Faculty of Cognitive Sciences and Human Development

FACTORS AFFECTING TEAM BUILDING EFFECTIVENESS IN

ORGANIZATION

Grace Lau Mei· lng

HD Bachelor of Science with Honours 66

L366 (Human Resource Development) 2011 2011

--------------------------------

-------------------------

BORANG PENGESAHAN STATUS TESIS Gred: A'} JUDUL: FACTOrs AffECTING TeAM BUILDING EFfeCTIVENESS IN

OK6AHIZAl\ON

SESI PENGAJIAN : 2oo8{200'}

Saya aWE LAU Mel '~(i (HURUF BESAR)

mengaku membenarkan tesis * ini disimpan di Pusat Khidmat MakIumat Akademik, Universiti Malaysia Sarawak dengan syarat-syarat kegunaan seperti berikut:

1. Tesis adalah hakmilik Universiti Malaysia Sarawak. 2. Pusat Khidmat Maklumat Akademik, Universiti Malaysia Sarawak dibenarkan

membuat salinan untuk tujuan pengajian sahaja. 3. Pusat Khidmat Maklumat Akademik, Universiti Malaysia Sarawak dibenarkan

membuat pendigitan untuk membangunkan Pangkalan Data Kandungan Tempatan. 4. Pusat Khidmat Maklumat Akademik, Universiti Malaysia Sarawak dibenarkan

membuat salinan tesis ini sebagai bahan pertukaran antara institusi pengajian tinggi.

** sila tandakan (...J )

D (Mengandungi maklumat yang berdarjah keselamatan atau SULIT kepentingan seperti termaktub di dalam AKTA RAHSIA RASMI 1972)

D (Mengandungi maklumat Terhad yang telah ditentukan oleh TERHAD

organisasilbadan di mana penyelidikan dijalankan)

o TIDAK 1ERHAD

~. -­(TANDATANGAN PENULIS) (TANDATANGAN PENYELIA)

Alamat Tetap: LOT 2tg" , CetmAL fAlK. KH 4 . JALAN Rocr;. tf3200 KuCHIN 6. SAAAWAK.

Tarikh : \3. Q5. 2011 Tarikh: ~ - s. ::C:>' \

Catatan: • Tesis dimaksudkan sebagai tesis bagi Ijazah Doktor Falsafah, Sarjana dan Sarjana Muda •Jika tesis ini SULIT atau TERHAD, sila lampirkan surat daripada pihak berkuasa/organisasi berkenaan dengan menyatakan sekali sebab dan tempoh tesis ini perlu dikelaskan sebagai TERHAD.

Khidm t :Ikk n I 1\ C tT1 MALA Sa

FACTORS AFFECTING TEAM BUILDING EFFECTIVENESS IN ORGANIZATION

GRACE LAU MEl ING

This project is submitted in partial fulfilment of the requirements for a Bachelor of Science with Honours (Human Resource Development)

Faculty of Cognitive Sciences and Human Development UNIVERSITI MALAYSIA SARA W AK

(2011)

Statement of Originality

The work described in this Final Year Project, entitled "Factors Affecting Team Building Effectiveness in Organization"

is to the best of the author's knowledge that of the author except where due reference is made.

I~. 05.2.0" ~.

Date Submitted Grace Lau Mei Ing 21006

r

The project entitled 'Factors Affecting Team Building Effectiveness in Organization' was prepared by Grace Lau Mei lng and submitted to the Faculty of Cognitive Sciences and Human Development in partial fulfillment of the requirements for a Bachelor of Science with Honours (Human Resource Development).

Received for examination by:

En. Abg Izhar Abg Haji Ahmad

13 th May 2011

Grade

A­

-L

ACKNOWLEDGEMENT

First of all I would like to express my gratitude to my supervisor, En Abg Izhar

Abg Ahmad whom had provide his knowledge, guidance, encouragement and

support from the beginning until the final level of this research which had enabled

me to develop understanding on the subject.

I am really grateful as well and owe my deepest gratitude to my family and friends

whom had provide me great interest and support throughout the completion of my

final year project. My family had made available their support in number of ways during my critical time and my friends whom are willing to assist me in developing

a better comprehension of this project.

