People and organization development - Coursework Example

? People and Organisation Development: Team and Team Building Contents Introduction 3 Team and Team Building 3 Objectives of the Study 4 Review of Related Literature 5 A Case Study on Team Building 5 The Concept of Team Building 6 Applications of Team Building 7 Effectiveness of Team Building 9 Results and Discussion 9 Advantages of Team Building 10 Limitations and Challenges in Team Building 11 Methods and Techniques in Team Building 12 Conclusion 13 Recommendations and Personal View 13 References 15 People and Organisation Management: Team and Team Building Introduction An organisation is composed of different units with specific roles that contribute to the success of the operations and the achievement of the goal. One of the most important aspects on the establishment and operation of an organisation is the change that dictates organisational development. Organisational development (OD) is the force that moves the company forward in different aspects. It is described as by Huse in 1980 as ‘the deliberate, reasoned, introduction, establishment, reinforcement, and spread of change for…the improvement of the organization both in terms of effectiveness and health” (Nel, 2009, p.2). For that matter, the change brought about by the reaction of the organisation to different intrinsic and extrinsic factors can be considered included in the definition of organizational development. These changes affect the components of an organisation specifically the people. One aspect of organisational development is even targeted to improve the well being of the people such as the employees and the members of the organisation. Due to the importance of the development of the people, the research undertaken is focused on one of the important dynamics in an organisation that is related to the people, team and team building. Team and Team Building Teams are cooperative groups in an organisation established to achieve common specific goals. Members of a team need to be cooperative, supportive, trusting and team players. This is considered challenging specifically in a very competitive environment such as the work (Quick, 1992, p.vii). Thus, to be able to achieve the goals of a team, it is important to ensure the productive and efficient dynamics of the group. This is where the concept of team building comes in. Team building is defined as the planned activities with the primary objective of improving the group dynamics. The main roles of team building activities include “improvement of the accomplishment of tasks, interpersonal skills, problem solving skills and team performance.” Such activities apply for different classifications of groups such as work groups, temporary project teams and virtual teams. In addition, problems and challenges within an organisation or within the team itself can be resolved through team building activities namely lack of cooperation, loss of productivity, conflicts within the group and in the work environment, lack of innovation and initiation, and the failure to achieve goals and complete tasks leading to inefficient services. Team building activities cover the different aspect within the organisation such as employee involvement, work design, restructuring, and strategic change (Cummings and Worley, 2009, p. 2263). In general, the issues related to team and team building is clearly connected to the change that can challenge the company and can result to either excel or fail. For that matter, the methods and principles of the dynamics of the team and the methods and techniques in team building are considered to be included in the basic protocols in the establishment and operation of organisations. Thus, to be able to achieve an understanding of the team and team building concept, it is important to consider the different topics related to the subject matter understudy. Objectives of the Study The study is aimed to present an overview of the concepts of the team and team building and the role on people and organisational development. In general, the main objective of the concepts of the team and team building is to be able to adapt to the changes encountered by the organisation. Specifically, the study is aimed to achieve the following objectives: 1. To define team and team building and to present the different aspects of the concepts. 2. To establish a review of related literature that can present a foundation of the knowledge regarding the concepts. 3. To enumerate the benefit and advantages of the implementation of team and team building. 4. To enumerate the limitations and challenges associated with the application and implementation of the team and team building methods and techniques. 5. To present the role of team and team building in the development of the organization. The be able to achieve the objectives, a research of the different reference books and journal articles had been undertaken related to the topic. Review of Related Literature Case Study on Team Building Upon the development of the information technology, team building reached a new level, virtual team building. This is necessary specifically in a world wherein interactions between organisations and between teams within an organisation can occur through virtual communication. Team collaboration is a need since outsourcing is a trend and organisations are not limited by geographical differences in the modern era. In such an interaction, conflicts and problems in different aspects are inevitable, thus, team building is an utmost need. Conflicts and breakdowns can be attributed to the differences in cultural and geographical distribution (Bjorn and Ngwenyama, 2009, p.227). The case study is about a global transportation company operating in different countries in Europe, Canada, US and Asia. The need for the development of common software process is needed for better communication specifically in the software process improvement (SPI) program. To establish cohesive and efficient teams, the company perceived the need for team building through the establishment of shared meaning. They achieved it through the focus on three factors including lifeworld, organisational structures and work practices. The results study revealed that the success of the shared meaning is more evident in virtual group collaboration compared to the personal interaction. In addition, one of the most effective to establish the shared meaning is through the creation of translucence structure (Bjorn and Ngwenyama, 2009, p.227). The Concept of Team Building In the study of team building, one of the main subjects is the definition and discussion of the different concepts and factors related to the team and team building. The research conducted by Garavaglia and McDaniel, focused on the definition of team which was considered as the primary phase towards understanding of team building. The study determined what teams are and the main difference with groups. Groups are collection of individuals working together while in team building efforts and development are required to achieve a team with possession of common thought, common purpose, collective conscience, and accountability toward each member and toward the team as a whole (2010, p.1). The definition of the team is included in the basic lessons in team building. Upon the determination of the basic concept in team building, another study presented the competencies used by effective managers to build teams by Gilley and colleagues. This is to present the role of the managers and the leaders of organisations in the establishment of successful team or teams within the organisational structure. There are two parts in the study. One is the determination of the different managerial competencies in the establishment of teams and another is the determination of the different factors that can predict the success of the manager in parameters such as the motivation of employees in the process of decision making, coaching the members of the organisation and teams, and the capability to communicate clearly and effectively (Gilley, Gilley, McConnell and Veliquette, 2010, p.29). These factors appear simple but can be considered challenging specifically in the complex organisational environment. In relation to the function of the different members of the team, the manner by which the knowledge building is being facilitated in the team was the focus of the study conducted by Rentsch, Delise and Letsky (2010). It is a logical choice that teams are composed of members with unique knowledge due to the need to cover multidisciplinary aspects. But the main observed challenge is the process of communication to be able to unify the view within the group. This situation is in need of team building process specifically team training strategy to achieve knowledge building and high team performance. Upon undertaking training strategy, improvements in the work output had been observed specifically in terms of knowledge transfer, interoperable knowledge, cognitive congruence, and performance as compared to control teams (Rentsch, Delise and Letsky, 2010, 505). To be able to analyse the dynamics of the team, models for building effective teams are established and utilised. One of the said models is the integrated theoretical model which was tested on the concepts such as team, teamwork, ad teambuilding. Based on the results of the research, the main application is in the field of human resource development specifically in the establishment of effective teams (Gilley, Morris, Waite, Cotes, and Veliquette, 2010). Applications of Team Building The application of team and team building techniques had been considered as an essential organisational development solution for the improvement of the performance of the group in terms of the different aspects and facets in an organisation specifically in the 21st century. In the study conducted by Higgs the main subjects discussed are the performance and the success of the top teams, specifically the senior management teams. Based on the study, there are factors associated with the success of such teams. The study focused on the importance of the different characteristics and personalities of the people in a group basically aiming on the importance of recognising the capability of each unique individual to contribute to the success of the group. In addition, the study also focused on the main methods to be able to effectively have cooperative interaction among a diverse group of people with different skills and personalities. It advocated the importance and effectiveness of the board processes by Higgs and Dulewicz in 1997. The empirical study of 54 senior management teams resulted in the recognition of the importance of process intervention to be able to develop and improve team performance (Higgs, 2006, p.161). Another study is focused on the study of the application of one of the methods and techniques of team building which is team goal setting. The study was undertaken by establishing a season-long team building intervention. Team building in the study was focused on sports, another important application of the concept of team building. If the said method is effective, cohesion in the group can be observed. The results showed that although the two sets have the same perception of the concept of cohesion, the implementation of goal-setting technique led to a better understanding of the concept of cohesion, thus, the said method is effective in achieving cohesiveness in a team, which in this case is related to sports (Senecal, Loughead and Bloom, 2008, p.186). Cohesion is an essential element in a successful team. For that matter, the study contributed the importance of goal-setting in the concept of team building. Another research was also focused on the dynamics of team building. The study was focused on the model of leader-initiated relationship