Developing Team Skills
Organizational development is based upon variety of factors mainly the internal organizational culture is required to be assess at very large scale. Foremost there is need of concentrating on the fact that through positive organizational culture the organization can build stress free working environment and relationship among staff and employers could become stronger. Team work is a major factor which is a part of organizational culture. If team working is effective and yielding results then it corroborates for the favorable organizational culture. It is to acknowledge that team work should gain huge priority within the companies (Solansky, 2008). Here in this report the issues and challenges related to team work has been described in an appropriate way. The role of communication and effective conflict management has also explained with the perspective of establishing the teamwork culture.
Importance of team and nature of groups:
Before gaining the intellect about the building the team culture there is need of improving the knowledge about significance of team work and nature of groups. The main characteristics of team work are that it supports the innovation and dynamism within the organization. People work at single platform and contribute collectively towards the benefit of company. The elements of brainstorming are very common so that the innovation and uniqueness could be introduced (Tosi and Pilati, 2011). Ahead another significant characteristic of team work is that it might support the element of dynamism. People belong to different culture, values, experience level is different and knowledge is also wide so dynamism also supports in strengthening the internal culture. The main advantage of team building is that it helps in improving the productivity of company. As mentioned above that innovation could be inherited within the company if team culture is effective so it supports the performance at very large scale. Another significant element related to team work is that it disseminates the wide range of knowledge within the business entity. People from different fields and areas work together and share their experience and knowledge so it just builds the competency of individuals who are new within the company. Further in team culture every team mate feel connected towards the organizational goals and objectives and his personal goals with company’s aims and objectives. So in long term it helps in enhancing the employee engagement and employee retention (Kilmann and Thomas, 2005). Thus these are certain advantages of team work that could be availed by an organization.
Important factor to be considered while forming the team:
The major factor which is required to be considered here is that if an organization has adopted the right kind of team formation strategy then it helps on the ground of creating the team culture. Within the team there is requirement of putting the balanced people so that the chances of creation of grudges could be diminished. There are certain golden rules for the development of team, described below:
Follow the practical approach: Here the term practicality includes the assessment of people before putting them into one team. It is clear that managers are required to understand the nature and behavioral aspects of employees. It could help in understanding their possible behavior within the team. A team consists of experience employees, new entrants etc. so the balance should be maintained (Northouse, 2012). While forming the team there should is requirement of describing about the roles and responsibilities that has been allotted to individuals. Further the objective of formation of team should also be clear to every team mate. Team leaders should be competent enough to handle such aspects and need to give priority to all considerable factors so that the team environment could become positive. It can avoid the element of chaos. Thus it is a major step which is required to be followed.
Creates the environment of comfort: The individuals working within the team should be comfortable with each another else it can hamper their productivity. After the formation of team the organization should give a chance to individuals to know each other so that the familiarity could be developed. If the team mates are not comfortable with each another then it might definitely create the hesitated environment and the main element of team culture the brainstorming and innovation can’t be achieved. Thus these are two most significant aspects which are required to be followed for the purpose of developing the team (Polelle, 2008). The managers should have understating about human nature that grudges and ego are two most common personality traits. So the teams should be formed in such a manner so that these two negative personality traits could be eradicated. Further to support these rules or elements there is need of focusing on variety of other elements like effective conflict management, improving the communication process, proper performance assessment techniques etc. these factors of management practices can show huge level expediency in dealing with the negative outcomes of team culture.
In order to address the cited issues there is huge requirement of adopting the proper performance assessment techniques. It is most common feature of human personality trait they demand proper recognition and appreciation for their efforts. It is to acknowledge that with the help of such aspects team building practices could be proper (Sadler, 2003). There is huge requirement of identifying the most appropriate performance assessment technique that can help in dealing with the negative aspects of team work culture. Most of time it has been found that team mates has complained about the fact that they never get proper recognition and appreciation for their efforts. It minimizes their efforts and develops the level of grudges. According to sometime favoritism or duet to experience level old employee took all credits and new employee just gets normal appreciation for their work. So it can hamper their attitude and experience towards the team work. Here it can be said that in this situation the managers are in fault completely and they need to bring adequate amount of changes in their performance assessment pattern so that fair distribution of wealth, rewards and incentives could take place (Johnson and Media, 2013). It can boost the morale of employees and can raise their enthusiasm working within the team.