Finally, I offer my regards and blessings to everyone whom had supported me in any respect during the completion of my final project.

ii

.1 I Khldmat Maklll at Akadcm,k v'L£1 'ITI MAtAV IA ;. I J\K

TABLE OF CONTENTS

Acknowledgement II

Table of Coo tents III

List of Tables VII

List of Figures ix XAbstract

Abslrak XI

CHAPTER 1 - INTRODUCTION

1.0 Introduction I 1.1 Background of the Study 2 1.2 Statement of the Problem 4 1.3 Research Purpose 6 1.4 Objective of the Study 6

1.4.1 General Objective 6 1.4.2 Specific Objective 7

1.5 Theoretical Framework 7 1.6 Hypothesis Testing 7 1.7 Significance of Team Building Effectiveness 9 1.8 Definition of Terms II 1.9 Limitations of the Study 14 1.10 Summary 14

CHAPTER 2 - LITERATURE REVIEW

2.0 Introduction 15 2.1 Primary Underlying Theory of Team Building

2.1.1 Tuckman Theory (1977) 16 2.2 Theory Applied in Study 19

2.2.1 Factor-factors Contrib~ting Team Building Effectiveness 19 2.2.1.1 Leadership Factor 20 2.2.1.2 Goal Factor 20 2.2.1.3 Roles Factor 21 2.2.1.4 Processes and Procedures Factor 22 2.2.1.5 Team Relationship Factor 22

2.3 Concept of Team Building Effectiveness 23 2.4 Team Building Foundations 26

iii

,....

2.4.1 Process of Team Building 2.4.1.1 Stage I: Undeveloped Team 2.4.1.2 Stage 2: Experimenting Team 2.4.1.3 Stage 3: Consolidating Team 2.4.1.4 Stage 4: Mature Team

2.4.2 Team Building Management Cycle 2.4.2.1 2.4.2.2 2.4.2.3 2.4.2.4 2.4.2.5 2.4.2.6

2.5 Summary

Early Preparation Team Formation Training and Target Determination Team Norms and Culture Project Implementation Corrections and Improvement

CHAPTER 3 - RESEARCH METHODOLOGY

3.0 3.1 3.2 3.3 3.4 3.5 3.6

3.7

3.8

Introduction Research Design Population and Sampling Procedure Research Instrument Level of Team Building Effectiveness Ln Organization Pilot Test Data Collection 3.6.1 Data Collection Techniques Data Analysis 3.7.1 Respondent's Demographic 3.7.2 Respondent's Perception Level 3.7.3 Inferential Statistics Conclusion

CHAPTER 4 - FINDINGS AND DISCUSSION

4.0 Introduction 4.1 Data Screening for Actual Study 4.2 Psychometric Analysis for Actual Study

4.2.1 Validity Test 4.2.2 Reliability Test

4.3 Demographic Characteristics of Respondents 4.3.1 Gender 4.3.2 Age

iv

26 27 29 31 32 34 34 35 36 37 38 39 40

41 42 42 44 45 47 50 50 51

i

51 ~ 51 52 53

55 56 58 58 60 59 61 62

I

4.3.3 Level of Education 63 4.3.4 Years of Working 64

4.4 Level of Team Building Effectiveness 65 4.4.1 Analysis of Team Building Effectiveness Items 66

4.5 Relationship between Team Building Effectiveness and Five Causal Factors (Team Goals, Team Roles, Team Process, Team Relationships and Team Leadership) 70 4.5.1 Ha: There is a relationship between team

building effectiveness and team goals 71 4.5.2 Ha: There is a relationship between team building

effectiveness and team roles 73 4.5 .3 Ha: There is a relationship between team building

effectiveness and team process 75 4.5.4 Ha: There is a relationship between team building

effectiveness and team relationships 77 4.5.5 Ha: There is a relationship between team building

effectiveness and team leadership 79 4.5.6 Ha: There is a dominant factor that affects team

building effectiveness. 80 4.6 Summary of the Results for Hypothesis Testing 85 4.7 Conclusion 86

CHAPTER 5 - CONCLUSION AND RECOMMENDATION

5.0 Introduction 87 5.1 Summary of the Study 88

5.2 Implications of the Study 91

5.3 Limitations of the Study 93 5.4 Recommendations 94

5.5 Chapter Conclusion 96

5.1.1 Chapter 1 88 5. 1.2 Chapter 2 88 5.1.3 Chapter 3 89 5.1.4 Chapter 4 90

5.2.1 Implications to the Organization 91 5.2.2 Implications to Theories 92 5.2.3 Implications to Human Resource Practitioners 92

