Team Building Issues - Essay Example

Running Header: Team Building Student’s Name: Instructor’s Name: Course Code: Date of Submission: Introduction A team is a collection of individuals who are co-dependent in their roles but share responsibility for results. They are usually viewed by others and even by themselves as an intact social entity set in one or more large social systems such as corporation or business unit. A team is usually capable of managing their relationships across the boundaries of an organization. It is worth noting that sometimes people working in teams lack sufficient cooperation and enthusiasm. This is likely to result to a negative impact of an organization and subsequently leading to poor performance (Heidi, 2010). This essay will evaluate of how to train the teams by use of role-plays and business games. It will also emphasize on how to use human capital theory and human behavior modeling. It will also analyze on how to make teams effective and the various strategies to be employed. Teamwork is challenging and complex hence the need for participants training for the teams to work effectively together and become successful. Therefore, identification of factors and other variables for team building increase the ability of the team through sound leadership decisions (Lawler, 2003). Team Building In an organization gearing towards success, teamwork becomes a necessity and not an option. Creation of great teams needs to be stimulated by thorough, goal-oriented interventions that encourage self-awareness. The effectiveness of a team depends on the members of team and their skills. There is need for a team to align its goals and objectives with that of the organization. The success of a team depends on team actions that are taken to accomplish goals of the organization (Prat, 2002). Teams should involve all members as well as encouraging them to communicate with major stakeholders outside the team. Teams should assist in building their effectiveness through the members’ strengths while compensating for members weaknesses. Team morale is crucial towards efficiency and productivity of any team. Those responsible for sponsoring teams should provide training, location of flexibility, team empowerment, and team building towards ensuring the team success. It is through the teams that organizations create new knowledge for processes, services, and products used towards satisfaction of consumer expectations. Teamwork among people in all levels of an organization plays a key role towards the implementation of successful change initiatives that are necessary (Gordon, 2002). Business Games and Role Plays There are several ways that are used in training and building effective teams; such include business games and role-plays (Gordon, 2002). Business games compel trainees collect information, evaluate it, and make decisions. Business games are used in team building mainly for management skill development. They aid in motivating learning as participants are actively involved and they mimic the business’ competitive nature. They are several types of decisions that participants make in business games. They include all management practice aspects including marketing (price to charge new product), finance (financing buying of a new technology), and labor relations (agreement in contract negotiations). At Nynex Corporation, market share is used to ensure participants utilize strategic thinking including competitive analysis as a way of increasing market share (Andrew, 1998). Teams of two or three players compete towards gaining a market share. This is through determining where the team will allot its efforts and challenge the market share of the rivalry team. Business games assist in offering team members a quick start towards developing an information framework and assist in development of cohesive teams. Games are meaningful training activities for some groups like senior executives as they are more realistic than presentation techniques such as classroom illustrations. Role-plays is another way of training and building effective teams, it involves having trainees act out character allotted to them. Information regarding the interpersonal or work problem is given to the trainees. Role-plays focus on the interpersonal responses such as resolving conflict. A group of trainees in a role-play acts as team members working together. It is through the role-play that they understand each other (Andrew, 1998). It is crucial to explain the main reason of role-play to trainees as a way of making the activity meaningful and even motivating them towards building a cohesive relationship. It is during the role-play that trainer monitors the degree of intensity, time, and focus on the team’s attention. It is during the role-play that the trainer is able to point out on various weakness areas of a team. Debriefing is a critical area at the conclusion of the role-play. This involves assisting trainees discuss their experience and feeling with group or team members. They also discuss on what they learn and the resulting outcomes related to the incidents in their working places. This leads to build of a comprehensive and cohesive team building within an organization with a clear goals and extensive skills (Tjosvold & Wong, 2000). Use of Human Capital Theory in Team Building Human capital theory is the orthodox approach to the training economics. This was proposed in 1950s as an explanation of the education role in the growth of developed economics. Human capital is referred to as the education invested in people. There are high returns because of investment in terms of education of people. Industry-based training is a known form of investment that enhances the performance of various teams. According to an economist, Becker and his colleague, Joseph Mincer, (1964), industry-based training was a form of investment in human capital. This was made by organizations as a way of increasing employees’ productivity. According to human capital theory, they are two types of training that include general training and specific training. According to Human capital theory, specific training increases the employee’s productivity only within the context of organization providing the training (Andrew, 1998). Specific training plays a key role in team building by providing the necessary skills among the team members. According to basic human capital theory, training leads to higher productivity among the employees. This is due to improvement of skills and effectiveness of teams. It is through human capital training that productivity of individuals and consequently the teams improves. Individuals gain knowledge through learning on how to interact with others hence resulting to effective teamwork. Training provides individuals with skills required to build a good relationship with others that subsequently results to an effective team. Motorola is company that embarked on a successful training and education of employees in increasing their commitment and team building between 1987 and 1992. Education and training plays a key role in the development and building of a team by investing in the human capital. Learning empowers individuals in order for them to able to identify and solve problems on their own. Human capital theory provides employees with knowledge that is necessary in ensuring teams have a differentiated base of knowledge that assists in maximizing the capacity of a team (Raymond, 2002). Use of Behavior Modeling in Team Building Behavior Modeling involves presenting trainees with a model that demonstrates the key behaviors