ByPramod ThapaThomas RauschJayakrishna

Bobba

Team Building and Teamwork

Overview of Team Building and Teamwork Building Teams and Making Them Work Four-Step Approach to Team Building Character Traits and Teamwork Teams Are Not Bossed—They are Coached Handling Conflict in Teams Structural Inhibitors of Teamwork Rewarding Team and Individual

Performance Recognizing Teamwork and Team Players Leading Multicultural Teams

Sub topics

Overview of Team Building and

Teamwork1. What is a Team2. Rationale for Teams3. Learning to Work Together4. Team Excellence and Performance

T- Talent E- Enthusiasm A- Accountability M- Management W- Work-able O- Openness R- Respect K- Keenness

What stands for TEAMWORK?

Satisfy the human social need

Two or more are better than one

Performs better performance

Multiplies the potential of individual members

Rationale for Teams

Personal identity of team members

Relationship among team members

Identity within the organization

Learning to Work Together

Mutual Support

Challenge

Singleness of purpose

Trust

Participation

Team Excellence and Performance

Makeup and size of Teams Choosing Team members Responsibilities of Team Leaders Other Team members Creating a Team’s Charter Developing Collegial Relationships Promoting Diversity in Teams

Building Teams and Making Them Work

Assess

Plan

Execute

Evaluate

Four-Step Approach to Team Building

Keypunch Game- a Team Work

Activity

What are the factors that affect both the groups? Honesty Selflessness Dependability Enthusiasm Responsibility Cooperativeness Initiative Patience Resourcefulness Punctuality Tolerance Perseverance

Character Traits and Teamwork

Clearly defined charter Team development and team building Mentoring

Teams are coached-not bossed

What should be the resolution strategies? Plan and work to establish culture Clear idea about decisions of a team or

individual Encourage healthy, productive, competition Good leadership Direct Approach, Bargaining, Enforcement,

Retreat, and De-emphasis

Handling Conflicts in Teams

Structural Inhibitors to Teamwork Force-Field Analysis

Structural Inhibitors to Teamwork (cont.) Unit Structure

◦ Product and process orientation is better. Accountability

◦ Change accountability to customers, not managers

Unit Goals◦ Goals must be team goals

Responsibility◦ Employees held responsible to team success

Structural Inhibitors to Teamwork Compensation and Recognition

◦ Give credit and benefits to team Planning and Control

◦ Teams and managers work together

Rewarding Team and Individual Performance Reward both the individual and team Total Compensation

◦ Reward at three levels Base individual compensation Individual incentive compensation Team-based incentive compensation

Individual and Team Compensation System Decide what performance to measure

◦ Growth of marketing business Determine how to measure performance

◦ Number of new clients Indentify rewards to be offered

◦ Monetary per new client Integrate related process

◦ Be sure reward system fits with existing system

Nonmonetary Rewards Intrinsic & Extrinsic motivation

Extrinsic motivation: money, vacation time, movie tickets

Intrinsic motivation: Helping each other, learning new skills.

To identify intrinsic motivators: ASK!◦ Different for each employee◦ Build rapport

Recognizing Teamwork & Team Players Incentives must be sought after by

individual and team. MBTI “typing.”

◦ Thinkers v. Feelers. All employees want recognition after a job

well done.

Leading Multicultural Teams Culture related challenges:

◦ Communication◦ Attitudes◦ Authority◦ Decision making

Strategies for Multicultural Teams Adaptation

◦ Accommodating cultural differences◦ Record problems/develop solutions

Structural intervention◦ Moving team members

Managerial guidance ◦ Manager sets ground rules for interaction

Exit◦ Unhappy team members allow to leave◦ Last resort