5.4.1 Organization 94 5.4.2 Human Resource Practitioners 95 5.4.3 Future Researchers 96

v

~..~ ------~~--------------------~---------------~------------------~~

BIBLIOGRAPHY

APPENDIX A

APPENDIX B

vi

,... I

LIST OF TABLES

Table 3.1 Range of Scores Determining Degree of Team Building Effectiveness

47

Table 3.2 The Pilot Test Result

48

Table 3.3 The Validity Test Result 49

Table 3.4 Interpretation of' R' Value by Evans (1996)

51

Table 4.1 Normality Assumption Test results for Actual Study

55

Table 4.2 Overall Result of Goodness Data: Measure of Sampling Adequacy for Actual Study

57

Table 4.3 Cronbach Alpha Test Results for Actual Study

58

Table 4.4 Frequency and Percentage Results of Demographic Characteristics for Gender

59

Table 4.5 Frequency and Percentage Results of Demographic Characteristics for Age

60

Table 4.6 Frequency and Percentage Results of Demographic Characteristics for Level of Education

61

Table 4.7 Frequency and Percentage Resu Its of Demographic Characteristics for Years of Working

62

vii

I

Table 4.8 Range of Scores Determining Degree of Team Building Effectiveness

64

Table 4.9 Summary of Item Analysis for Team Building Effectiveness

67

Table 4.10 Result of Pearson Correlation Coefficient for Team Goals and Team Building Effectiveness

69

Table 4.11 Result of Pearson Correlation Coefficient for Team Roles and Team Building Effectiveness

70

Table 4.12 Result of Pearson Correlation Coefficient for Team Process and Team Building Effectiveness

72

Table 4.13 Result of Pearson Correlation Coefficient for Team Relationships and Team Building Effectiveness

73

Table 4.14 Result of Pearson Correlation Coefficient for Team Leadership and Team Building Effectiveness

75

Table 4.15 Model Summary Result

77

Table 4.16 Results of Coefficients (a)

78

Table 4.17 Summary of the Results for Hypothesis Testing

80

viii

LIST OF FIGURES

Figure 1 Conceptual Framework

7

Figure 2 Team Effectiveness Model

19

Figure 3 Team Building Process

26

Figure 4 Team Building Management Cycle

34

ix

ABSTRACT

FACTORS AFFECTING TEAM BUILDING EFFECTIVENESS IN

ORGANIZATION

GRACE LAU MEl ING

Nowadays, organizations had discovered that team building effectiveness is essential in increasing the performance of the organization. However, organization needs to be concern on ensuring the practice of team building effectiveness characteristics among employees for high performance. This study aimed on exploring the relationship between the five causal factors (goals, roles, process, relationship and leadership) and team building effectiveness. The research methodology used in this study is the survey method which the research instrument is the survey questionnaire. Mainly, the pilot test is conducted by randomly distributing 30 questionnaires to the employees of CMS Clinker Sdn Bhd to determine validity and reliability of the questionnaires. Subsequently, a total of 81 respondents from Batu Lintang, Petra Jaya and Padungan fire stations were used as the actual study samples for this research. The data collected from the actual study underwent pilot test once again to ensure its validity and reliability of the questionnaires. In addition, obtained data were descriptively analyzed using frequencies and percentages. Moreover, data were also inferentially analyzed using the Pearson Correlation and Multiple Regression test. The purpose of using Pearson Correlation is to measure the relationship between the five causal factors and team building effectiveness. All of the alternative hypothesis is accepted. The results and findings showed that there was significant relationship between the five causal factors with team building effectiveness. Multiple Regression test was used to identify which factor is dominant that affects team building effectiveness. It is proved that team goals is the most dominant factor which affect team building effectiveness. In addition, the outcomes of this research provides benefits to the organization and future researcher in determining five main causal factors that affects team building effectiveness and identify suitable corrective actions to enhance and improve the effectiveness of team building in the organization.

