The Four Essential Elements of Teams

In this historic period of rapidly changing technology, market-driven decision making, customer sophistication, and employee restlessness, leaders and managers argon faced with new challenges. Organizations must habitus new structures and master new skills in hallow to compete and survive.As work settings become more than complex and involve increased numbers of interpersonal interactions, individual parturiency has less impact. In ordinate to increase efficiency and military posture, a theme effort is required. The creation of teams has become a key outline in many organizations. Team building is an essential element in supporting and improving the goodness of small convocations and task forces and must be a key part of a total schedule of organizational modify.Hellriegel, Slocum, & Woodman (1986) state that team building is used to cleanse the effectiveness of work groups by focusing on any of the following four purposes setting goals and priorities, deciding on mean s an methods, examining the room in which the group works, and exploring the quality of working relationships. A cycle then develops it begins with the awareness or scholarship of a problem and is followed sequentially by data collection, data sharing diagnosis, action planning, action implementation, and behavioural evaluation. This style is repeated as new problems are identified.Not all work groups are teams. Reilly and Jones (1974) total four essential elements of teams goals, interdependence, commitment, and accountability. The members must charter mutual goals or a reason to work unitedly there must be an interdependent working relationship individuals must be committed to the group effort and the group must be accountable to a higher level inwardly the organization. A good example is an athletic team, whose members share goals and an overall purpose. Individual players have specific assignments they are prudent for, but each depends on the other team members to complet e their assignments. Lack of commitment to the team effort reduces overall effectiveness. Finally, the team usually operates inwardly the framework of a higher organization such a league.The overall objective of a work team is to exercise control over organizational deviate (functionally, this involves increased decision-making and problem-solving efforts), although a side effect may be to increase the productivity of individual members. A primary objective of team building is to increase awareness of group process. In essence, the group members ordain learn how to control change externally by experimenting internally. The team-building effort will concentrate on barriers to effective operation and the selection of strategies to overcome these barriers.Organizational failures often are not a result of short(p) leadership but of poor followership. Few training programs teach how to be an effective member of a democratic group. A team member is one of a group of mutual followers. Observation of individuals functioning within teams leads to the following list of characteristics of an effect team member. Such a personUnderstands and is committed to group goalsIs friendly, concerned, and interested in othersAcknowledges and confronts conflict openlyListens to others with understandingIncludes others in the decision-making processRecognizes and respects individual differencesContributes ideas and solutions determine the ideas and contributions of othersRecognizes and rewards team efforts andEncourages and appreciates comments about team performance.These characteristics are in sequential imitate, alternating task and relationship behaviors. This pattern of behaviors is the starting point for the development of effective team building.Team Building is a planned change intervention that focuses on the dynamics of a teams functioning. The purpose of team building is to improve the teams capacity to adapt, allow members to function at their most productive resourc eful levels, and to procure the teams goals. In developing teams there are four different stages that must be fully gracious in order to reach its mission through achieving higher quality in the workplace. These stages in period are Forming, Storming, Norming, and Performing. The first three stages of team development must be completed in order to happen upon stage four. In each stage there are distinct behaviors, feelings and questions which team members dissolve experience.In stage one, Forming, personal relations are peculiar by strength. Team members depend on considerate and imitated behavior and look to the team leader for standpoint and guidance. The conjoint or mutual feelings that are used in forming areExcitement, expectancy, and uniformed optimism.Happy to be selected as being part of the team. covering conditional attachment to the team.Having doubts, concerns and uncertainty about the job or the task ahead.The team members also have questions and remarks that they expect to be answered by team developers, they areWho are all these people?Everyone is being so polite.This might be kind of exciting.An effective and efficient behavior is expected from the team leader. A leader should answer all the questions the team members have. A leader should also guide them through each maltreat and verify the expected need of each member. A team will be formed efficiently. all told of the teams ideas and goals will have a positive effect in the organization.The second stage, Norming, is characterized by cohesion within the team. Team members recognize each others positions and benefits and are unbidden to change their preconceived ideas to achieve common consent. The common feelings that are used in Norming areTeam members have the ability to come about without being afraid of retaliation.Team members accept their membership to the team.Feeling comfort that certain things will go the way they were planned.Team members are friendlier and they share more revealing feelings with each other.The questions and comments that are stated in Norming areHow are we going to get along with each other?What are the rules of membership?Seems exchangeable we are all on the same track finally.We seem to be operating more unified, and we get a line to avoid conflict, when possible.In Norming, the team members finally put the fear of failure behind them. They are willing to work out any conflict that may occur. Positive and negative feedback becomes more accepting within the team. As feedback increase, members have a better understanding of where they stand and become more involved in decision making.