By Pramod Thapa Thomas Rausch Jayakrishna Bobba Overview of Team Building and Teamwork Building...
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ByPramod ThapaThomas RauschJayakrishna
Bobba
Team Building and Teamwork
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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
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Overview of Team Building and
Teamwork1. What is a Team2. Rationale for Teams3. Learning to Work Together4. Team Excellence and Performance
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T- Talent E- Enthusiasm A- Accountability M- Management W- Work-able O- Openness R- Respect K- Keenness
What stands for TEAMWORK?
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Satisfy the human social need
Two or more are better than one
Performs better performance
Multiplies the potential of individual members
Rationale for Teams
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Personal identity of team members
Relationship among team members
Identity within the organization
Learning to Work Together
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Mutual Support
Challenge
Singleness of purpose
Trust
Participation
Team Excellence and Performance
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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
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Assess
Plan
Execute
Evaluate
Four-Step Approach to Team Building
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Keypunch Game- a Team Work
Activity
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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
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Clearly defined charter Team development and team building Mentoring
Teams are coached-not bossed
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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
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Structural Inhibitors to Teamwork Force-Field Analysis
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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
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Structural Inhibitors to Teamwork Compensation and Recognition
◦ Give credit and benefits to team Planning and Control
◦ Teams and managers work together
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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
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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
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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
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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.
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Leading Multicultural Teams Culture related challenges:
◦ Communication◦ Attitudes◦ Authority◦ Decision making
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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