x

ABSTRAK

FAKTOR-FAKTOR YANG MEMPENGARUHI KEBERKESANAN

PEMBINAAN PASUKAN DALAM ORGANISASI

GRACE LAU MEl ING

Pada saat ini, organisasi telah mendapati bahawa keberkesanan pasukan bangunan sangat penting dalam meningkatkan prestasi organisasi. Namun, organisasi perlu memberi perhatian dalam memastikan amalan em-em keberkesanan pembinaan pasukan di antara pekerja untuk prestasi linggi. Penyelidikan ini bertujuan untuk mengeksplorasi hubungan anlara lima faklor penyebab (tujuan. peranan, proses, hubungan dan kepimpinan) dan keberkesanan pembinaan pasukan. Metodologi kajian yang digunakan dalam kajian ini adalah kaedah survei dimana instrumen kajian adalah borang soal selidik. Pada utamanya, kajian rintis telah dijalankan dengan mengedarkan borang soal selidik seeara rawak kepada 30 orang pekerja di CMS Clinker Sdn Bhd bagi menentukan kesahihan dan kebolehpereayaan borang soal selidik. Seterusnya, seramai 81 orang responden dari Balai Bomba Batu Lintang, Petra Jaya dan Padungan telah digunakan sebagai sampel kajian yang sebenarnya dalam penyelidikan ini. Kajian rintis telah dijalankan sekali lagi terhadap data kajian sebenar yang dikumpulkan bagi memastikan kesahihan dan kebolehpereayaan borang soal selidik. Data yang diperolehi telah diana lis is seeara deskriptif yang menggunakan frekuensi dan peratusan. Tambahan pula, data juga lelah dianalis seeara inferensi dengan menggunakan ujian Korelasi Pearson dan Regresi Berganda. Tujuan menggunakan Korelasi Pearson adalah untuk mengukur tahap perhubungan antara lima faktor penyebab tersebut dengan keberkesanan pembinaan pasukan. Setiap hipotesis alternatif dalam ujian ini telah diterima. Hasil penemuan ujian telah menunjukkan terdapat perhubungan yang signifikan anlara lima faklor penyebab dan keberkesanan pembinaan pas1;lkan. Selain daripada itu, ujian Regresi Berganda digunakan untuk mengenalpasti faktor dominan dalam mempengaruhi keberkesanan pembinaan pasukan. Hal ini telah membuktikan bahawa matlamat pasukan merupakan faktor yang paling dominan yang mempengaruhi keberkesanan pembinaan pasukan. Hasil pendapatan daripada penyelidikan ini dapat memberi manfaat kepada organisasi dan penyelidik pada masa hadapan menentukan lima faktor penyebab utama yang mempengaruhi keberkesanan pasukan bangunan dan mengenalpasti tindakan pembaikan yang sesuai untuk meningkatkan keberkesanan pembinaam pasukan dalam organisasi.

xi

CHAPTERl

INTRODUCTION

1.0 Introduction

This chapter emphasize on the background of this research, statement of the

problem, purpose of this research, main objective on conducting research,

significance of study, and definitions of terms to develop clear understanding. This

is the introductory chapter of research to provide basis of comprehension prior to

proceeding following chapter.

1.1 Background of the Study

Workforce of an organization comprises of individuals which by another

term, human resource that performs a diversity of task or job according to their

field of expertise and capabilities. The accessible capabilities of workforce are

dedicated towards attaining organization objectives. However, attaining

organization objectives is not a lone job for individuals or employees where overall

performance of individuals is tess satisfied compared to the strength of synergy in

team. Complexity and types of task is one good reason to form a team to obtain

necessary skills and knowledge in assuring effectiveness and efficiency in

organization. Working as a team provides advantage to both organization

performance and to the individual personally.

In creating a successful team, team building is highly required. Team

building involves facilitating members in evolving the team into cohesiveness and

increased productivity. Members of the team must share unity of interest and

vision, to which they maximize their core skills, collaborate and blend flawlessly

with contribution, balancing and compromise with member's frailty. In assuring

effectiveness and successful team building, teams must have certain attributes

which can assist and guide them into achieving their vision and goals with the right

attitude. The attributes includes possessing the essential factors, sharing the same

objectives and goals but team members including team leader must contribute and

work enthusiastically in achieving their objectives with no issues of loath in team.