building. The study concluded that there are three essential steps needed to be able to establish a successful virtual team. These steps include the assessment of the conditions, aiming for the level of relationship and the creation of the strategies that will be applied (Pauleen, 2004, p.227). The coverage of the utilization of the different concepts on team building transcends the type, size and coverage of an organisation. In a study conducted by Jones in 2008, the focus is the process of team building in a large scare project. At such an organisation of complex components, the cohesion and harmonious interaction between components specifically in terms of the application of the different methods and techniques such as top management commitment, organisational change management initiatives, and comprehensive process mapping (Jones, 2008, p.113). Effectiveness of Team Building Upon the determination of the samples of application of the team building concepts and its importance, it is important to tackle the query on the effectiveness of team building. In the work of Klein et al. in 2009, the effectiveness of team building had been explored through comprehensive investigation. The main focus of the study was to present the effects and roles of the different team building components to the cognitive, affective, process, and performance of the teams and the organisation namely goal setting, interpersonal relations, problem solving, and role clarification. Results of the study showed the positive effects brought about by team building in the performance of an organisation (Klein et al., 2009, p.181). Results and Discussion Based on the review of literature related to the development of the concept of team and team building, the main objective of the paper is to present the different aspects in the application of team building concepts and techniques. Advantages of Team Building One of the main subject matters related to team building is advantages that the process can bring about to the organisation. Basically, the presence of the concept of team building is inevitable in the process of organisational development. This can be attributed to the benefits and advantages that team building can contribute to the organisational structure, functioning and performance. 1. Benefits to the Members of the Team Team building is not only beneficial to the organisation. It can also bring about advantageous outcomes for the members of the team or the organisation as a whole. One of the benefits of team building is the development of the person’s leadership skills. As a team player, every person in the group has the task of contributing to the success of the group. By doing so, confidence in oneself is developed. The characteristics of the leader can be found in the concept of the team. As a member of a team, one must be able to help, motivate, achieve and share goals with the team members. These are the prerequisites to being a leader. Being in a team can develop a person’s leadership skills, thus, observable improvements of a person’s characters are evident even outside the team and work environment (Midura and Glover, 2005, p.2). Another benefit is the development of confidence of the members of the group. This is a result of the team building training wherein every member’s worth and importance in the success of the group is known. This enables the team members to realize their importance through their contributions in the team. In relation to the development of the confidence of the members of the team, the self-esteem is also achieved. This is the capability to work hard to be able to succeed. Through the trust given by the team and the organisation to every member of the group, the person is motivated to achieve goals that can contribute to the success of the group (Midura and Glover, 2005, p.3). 2. Benefits to the Organisation The ultimate goal of the process of team building is to benefit the organisation as a whole. Basically, the different benefits of team building to every individual in a team can ultimately be observed in the performance of the organisation. Confident, esteemed, and capable members of the team or teams within an organisation can be considered as strong building blocks of a successful organisation with efficient output and results. Team building can lead to the development of morale, trust, cohesiveness, communication and productivity. It educates the members of the group to build commitment, deal with team conflict, develop creativity in team problem solving and decision making, and learn evaluative ways to determine the growth and improvement of the team (Quick, 1992, p.vii). Team building can also develop the different characteristics of a successful team such as cohesion, cooperation, trust, and motivation toward the achievement of goals (Gratton and Erickson, 2007). The ultimate goal in the establishment of teams within an organisation is the efficient achievement of goals through cohesion and cooperation. This is not an easy task but team building is the process that develops the needed team dynamics to be able to achieve such goal. Limitations and Challenges in Team Building There are limitations and challenges in the application and implementation of team building techniques that are aimed to help the organisation as a whole. There are limitations that can hinder and challenge the team building process. These can be classified on two levels. One is during the establishment and another is during the operation of the team. During the establishment of the team, even the specific details such as the objectives of the group can create conflict. This can be attributed to the differences in the personalities and capabilities of every person in the group. Prior to learning the lessons of trust, sharing, encouragement and support, conflicts and misunderstandings are inevitable (Midura and Glover, 2005, p.7). These challenges are encountered during