Team Building:

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Recruitment this is when you recruit the right person who s suitable for the job, and will carry out the work to their high standards and ability.

An induction is carried out so that it can help the staff, it allows them to establish themselves in their job and to maximise their productivity, they become motivated to do well and fit into the business as well they get to understand the concept of the business.

Motivation is required whilst building a team so that you keep the entire member in the team working to the best of their ability this is so that the business get the great outcome on there worked.

Training in business and team building is needed so that people who do not have the skills in the business can gain those by doing some training. By doing the training it also develops the employees a greater sense of self-worth, dignity and well-being as they become more valuable to the firm and to the society. Generally they will receive a greater share of the material gains that result from their increased productivity.

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Coaching may be necessary in team building as it allows other members of the team to see how the other people in the group are getting along with each other and allows them to observe how they deal with customers etc.

Mentoring help team building as it allows two people to sit down together and discuss any problems if they have occurred and see if they need any help with any particular things.

Team knowledge this is where everyone is the team has different strengths and weaknesses which differ from one another, as well as some people know a lot more about a particular topics than someone else as they have the acquaintance or are interested in it.

Team role this is when one extremely powerful view of work teams is that individuals try to shape out for themselves characteristic team roles. The basic idea is that the effectiveness of a team is determined by the spread of roles it has available.

Team development is an enhancement which is effective by the work group, by improving goals, role clarifications and interpersonal process. Also team development is where they develop more skills and are able to do flexible things and learn different roles.

In teams everyone who is part of it has there own weaknesses therefore they need to be supported and kept to a minimum. Some people may be very sensitive and may take things offensive or personal e.g. something to do with culture, gay, race, sex etc. By knowing the weaknesses of the team members everyone else needs to be supportive and help them overcome their weakness.

Team Performance:

Performance indicators are a set of measures which help a business to determine reaching its performance, aims and objectives. Performance indicators are set by member so the team who want to achieve something. Performance indicators are also techniques to appraise the present state of the business and to support in prescribing a course of action. Such measures are generally used to help an organization define and evaluate how successful it is, in general in terms of making progress towards its long-term organizational goals

Target setting is when the business sets themselves suitable and reachable targets which are realistic for them to achieve example meeting deadlines. Target setting allows the business to see where they are at the moment and where they hope to be in the near future.

Monitoring and review in team performance is very vital so that all the group members are meeting the aims and objectives for the business. Also so that the member are being praised for the hard work which they are doing, and an overall monitoring on there performance.

Performance against targets is when they have specific targets which have to be met and if the people in the group do not meet the targets they may not get paid their wages/salaries.

Support and development of team members is when some people in the group need support from others to carry out a task as they may be weak at it. Also they need the support and the person needs to improve by offering more training, coaching or monitoring on the specific weakness as they can develop on it. If the one person does not perform well and does not improve with all the support they get then it affects every one as well as the targets as they are not meeting them.

Team Cohesion:

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Team goal is to meet certain expectations in a business also team goal is a team which is not likely to produce anything of consequences. Some goals are easily determined and some are intangible but are still important. The goals which are designed are generally outlined by student team leaders and experienced team members in teamwork with faculty advisors. First team goals and objectives are typically quite broad in range and goal. As the team progresses, original goals are revisited to make certain compatibility with resources and time constraints and to flesh out details for deliverables in later phases.

Group conflict is where social behaviour causes groups of individuals to conflict with each other. It can also refer to a conflict within these groups. These conflicts are often caused by differences in social norms, values, and religion. Both constructive and destructive conflict occurs in most small groups. It is very important to draw attention to the beneficial conflict and minimize the destructive conflict. Conflict is bound to happen, but if we use it constructively then it need not be a bad thing. When destructive conflict is used in small groups, it is counterproductive to the long term goal.

Group turnover is when you are able to see how well everyone is getting on, how well they stay together. Also when a member of the team leaves the team and a new one arrives how the other member behave towards them and the changes which occur. However this may affect people because the leaving of the old and the arrival of the new member may be a disruption as well it may have its advantages and disadvantages.

Team leaderships have been described as the process of social influence in which one person can procure the aid and support of others in the accomplishment of a common task. Team leadership is about capacity: the capacity of leaders to listen and observe, to use their capability as a starting point to give confidence dialogue between all levels of decision-making, to institute processes and simplicity in decision-making, to expressive their own values and visions clearly but not enforce them. Leadership is about setting and not just reacting to agendas, identifying problems, and initiating change that makes for substantive improvement rather than managing change.

Autocratic is when the leader solves the problem or makes the decision using information available to the leader at the time; also the leader obtains the essential information from team members, and then decides the solution. The leader may or may not tell team members what the problem is in getting information from them. The role played by team members in making the decision is one of providing the necessary information to the leader rather than generating or evaluating substitute solutions.

Democratic is when the leader shares the problem with the appropriate team members as a group. Together they produce and evaluate alternatives and attempt to reach agreement on a solution. The leader does not try to influence the group to adopt a solution and is willing to accept and implement any solution that has support of the entire group.

Liassez affair is where a team leader lets their group to do what they need to do and get on with it. They use their skills and their expertise. The leader trusts its workers and they have a relationship with them, which allows them to respond and help them in many different ways.