Regarding on the duties, work or role, it should be equally distributed among

members in the bid to avoid conflicts and percep~ion of biased or one-sided task

distribution. It is crucial to clearly identify their functions in team. However, one

main characteristics which is deemed and acknowledged as the imperative essence

of team building is the characteristic of trust ("Characteristics of an Effective

Team," 2010).

2

Although team building effectiveness maxImIzes organization ' s

performance, there are several issues needed to be aware of as it causes team to

become vulnerable. Issues need to be detected at an early stage and resolved in a

holistic way. Expression of gratitude to the team for their achievement is also

essential where this indirectly shows their hard work is being appreciated and

accredited. In addition to expressing appreciation, organization must seek

opportunity in providing constructive feedback and setting limitation for criticism

or negative response. Building a team in organization might present challenges but

nevertheless, team building is worth the value of organization's effectiveness and

efficiency ("Characteristics of an Effective Team," 2010).

Team building is an uphill struggle as it is requires deftness and constant

effort with high commitment. In order to build and develop a team work in

organization, it requires continuous attention from the team's leader and team

leader needs to play their role in acknowledging the potentials of team members,

achieving goals together and maintaining high team spirit. It is also crucial for team

members to understand the essential of cooperating together to ensure that they had

shared vision and attaining organizational goal. As a team, members need to

function together through their involvement and participation which contributes

towards team's strength and consistency. Team is the synergy of capabilities, skills

and experience to produce work output which is improved in terms of quantity and

quality level compared to work output produced individually. With team building,

organization is capable of expecting improved outcome comparing to the increased

cost and minimum resources (Alauddin Sidal, 20Q4).

A successful and effective team is an imperative essential for organization'S

workforce and is inevitable as it produce optimal organizational performance. An

effective and efficient organization is the organization that provides financial

allocation, time and massive resources for the purpose of managing and supervising

the training (Cascio , 1998).

3

1.2 Statement of the Problem

Team building in organization promotes the effort of discretionary in the

team and Bicknell (2010) stated that organization achieved a total of 43% increase

on their income and improved employees' performance of20% with team building.

Performing in a team provides diversity of skills and knowledge in their field of

expertise of which they share knowledge, skills, and behavior which is practical.

However, the challenges or issues here is how to produce effective team in regards

of dynamic individual, team roles and developmental stages in team. All this

essential will determines productive performance of an organization and assist

organization in achieving its desired goal. However, if team does not succeed or

failed to produce expected upshot, the organization needs to put on more effort in

assessing their quality of team building.

Issues encountered in organization needs to be solved at a fast pace to make

sure organization performance and work quality is not affected and there is no

conflicts among employer and employees. Issues which are common in existence

are leadership style of team leader, individualist team and relationships issue which

involved communications conflict among team members. An efficient and effective

leader needs to acknowledge the capabilities of their team members include

emphasizing team member's strength and overcome their weaknesses. As a team

leader, it is crucial to elucidate the roles and tasks which need to be performed by

fellow team members and assisting them in solving work obstruction encountered.

A clear goal needs to deliver precisely either through meetings, discussion and

informal conversation or through reprimanding.

Team leadership which is visionary and effective is likely to amend

organization into growth and era of success by constantly attaining targeted goals

with appropriate attitude. The issue of team leadership only exists when team's

leader does not deliver in a clear and holistic way what the team members needs to

achieve in performing their duties. Leadership issue kept existed due to the lack of

4

,....

leadership attributes and skills whereby team's leader knowledge is insufficient and

is not experience-wise compared to team members. As a leader, the individual

needs to have wide experience, more mature in age, and have high social status.

These characteristic had become important and which other people had be'lieved in

(Ainon Mohd & Abdullah Hassan, 2002). In order to achieve team success, team

effectiveness which involving leadership is needed.

The existence of individualist type of team members hinders the team from

being effective as well. Team is about organized people working interdependently

and cooperates together to achieve goal. Furthermore, the sum of a team work is

greater than the sum of a part performed by individual. Individualist by nature do

not accept teamwork, they work independently and does not interested in other

people's matters. They tend to work alone or have their own ability to act or

perform on their own without any assistance. However, these teams frequently

underperform even with the presence of team roles. This is factually due to

unresponsiveness towards the team's needs and individualist members tend to

prioritize their own roles (Davis, Millburn, Murphy & Woodhouse, 1992).