to imitate hence giving them a chance to practice them. Behavior modeling is based on social learning theory that emphasize that learning takes place through a vicarious reinforcement and observing behaviors demonstrated by a model. Vicarious reinforcement involves a trainee observing a model being reinforced for using some behaviors. Learning skills and behaviors is well achieved through behavior modeling compared to information. The activities of behavior modeling include introduction, preparation and development of skills, and application planning. Introduction that takes 45minutes involves presenting key behaviors by the use of video. It also involves offering a rationale for skill module as well as trainees discussing their experience in utilizing skill. Preparation and development of skill takes 2hours and 30minutes and involves viewing model participating in role-plays and practice, and receiving video and oral feedback on key behaviors performance (Andrew, 1998). Application planning takes 1hour and involves setting improvement goals, identifying situations to utilize key behaviors, and identification of on-the-job applications of the key behaviors. The training focuses on the interpersonal skills like communicating or coaching ideas. Model’s performance evaluation in the videotape, a videotape of a model performing the key behaviors, planning session dedicated to understanding the way key behaviors can be utilized on the job, and practice chance using role-playing are some of the aspects in every training session. Model performance and role-playing are usually based on real incidents in the employment setting whereby trainee is required to demonstrate success. Development of behavior modeling training programs usually entails identification of key behaviors, providing opportunities for practice, creation of modeling display, and facilitating training transfer. Behavior modeling is used in determining the tasks not being performed adequately due to lack of behavior or skills. Behavior modeling is also used to determine key behaviors necessary to perform the task (Raymond, 2002). Key behaviors are recognized through task, behavior, and skills identification vital towards the accomplishment of the task as well as identifying behaviors and skills used by workers who are proficient in finishing the task. Behavior modeling assists in ensuring the bottlenecks to effective teamwork and team building are identified. It helps in identifying the key behaviors appropriate towards an effective building. This is by determining the key behaviors lacking in ensuring the teams are effective. Use of behavior modeling ensures that the teams become cohesive and effective through identification of key behaviors lacking among team members (Raymond, 2002). Strategies of Making Effective Teams It is crucial to take necessary steps towards designing and building effectiveness of a team. Teams can be made effective through group building methods including adventure learning, action learning, and team training. Group building methods involves sharing experiences and ideas, understanding the dynamics of interpersonal relationships, building identity of a group, and knowing the weaknesses and strengths among the trainee’s (Gordon, 2002). Group techniques stress on assisting teams increase their skills for the sake of team effectiveness. Use of training techniques assists in developing performance of a team, improve relations among the teams, and set up new teams. Some of the methods to use in training and building the teams include action learning, team training, and adventure learning. Adventure learning focuses on teamwork and leadership skills development by use of structured outdoor training. This is an effective way of making a strong and working teamwork. It is the best method of developing skills related to the effectiveness of a team such as conflict management, problem solving, conflict management, and risk taking. “The Beam” is one method where members of a team get over a six-foot-high beam put between two trees with help coming from the team only by shouting encouragement and advice. Outdoor activities enables trainees interact interpersonally in a condition with no business rules. Such an environment assists in molding employees into a cohesive team where they are able to share strong emotional experience (Beal, 2003). Team training is another way of increasing the effectiveness and performance of a team. This is through coordination of individual performance working together towards achievement of a common goal. In order to increase the effectiveness of a team, one strategy to utilize is to train the team in enhancing its behavior, attitudes, and knowledge. This is towards the achievement of team cohesion, identity, and morale. Some of other strategies to use in team training and building is coordination training and cross-training (Beal, 2003). Coordination training involves team training on how to share responsibilities of making decision and information towards maximization of team performance. This is extremely crucial for surgical and commercial aviation teams who require extensive sharing of information. Cross training involves members of the team practicing and understanding the skills of each other so as to take his position in case of permanent or temporary leave from the team. Action planning is another strategy of increasing the effectiveness of a team. It involves giving team a real problem and has it work on solving it and committing to an action plan as well as holding them responsible for undertaking out the plan. Some of the problems include how to change the business, removing barriers between business and consumers among others. Action learning is vital in identifying dysfunctional team dynamics and eventually transferring the required skills to amend the problem. Another strategy to use is rewarding system as a way of encouraging people to contribute ideas while participating in the process of improvement. Recognizing teamwork using tangible rewards makes an organization more productive and efficient in its operations (Krotz, 2003). Conclusion Training is the main method towards modification of the teams’ behavior through education, practices and real life experiences. A learning culture is crucial towards ensuring the team is able to get the required skills. Training is crucial towards ensuring team members get a chance to be trained and acquire necessary skills. The effectiveness of the teams can be realized through training by utilizing of role-plays, business games, human capital theory and human behavior modeling. Improving the knowledge, attitude, and behavior of the team is crucial in ensuring the realization of its objectives towards working together in a cohesive manner for better outcomes. Some of the signs of an effective team are where members acknowledge the opinion of one another, set operation rules while establishing ways of decision-making. Organizations should be committed to improve performance and success of the teams (Xin, 2010). It worth to note that team determine the performance of business in maintaining a competitive edge. Benchmarking assist in determining the team’s effort impact as it gives a team purpose, goals, and direction. It assists a team measure their performance as well as assess their success. 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Leadership & Organization Development Journal, 21(7), 350-354. Xin, J. (2010). How to Motivate People working in Teams. International Journal of Business and Management, 5(10), 223-228. Read More