objectives

Adequate resources, strategies and support needed to accomplish its mission

Control & Collaboration

Control

Understanding of the boundaries. Define limitations at the beginning of the project before the team experiences barriers

Define team’s authority to make recommendations and to implement its plan

Express review process so both the team and sub team are consistently aligned in direction and purpose

Accountability of the team members for commitments and timely results

Collaboration

Understanding the stages of group development, roles and responsibilities of the team members

Working together effectively interpersonally

Joint participation in problem solving, process improvement, goal setting and measurement

Co-operation to accomplish the team charter

Establishment of group norms or rules of conduct in areas such as conflict resolution, consensus decision making

Coordination & Communication

Coordination

Leadership should assist the groups to obtain what they need for success

Priorities and resource allocation should be planned

Understanding the concept of the internal customer - the next process

Develop a competitor-focused, process-focused orientation and moving away from traditional thinking

Communication

Clear understanding of the teams existence

Existence of methods to give feedback and receive honest performance feedback

Important tactical information should be provided regularly by the team

Team members to communicate clearly and honestly with each other and bring diverse opinions to the table

Raise and address the necessary conflicts

Cultural change & Consequences

Cultural change

Building a collaborative, empowering team culture

It should eliminate the traditional, hierarchical team style and plan its process of rewarding and recognition of team members

Team should plan to use failures for learning of its future challenges

Team should recognize that the more it can change its climate to support teams, more it will pay back from the success of the teams

Consequences

Responsible and accountable for team achievements

Rewards and recognition when teams are successful

Respect towards reasonable risk and encouragement

Resolving problems rather than finger pointing

Designing reward systems that recognize both team and individual performance

Charter & Context

Assigned area of responsibility, designed its own mission and develop strategies to accomplish the mission

Communication of goals (Anticipated outcomes and contributions, timelines, measurement)

The team members should understand Why they are in the team How the strategy of using teams will help the

Team to attain its communicated business goals

The team’s importance to the accomplishment of corporate goals

Where its work fits in the total context of the team’s goals, principles, vision and values

Conclusion

Other attributes for successful Team Building• Empowere

d teams

A Team could be formed as

• A Sports team

• An Organizational team

They could perform far better than their competitors

by using

Successful Team Building Techniques

• Continuous improvements

• Self directed work teams

THANK YOU !