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Team Building
One of the biggest headaches that leaders face in managing complicated and complex tasks is turning diverse groups of employees into teams. For such teams to be successful, it is important for leaders to identify and clearly define the desired outcomes, set milestones, formulate a team-by-team game plan, which is complete with standards and deadlines, and keep team members focused. For instance, having a rule of no interruption can give every group member an equal opportunity to participate in group meetings. It can also help members to refrain from caustic or judgmental responses. Adopting procedures for meetings can also help team members to quickly make decisions during meetings (Carpenter & Kennedy, 2001). If members commit to sticking to the rules and see how effective they are in helping their teams work efficiently, they can be more inclined to follow the rules to the latter; as a result, the team members will be less likely to engage in some kind of behavior that undermines the rules.
Importance of Establishing Ground Rules and Respecting Cultures Amongst Team Members
Ground rules are crucial in the team context, since they define how members engage with each other during meetings and in workplaces. Ground rules are key to preventing conflict in workplaces, since they define the team's decision making process and participation in meetings. Additionally, ground rules act as safeguards to prevent unnecessary escalation. Teams work smoothly, if members clearly understand the rules and commit to following them. For instance, creating a rule against personal confrontation can help reduce the possibility of such from taking place in meetings or in the workplace. Another example of how such rules might help in the smooth running of teams is to set rules on attendance and clearly define the measures to be taken against members who don't adhere to the attendance rules (Maiese, 2004).
Similar to the establishment of ground rules, utmost respect for all the cultures or religions of team members can improve team performance. Mutual respect for different cultures can also create an atmosphere whereby team leaders can leverage on the different skills and talents from the diverse team members to create a synergistic work environment, enhancing the performance of different teams (Maiese, 2004; Carpenter & Kennedy, 2001).
Diversity and Team Performance
Although on one hand it may appear easier for individuals from similar cultures or backgrounds to work together, on…
References
Carpenter, S.L. & Kennedy, W. J. D. (2001). Managing Public Disputes: A Practical Guide for Government, Business, and Citizens' Groups, San Francisco: Jossey-Bass Publishers.
Kooij-De Bode, H. J. M., van Knippenberg, D., & van Ginkel, W. P. (2008). Ethnic diversity and distributed information in group decision making: The importance of information elaboration. Group Dynamics, 12: 307-320.
Maiese, M. (2004). "Ground Rules." Beyond Intractability. Eds. Guy Burgess and Heidi Burgess. Conflict Information Consortium, University of Colorado, Boulder.
PIETERSE, A.N., VAN KNIPPENBERG, D. & VAN DIERENDONCK, D. (2013). CULTURAL DIVERSITY AND TEAM PERFORMANCE: THE ROLE OF TEAM MEMBER GOAL ORIENTATION. Academy of Management Journal, Vol. 56, No. 3, 782-804. Doi: 10.5465/amj.2010.0992
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Team Building Classify each team member into one of the four matrix areas Alice High Motivation / High Skill Bill High motivation / Low Skill Chris Low Motivation / Low Skill Doug High Motivation / Low Skill Erica High Skill / Low Motivation Lisa High Motivation / High Skill Discuss the recommended action for each employee, depending on his/her classification Alice The recommended action for Alice is to make the most of her involvement in several training initiatives. This can be to attain even greater prospects
Team Building in the Workplace by Fapohunda Tinuke Fapohunda, Tinuke Effective Team Building in the Workplace The article sets out eight important points identified by various other authors that promote effective team development. The eight points are decision making authority; clear goals; accountability and responsibility; training and development; effective leadership; provision of resources; organizational support; and rewarding team success. The paper evaluates team development in organizations by exploring key issues linked to application
Team Development The following will be answers to questions given in instructions. Reducing the frequency of official meetings will help the team stay focused on their goal. Don't just schedule meetings because it is what every team does. Just remember: the team's main aim is to keep it collectively engaged in the project at hand. Make sure the team has a very clear focus that interests every member. One way to increase