Team Building and TeamworkSub topicsOverview of Team Building and TeamworkWhat stands for TEAMWORK?Rationale for TeamsLearning to Work TogetherTeam Excellence and PerformanceBuilding Teams and Making Them WorkFour-Step Approach to Team BuildingActivityCharacter Traits and TeamworkTeams are coached-not bossedHandling Conflicts in TeamsStructural Inhibitors to TeamworkStructural Inhibitors to Teamwork (cont.)Slide 16Rewarding Team and Individual PerformanceIndividual and Team Compensation SystemNonmonetary RewardsRecognizing Teamwork & Team PlayersLeading Multicultural TeamsStrategies for Multicultural TeamsByPramod ThapaThomas RauschJayakrishna BobbaOverview of Team Building and TeamworkBuilding Teams and Making Them WorkFour-Step Approach to Team BuildingCharacter Traits and TeamworkTeams Are Not Bossed—They are CoachedHandling Conflict in TeamsStructural Inhibitors of TeamworkRewarding Team and Individual PerformanceRecognizing Teamwork and Team PlayersLeading Multicultural Teams1. What is a Team2. Rationale for Teams3. Learning to Work Together4. Team Excellence and PerformanceT- TalentE- EnthusiasmA- AccountabilityM- ManagementW- Work-ableO- OpennessR- RespectK- KeennessSatisfy the human social needTwo or more are better than onePerforms better performanceMultiplies the potential of individual membersPersonal identity of team membersRelationship among team membersIdentity within the organizationMutual SupportChallengeSingleness of purposeTrustParticipationMakeup and size of TeamsChoosing Team membersResponsibilities of Team LeadersOther Team membersCreating a Team’s CharterDeveloping Collegial RelationshipsPromoting Diversity in TeamsAssessPlanExecuteEvaluateKeypunch Game- a Team WorkWhat are the factors that affect both the groups?HonestySelflessnessDependabilityEnthusiasmResponsibilityCooperativenessInitiativePatienceResourcefulnessPunctualityTolerancePerseveranceClearly defined charterTeam development and team buildingMentoringWhat should be the resolution strategies?Plan and work to establish cultureClear idea about decisions of a team or individualEncourage healthy, productive, competitionGood leadershipDirect Approach, Bargaining, Enforcement, Retreat, and De-emphasisForce-Field AnalysisUnit Structure◦Product and process orientation is better. Accountability◦Change accountability to customers, not managersUnit Goals◦Goals must be team goalsResponsibility◦Employees held responsible to team successCompensation and Recognition◦Give credit and benefits to teamPlanning and Control◦Teams and managers work togetherReward both the individual and teamTotal Compensation◦Reward at three levelsBase individual compensationIndividual incentive compensationTeam-based incentive compensationDecide what performance to measure◦Growth of marketing business Determine how to measure performance◦Number of new clientsIndentify rewards to be offered◦Monetary per new clientIntegrate related process◦Be sure reward system fits with existing systemIntrinsic & Extrinsic motivationExtrinsic motivation: money, vacation time, movie ticketsIntrinsic motivation: Helping each other, learning new skills.To identify intrinsic motivators: ASK!◦Different for each employee◦Build rapportIncentives must be sought after by individual and team.MBTI “typing.”◦Thinkers v. Feelers.All employees want recognition after a job well done.Culture related challenges:◦Communication◦Attitudes◦Authority◦Decision makingAdaptation◦Accommodating cultural differences◦Record problems/develop solutionsStructural intervention◦Moving team membersManagerial guidance ◦Manager sets ground rules for interactionExit◦Unhappy team members allow to leave◦Last
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