For the same purpose the leaders need to give adequate amount of consideration to ethical management practices. They need to work within their ethical boundaries and are supposed to follow the values and proper code of conduct. The performance assessment should be based on the efforts and skill set of employee rather than the favoritism and experience level. It can help in gaining the trust and confidence of employees (Dexter and Prince, 2007). As mentioned in the given scenario that most of time the performance assessment done without the teammates in just one cabin. So this kind of practices is required to be eradicated and the employees should get fair description about the performance. It can make them aware about their mistakes and the reason behind the low performance appraise could be identified. At the same juncture the leaders are required to make them aware about their performance on the regular basis in positive manner. It can also create the fair pattern of performance assessment. Here the performance could be related to opportunity as well (Men and Stacks, 2013). While working within the team some new employees might not get enough opportunity to show their talent and competency. It can also hamper the team culture or team environment. The main aim of team is to bring new leaders within the organization. The leaders should provide enough growth opportunities to sub ordinates so that the organization can get more people with respect to delegate the authorities. So in this way both the aspects related to individual performance is clear and need to e followed at very large scale. The organization can get help from record sheet, benchmarking technique and by filling the feedback forms about team mates and their behavior in order to practice fair assessment of performance. Through this factor the leaders can avoid the unnecessary grudges and heat among the employees (Gennard and Judge, 2005).
It is most significant area of concern where the role of leaders could be experienced. If the leadership is influential then it is clear that the conflict could be managed properly. Before focusing on conflicts management it is essential to understand that it is very common factor which can’t be neglected at all. The leaders or managers can’t say that conflicts couldn’t be raised. It is a part of organizational activities especially when individuals are working within the team (Klein, 2007). The management experts have mentioned that the meaning of conflict is that team is working and giving their hundred percent towards their work. The team mates are justifying with their roles and responsibilities if there is evidence of conflicts. But the worst thing is that if the conflicts become person and it starts to hamper relationship of team mates. The conflict should be healthy ad it must be related to work only. This is a point where the role of leaders become strong and they need to interfere within the working of team. They need to understand the reason behind the conflict and have to resolve it in proper way (Mabey and Lees, 2007). It is very significant aspects that must be dealt in effective manner. In order to resolve the conflicts or grudges there is need of taking sessions and have to ensure that people should not get into unnecessary arguments. It can definitely create the conflicts beyond the boundary of work. Mostly the common conflict area is the discrimination within the team. Due to diversity variety of people work with each another and they just have their opinions and beliefs about each another. So if it gets uncontrolled then the conflicts could be raised. Thus the discrimination should not be allowed within the organization. There is no set technique of conflict management the leader can just maintain good relationship with each another and need to spread the positive vibes within the team. It can help in developing the favorable team culture. As mentioned above that it is a responsibility of leader to get aware about the reasons behind the conflicts among the team mates. So, one of the most crucial elements or reasons behind the conflict are above mentioned improper performance assessment technique (More, 2000). It just makes people against each another and the relationship of employee and employer could be hampered. Hence this is another area where conflicts could be noticed and it is quiet natural as this is related to the increment in dissatisfaction level of employees. Thus for the purpose of resolving the conflicts the leaders need to ensure that nothing should be personal among the employees and most importantly the management is required to practice the ethical value practices (Nothhaft, 2010).
Role of communication:
There is no meaning of forming a team if the communication is not proper and effective within the team mates. The role of communication is very immense within the different aspects of team. There is huge requirement of concentrating on the fact that through communication people come closer to each another and they can aware of each other behavioral difference. It can help to bring some boundaries and understand each other’s attitude level. The communication is one factor which should get huge consideration by leaders while managing the conflicts between the team mates (Mumby, 2012). While addressing the mentioned issues or problems the communication should gain huge priority. The improvement in communication process not only helps in bringing the team mates familiar to each another but one of the main objective of brainstorming could be achieved. The team development theory of Tuckman suggest that once team mates come closer to each another and they started to adjust with each other they need to get into the healthy discussions or brainstorm sessions so that the positive outcomes could be presented in front of team. In this model the author has suggested that with the help of communication one can easily get over the grudges and conflicts.
