Team building - Research Paper Example

Team Building Describe the Key Aspects of Team Development, from Recruitment to Empowerment Team building is an imperative aspect of any organization. Why this attains significance is directly proportional to the amount of work that these teams in essence do, and the kind of intensity with which they deliver such nuances reflects the necessity of having teams in the first place. Now how these teams shape up development and growth for these organizations is something that takes a great deal of hard work and commitment, not only from the domains of the management but also the employees themselves who are an able part of these teams nonetheless. What is even more quintessential is how team development has been able to speak volumes about its own self from the stage of recruitment down towards provision of empowerment. This paper discusses the basis of team development as it has been able to showcase the true dynamics of its working within the recruitment down to the empowerment stages within the realms of an organization. The key aspects which deem a great deal of significance here discuss the requirement of a collective effort – an effort that is dependent on how well the individual team members incorporate hard work with intellect, and how they look up to success in more than a single setting. Since team development banks a whole lot on how these individual members essentially work, it is only natural to think of their collective efforts being directly linked with the same (Hanlan, 2004). But then again, there are issues and problems which must be resolved in order to make sure that team development does not come to a halt all of a sudden and there are ways to tackle the loopholes which might arise at some point in time within the organizational discourse. Another aspect that has to be stated here is that of improving communication amongst the team members. This will make it possible for the team members to know exactly how smooth flow of communication would assist their chores and make them comfortable with each other as well. It will open up pathways for their working basis, and outline the need for growing out of the box rather than getting shelved within a zone. The communication premise is very significant because it removes the barriers that exist within a team and allows the team to progress further rather than sticking to a particular agenda for long periods of time. This is so needed because it resolves the ambiguities that arise within teams and takes care of the negatives which can creep up at any time. When one contemplates the issue of hiring individuals within an organization, it is of paramount importance that these people know exactly what is expected out of them and whether or not are they ready to become a part of a team within the organization that they are getting recruited within. If the answer to such a query is in the negative, it would be better for the organization to let go of such an individual and rely more heavily on how well they work in the form of their own space. However, there are many examples of individuals who would absolutely cherish the idea of working in a team, as long as it makes them think, feel and experience the dynamics of growth and development within the organization that they are getting hired in, across the board. In terms of recruitment, it is of paramount significance that the aspiring employee knows well in advance that he would be required to commit to a task which is in the middle of a team, and hence team building domains would be required of his professional self (Maddux & Wingfield, 2003). If the organizational values are such that the employees need to work in unison with one another, then it is only natural that the aspiring candidates for achieving employment know beforehand what is expected out of their realms and how they will go about completing these tasks and objectives that shall be assigned to them with flying colors. What remains to be seen is the management’s stance, and more so with the changing global dynamics, the perspectives have been aligned all the same. Since recruitment measures within any organization of the world are always on the move, it is of the dire essence to understand what the key requirements are in terms of the team building measures. This shall pave the way for a better understanding of the team development routines, and how these have benefited the organizations in the long run. What is most important is how well these organizations have been benefited by the team development measures, and what steps are being promulgated by them to make sure that the new and aspiring employees know beforehand what would be their job nature and indeed the manner in which they will have to complete their chores once they get into the realms of the job itself (Michaelsen, 2002). When recruitment is done in a proper manner empowerment starts coming automatically and hence the reason that team development is considered one of the most vital aspects of organizational growth in the broader sense. Recruitment measures are immensely facilitated by team development regimes because it gets everyone on the same page and then only the process of imparting empowerment comes about of age. If these measures are not addressed, then the issues would exponentially multiply and the end result would be of failure more than anything else. In the end, it would be adequately sound to state that those organizations which focus seriously on the premise of organizational growth through team building exercises are the ones that rely heavily on their success. It is always a good omen for these organizations to focus on the long-term success because these enable the teams to shape up well within the midst of things, and thus emphasize more on getting the job done rather than on anything else (Bonner, 1959). Team building improves productivity if seen from a strategic perspective and it should always be given the due credit that it deserves. References Bonner, H., 1959. Team Dynamics Principles and Application. Ronald Press Hanlan, M., 2004. High Performance Teams: How to make them work. Praeger Maddux, R. & Wingfield, B., 2003. Team Building, 5th ed. Course Technology: Thomson Learning Michaelsen, L., 2002. Team-Based Learning: A Transformative Use of Small Groups. Praeger Read More