Another issue of team building is conflict among team members. According

to Sauquet (2001), conflict existed among team members will affect the process of

making decision, creative thinking, and productive work process which causes

inefficient of work performance. A common conflict that usually exists is

communication among members which impacts their relationship. This conflict

was introduced by Johnson (1999) where he stated that communication conflict

impacts the process of making decision, increasing the gap among members in the

team, decrease the unity and mutual agreement, worsen dispute, disbelief, criticizes

and the disperse of team members. Conflict happens because there is less

interaction among each other. This conflict will creates hostility environment

among team members. However in organization, team leader and members must

5

(

have strong fortitude in managing conflict and have the capabilities of providing

resolution in the process of solving conflict among them.

1.3 Research Purpose

This research is to study what are the main reasons and factors that affect

the effectiveness of team building. Identification of related issues will be examined

to identify which factors determine its success. In addition, how the team being

consolidated when performs work or duties according to these factors wi ll be

examined.

Team's reinforcement of organization's shared vision and goals differ in

effectiveness level. However, the effectiveness was emerged from the process of

team building. Therefore, developmental stage of team building will be included in

this research. This research in addition is to view the essential components for

team building in ensuring team building quality is maintained and able to produce

high performance in organization. The purpose of this study is to provide

organization a clear image on the existence of issue which organization was unable

to be identified and assist organization in developing appropriate strategy to

produced effective and implementing the factors which will contribute to improved

performance.

1.4 Objective of the Study

1.4.1 General Objective

To study factors influencing team building effectiveness among

employees in organization.

6

1.4.2 Specific Objectives

1. To study the influence of factors towards effective team

performance.

2. To identify the potential positivity or negativity of relationship for

factors that affects team building performance and effectiveness.

3. To identify which factors are more dominant in team effectiveness

and how it impacts team.

1.5 Theoretical Framework

Figure I. Conceptual Framework

'7 Independent Variables "" • Leadership

• Goals

• Role

• Procedure/ Processes

• Relationship

~ ~

~

~ Dependent Variable

-, Team Building

Effectiveness in Organization I

~ ..J

Source: Elledge & Phillips (1994)

1.6.1 Hypothesis Testing

1.6.1 Hypothesis Testing 1

Ho:There is no relationship between team building effectiveness and

goats factor.

7

HI There is relationship between team building effectiveness and

goals factor.

1.6.2 Hypothesis Testing 2

Ho There is no relationship between team building effectiveness and

roles factor.

HI There is relationship between team building effectiveness and

roles factor.

1.6.3 Hypothesis Testing 3

Ho There is no relationship between team building effectiveness and

team process factor.

HI There is relationship between team building effectiveness and

team process factor.

1.6.4 Hypothesis Testing 4

Ho There is no relationship between team building effectiveness and

team relationships factor.

HI There is relationship between team buiJding effectiveness and

team relationships factor.

1.6.5 Hypothesis Testing 5

Ho: There is no relationship between team building effectiveness and

team leadership factor.

HI There is relationship between team building effectiveness and

procedure factor.

8

1.6.6 Hypothesis Testing 6

Ho There is no dominant factor that affects team building

effectiveness.

HI There is a dominant factor that affects team building

effectiveness.

1.5 Significance of Team Building Effectiveness

In the era of development, human resource IS now practically seen as

contributing a huge role especially in the public sector. This is due to the fact that

human resource roles and its importance had replaced the capital source as the

driving force of organization (Jarrel, 1993). Human resources are organization's

main asset due to its productive and skillful workforce which contributed to

organization success.

Team building was defined as the involvement that ameliorates

organizational efficiency and vision by developing individual team roles and

maintaining high team spirit. It is imperative to implement activities involving team

building in organization as practical development does not only provide benefits for

organization but for the team members personally. Inspiration in team members is

essential which must directed towards the targeted goals to provide the drive and

constantly progressing with strategic planning, task allocation and maximizing

performance through their knowledge, skiU and ability. Team member's function is

to be identified evidently and cooperates together in attaining the goals. Evident

roles and functions provide enhanced perceptive for team member while indistinct

functions will causes team members to operate differently and might not be

towards the direction of goals (Chris, n.d).

9