For the purpose of improving the communication level the leaders can rely upon arranging the fun activities within the team (Miller, 2011). Besides the work these kinds of fun activities must gain priority so that light working environment could be created. Ahead another main advantage of arranging such activities are to focus on minimizing the stress level if leaders experiences any. So the fun activities can force people in positive way to interact with each another and in understanding each another. The team building exercises could also be interesting in same matter (Sevi, 2010). It can address the issues related to low communication or poor interaction. Ahead outdoor activities could be arranged by the team leaders. It can also work in favorable manner and yield high level positive results in developing the inter-personal communication. The role of communication could be justified in professional manner as well. The experience team mates and leader can get into interaction process with other team mates on the regular basis and they can try to understand their problems or ideas (Servage, 2013). The opinions of every individual within the team must be floated very freely so that the confidence level could be developed within the team. This factor excites the team mates and they give their viewpoint regarding the work or project. Other than this the leader can make small groups within the teams even and rotation could be done with respect to make people comfortable and free to communicate (Yu, 2004). Further meetings could be conducted where very team mate should get opportunity to speak or share their experiences. It could be beneficial with the perspective of assessing the competency and skill set of employees. At the same juncture the leaders has to take the responsibility that there should not be any small group within the team, especially on the basis of caste, creed, sex, religion etc. else it can hamper the productivity and environment of team. Thus the role of communication is very immense in addressing the team related issues (Roberts, 2013).
It is another very significant element on which the success of team is depending. The element of trust should be presence at every level of team. Straight from higher authorities to lower level staff everyone should have trust on each another. Most importantly the leader should have trust on his team mates that they can perform exceptionally well and can help the organization in achieving their targets. This kind of trust of leader boosts the motivational level of employees and enables them to put extra efforts (Ordiz and et,al., 2003). The leaders should trust on the competency level and need to implement the ideas given by the team mates. It is essential just to unite the team. If the trust factor is absent then it is near to impossible to work as a team and giving best to the organization. The leaders are required to follow the basic principle of motivation which is trust. It put positive psychological impact at the mindset of employees. Ahead the team mates should put their trust on the leaders and his values. It provides the freedom to leader and he can take free decision for the benefit of company. Here lower level employees have to understand that trust is something which should be mutual. It can’t deliver from one side. Both team mates and team leader has to put their faith on each another. Other than this the organizational is also required to trust on the competency of team which they have formed. It can boost the morale of all the individuals associated with the team (Salas, Bowers and Edend, 2001). Thus in this way the success of team is completely dependent upon the trust and its related aspects. Further it is also clear that the trust should be supported by sense of respect towards each another. It is another major area of concern for the employees. It is essential to explain that if team mates have sense of respect then it become possible and easier to work with each another. The sense of respect could be developed very easily. The leaders need to set the benchmark and other individuals could follow him. Further the sense of understanding is also required. Overall it is clear that the collaboration and coordination among the team mates could be inherited easily if the leadership is influential and ideal. Through collaboration and coordination the team building could be possible for the purpose of achieving the objectives (Carlisle and Loveday, 2007).
Thus with the help of above report the expediency of team work could be easily understandable. It is to acknowledge that if the team works is proper then it become easier to bring innovation within the organization. However establishing the team culture is not as easy as it demands collaboration and coordination among the team mates. In above report the management practices has been explained very articulately in order to deal with the challenges related to team development stages. The major learning of this report is that all the aspects are inter-linked. But all problems start from the formation of team in improper way. The higher authorities have to select the candidates in very painstaking manner so that the desired outcomes could be created. Further the performance assessment could be improved through regular sessions and meeting. In meeting the transparent performance could be shown and justified appraisals could be distributed. Ahead it is also clear that without identifying the reason behind the conflicts the leaders should not take any action. It might create wrong judgment and situation could become worst. With respect to improve the team culture the role of communication is also clear after the construction of current study. At last if leaders are dedicated to deal with the problem and challenges of team building they need to develop the sense of trust and respect among the team and its associated stakeholders i.e. organization, managers etc.
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