the establishment of teams. Although this is the case, such scenarios and situations also occur during the operational of the team. One of the main challenges in the team is the maintenance of cohesion and the prevention of conflicts. One cause of faction is the negative attitude of one or more members of the groups. Such behaviour can be either done consciously or unconsciously and can result to conflicts and failure to achieve the teams set goals. Examples of such negative attitudes are put-downs, negative pressure, boastfulness, inability to listen, cliques, me-first attitude, sarcasm, low tolerance to teammates’ poor physical skills, impatience, and being too sensitive to criticisms (Midura and Glover, 2005, p.7). These are the common challenges and limitations in team and team building that negatively affect the performance of the group. To resolve this, there are methods and techniques that had been developed through the years to aid in the success of team building. Methods and Techniques in Team Building There are numerous methods ad techniques applied in team building. For the purpose of the study, a brief overview of the different methods and techniques will be presented. Based on the study by Gratton and Erickson in 2007, there are eight factors that lead to a successful team. The first factor is the visible investment of executives in the relationship practices, for example, the establishment of office or work set-up that encourage better communication between team members. The second method is through modelling of collaborative behaviour by the senior executives to set examples for cohesion of the team and the whole organisation. The third factor to the success of the team is the creation of a ‘gift culture’ or the process of teaching other members through mentoring and coaching. The forth factor is the active participation of the human resource department in educating the people to actively communicate well, resolve conflicts, and establish relationships to improve team collaboration. Supporting a strong sense of community is the fifth factor that is important specifically in times when members need help from other members of the group. Other factors that are essential to the success of the team are the assignment of a good leader, building heritage relationships, and the understanding of role quality and task ambiguity (Gratton and Erickson, 2007, p.104). In the work of Dyer and Dyer, on the other hand, the main focus to achieve success in team building process is the methods and techniques on the different phases of implementation such as the establishment and planning, the operation and the evaluation. Numerous methods and techniques had been enumerated but these phases are considered as the main trends in team building (2007). Conclusion Based on the study undertaken, team building process is a challenging yet beneficial and advantageous endeavour needed to be undertaken for the success of the team and the ultimate success of the organisation. Through the years, research and studies were undertaken to better understand the concept of team building and to develop methods that can be applied in real organisational settings. Recommendations and Personal View The organisational environment is continuously developing and improving, both in terms of complexity as well as efficiency. For that matter, cohesion and oneness of the components are of increasing necessity. On that note, continuous study of new ways to improve team building is recommended in the line of research and development. In addition, empirical evidences on a more organised manner will also be helpful in future query on the subject matter. Due to increasing complexity of the process of team building, there are numerous subject matters to explore. One example of an aspect of the study of team building that can be considered in future research studies is establishment of techniques utilizable in the application the field. In those kind of studies, empirical data gathering and experimentation is the most important aspect. On a personal note, team building is an important factor in the success of the organisation as a whole. Every task undertaken by a person within an organisation has the objective of contributing to the common good and success of the organisation. For that matter, being a team player can be considered as the main essence of being a member of an organisation. For this reason, team building can be considered as one of the most important factors in the success of the organisation. The lessons of team building create better persons, employees, members of the organisation and team players. This can be attributed to the fact that people are trained to perform better and cooperate to the whole organisation in achieving common goals. Instead of just targeting personal success, people become more concern with the welfare and success of the organisation and the whole world. Being a team player is a lesson of selflessness which means a decrease in selfishness and an increase on sensitivity and concern for others and for the members of the organisation. References Bjorn, P. and Ngwenyama, O. (2009). Virtual Team Collaboration: Building Shared Meaning, Resolving Breakdowns and Creating Translucence. Info Systems J, 19, 227-253. Cummings, T.G. and Worley, C.G. (2009). Organization Development & Change. Mason, OH: Cengage Learning. Dyer, W.G. and Dyer, J.H. (2007). Team Building: Proven Strategies for Improving Team Performance. San Francisco, CA: John Wiley and Sons. Garavaglia, B. and McDaniel, G. (2010). Team Building in the Workplace: You First Have to Understand What a Team is. Journal of Business Leadership Today, 1 (7), 1-21. Gilley, A., Gilley, J.W., McConnell, C.W., and Veliquette, A., (2010). The Competencies Used by Effective Managers to Build Teams: An Empirical Study. Advances in Developing Human Resources, 12, 29-45. 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