Download - Lecture7 , Team Building, Recruiting Team Members

Engineering Management

Team BuildingLecture # 7

Team Building A department within a

company is usually focused on achieving its own goals

Very little credit is given to individuals who achieve a team goal but miss a personal goal in doing so

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Team Building Team Work & Modern Industry Support provided by the individual

team members to each other It doesn’t mean doing their share

of work It means helping them to attain

their goals for the mutual good of the whole team

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Definition of Team A small number of people with

complementary skills who are committed to a common;

purposeset of performance goals andapproach for which they held themselves

mutually accountable4

Team & Working Group Working Group; Driven by individual goals and

measures Not essential to have measurable goals

Teams; Focus on team goals and mutual

accountability Must have measurable goals

(comparison table on page 565 of the book)

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Stages of Team Development1. Drifting Stage Individuals come together and get

to know each other Team members size each other up

for unofficial roles Very little synergy(sense of

belonging) within the team Individual interests come before

organization’s6

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Stages of Team Development2. Gelling Stage Like-minded people form into

small groups Each group starts to develop its

own identity under an unofficial leader

Dangerous stage and must be passed through quickly

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Stages of Team Development3. Unison Stage Whole team is behaving as a

single, highly organized body, under a single leader

All team members work toward common goal

Interests of team match individual interests

Stages of Team Development

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Characteristics of Effective Team

Highly efficient and result oriented High level of energy and enthusiasm

in the team, morale is very good Synergy between team members Excellent working atmosphere of

trust and mutual support Team has strong leader, having

participative leadership style to gain commitment and share responsibility

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Team Membership A common mistake made by

managers when setting up a team is to recruit clones of themselves

People play several roles in a team, depending on their personality

Ten roles that can be identified in a team are;

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Team Roles Process Managers; usually managers or leaders, organize the team and set

their goals, know characteristics of the

team, draw on their strengths, keep things moving

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Team Roles Conceptual Thinkers; source of new and original ideas, have imagination and vision, aim to develop practical solutions Radicals; do not accept conventional

thinking and solutions, bring unusual perspective to the

problem solving13

Team Roles Technicians; specialists on the subject being

considered Harmonizers; ensure good feeling and

harmony between the team members,

create atmosphere of cooperation and support,

help to resolve conflicts14

Team Roles Planners and Implementers; drive for completion of team

goals, Facilitators; ready to provide help and

support whenever needed, hardworking, adaptable and flexible, jack of all trades

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Team Roles Critical Observers; question and challenge new ideas, their criticism is objective, activity is essential Politicians or Power Seekers; believe they are always right and

aim to influence other team members into their own way of thinking

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Team Roles Salespeople or Diplomats; provide link between team and

other teams and group, develop contact which are useful

to the team, sell the team’s

accomplishments, obtain vital information for the

team17

Lecture 10 Team Building 18

Recruiting Team Members Company’s greatest assets are

its people Managers should get the best

people to fill the positions in the team

… and then should make effort to keep them once they are recruited

All teams need mix of skills (e.g., cricket)


Recruiting Team Members Project team also needs mix of

skills and experience It is wrong to assume that the

best team consists of like minded people (mix of skills & ages)

If possible, teams should be built from volunteers


Recruiting Team Members1. Defining the Job Defining the contents of the job, and

from that arriving at a description of ideal candidate, is probably the most important task of recruitment

Define each job to achieve the organizational goals (not to suit the candidate)

It is mistaken belief that an over qualified person will do the job more efficiently


Recruiting Team Members1. Defining the Job A job should meet two

important criteria;

1. It is not too difficult to perform2. Job is big enough to stretch the

job holder


Recruiting Team Members1. Defining the Job A minimum job description should cover the

following;1. Purpose of the job2. Scope and limits of authority3. The relationships (interfaces) within the job and

how they fit into those of the team and organization

4. Duties and responsibilities within the job with performance measures

5. Salary – (in line with the company structure)6. Title of the job It is a good idea to divide the job

requirements into ‘musts’ and ‘wants’


Recruiting Team Members2. Attracting the Candidates Candidates may be recruited ‘internally’ or

‘externally’ Advantages of internal candidates;

They know the company, its people & processes So become effective sooner than external candidates

Disadvantage of internal candidates is that they are likely to leave a hole in some other part of the organization which may need filling.

An ideal team would consist a mix of both


Recruiting Team Members2. Attracting the Candidates Several factors need to be

considered when recruiting from outside the organization

1. Composition of the job2. Method for advertising the job3. Use of recruitment agents and head

hunters4. No. of new graduates to be recruited


Recruiting Team Members3. Selection Criteria During the selection stage it is important to

have a set of defined selection criteria;1. General health and physical fitness2. Impact on others (manner, social behavior, speech,

appearance)3. Acquired knowledge and skills4. Innate abilities5. Motivation6. Emotional adjustmentOnce team is selected, ‘maximize on its

strengths’.


Recruiting Team Members4. Selection Process Selecting a candidate is still a

relatively ‘hit-and-miss affair’ Selection process has usually two

stages;1. Sifting through the application forms

to shortlist the most suitable candidates

2. Interviewing


Recruiting Team Members4. Selection Process Application Form;1. Provides basic factual information

about candidate2. It may tell about

grades/performance on past jobs but there is no guarantee that how a candidate will perform on this job

3. Selection based on hobbies and outside interests?


Recruiting Team Members4. Selection Process Interview; Interviewing in conjunction with application

form remains the most widely used method Application form provides facts; interview

should be used to verify these, check for inconsistencies and determine the candidate’s temperament and attitude

Remember the candidate is also assessing the interviewer and the company during interview


Recruiting Team Members4. Selection Process Interview; First impressions are important;

discard them! Allow enough time for interview and

ensure that there are no outside interruptions

Interviewers should do all they can to reduce the stress during interview


Candidates Stress CurveDuring Interview


Recruiting Team Members4. Selection Process Interview; Listening is key to the good interviewing,

(ask open questions, listen to the reply, observe the body language)

If necessary, short-list candidates for further interviews

If required arrange for panel interviews Confidentiality of candidate’s current

employer must be respected After the interview, make careful notes about

the candidate while the facts are still fresh in your mind

Thank You