LEADERSHIP TEAMWORK CONSULTANT 8
Inthe current business world, most organizations believe that teamworkis essential for increased productivity and profitability.Reorganization, right-sizing, downsizing and reengineering are someof the changes that organizations undertake to reduce the number oftheir personnel to a desirable size. This is mainly done to create aconducive and cooperative work environment by influencing allresources to get work done effectively. Employers seek to recruitemployees who can work comfortably in a team. Organizations put muchemphasis on teamwork when they need to address the importance to thevarious skills and talents that are possessed by the differentemployees. When employees work together in an environment ofresponsibility and trust towards achieving shared goals, they tend toput aside turf issues to focus on the jobs being done (Robbins &Judge, 2013). To build a viable teamwork, it is crucial for theorganization managers to establish team building and team managementactivities while facilitating continuous, reliable and efficienttraining and development programs to satisfy the need forsocialization, nurture and improve essential skills and talents andto establish a motivating and fulfilling environment for employees.As a result, the employees will have common performance goals, mutualwork efforts, mutual accountability that will aid to increaseproductivity and morale.
Waysin which proposed teamwork project will affect organizationalperformance
Someof the important team management activities may incorporateintroducing efficient reward systems, effective training programsamong others. Training programs that consist of seminars,conferences, workshops, mentoring, etc. can help the team toappreciate each other`s diversity, value contributions, resolveconflicts and manage time well. Pairing a senior team member with aless experienced employee may be of significant benefits for theteam. The less experienced employee tends to learn and experiencesomething useful from the seniors, which encourages the importance ofcreating personal work relationships and seeking help wherenecessary. Likewise, training professionals prepare a set of toolsand programs that will enable team members to learn about effectivecollaboration models and tips. These training models may incorporatea list of best practices and tests. Training topics may also focus ondeveloping respect and trust, enhancing collaboration andcooperation, making viable decisions, facilitating bettercommunication, etc. (PSNet, 2016). As a result, employees can learnabout creative thinking, professionalism, sustaining courtesy andestablishing a common goal and vision that will increase productivitythat derives improved performance (Robbins & Judge, 2013).
Groupreward systems are the fastest growing strategies that are gainingmomentum in the business world because of the growth of organizationsmoving towards a team-oriented environment. As organizations shifttowards team-oriented reward systems, performance becomes the focuson how well the organization leverages talents and skills intoproducts and services. Compensation and incentives systems have beenknown to correlate with employee job and pay satisfaction increasedmorale and motivation that improve overall performance. Employeestend to behave in a particular way because of the rewards or benefitsthey receive. Thus, in order to communicate to employees who needthese rewards to yield better results, reinforcement of behaviorsthat contribute to and sustains the team’s better performance isessential (Robbins & Judge, 2013). When the reward structures areincreased, then the team members will derive their efforts to worktogether in cooperation to attain these rewards.
Effectiveteam building exercises are to be conducted continuously to fostersuccess. Similarly, leaders must be able to identify the variousissues that the team is facing. Leaders can then plan events andprograms to address the challenges and ensure that the team willattain positive advantages from the activities. As such, the rivalryshould be discouraged at all cost instead, the team buildingexercises should be made a core part of the organizational culture.Team building activities may include communication, problem-solving,decision-making, planning activities and programs that help to buildtrust. The main notion is to carry out numerous activities that arefun and challenging to help improve employees’ productivity andperformance. Many are the times when managers plan a program with nogoal in mind. This becomes a waste of time as management jeopardizeslosing the group’s trust when they plan an activity that is notbeneficial to those parties involved. Thus, team building activitiescan serve as a productive way to bond a team, boost confidence,develop and grow employees’ strengths and address weaknesses(Robbins & Judge, 2013). A proper combination of team buildingactivities will surely enhance better teamwork. A great teamwork isdeemed one of the primary factors linked to an organization`simproved performance and success.
Recommendationof where the company should set limits on spending and using companyassets for socially responsible projects
Sociallyresponsible projects are those activities carried out by anorganization, which are meant to benefit the major stakeholders.There is an increased importance for companies to develop talents andskills. Interestingly, organizations are investing enormous amountsof money to processes and structures that will support team members`talent management while at the same time, they seek to acquire andfill key positions in the company. This tends to create significantconstraints on the organizations’ potential for growth. It would beof great advantage for the management to set viable limits bychoosing a cost-effective strategy, which would be to direct adequateamount of resources both financial and non-financial to the talentmanagement systems. In this case, a portion of saved finances can beused to support the community in which the company operates. As aresult, promoting positive social responsible projects will improvethe company’s bottom line as it will help in improving performanceand increase profits.
Approachesgeared towards introducing the topic of ethics or ethical behavior inthe teamwork training project
Themanagement of ethical conduct in any organization holds remarkablebenefits for the entire workforce. This is so, given that in thecontemporary business environment, it is important to recognize andmanage the many diverse values and beliefs in the workplace (Robbins& Judge, 2013). The theme about business ethics should not onlybe geared towards the practical need so of the managers and theleaders but should involve every stakeholder within an organization(Trevino & Nelson, 2014). However, the lack of actual informationis seen as the effects of low involvement of leaders, managers andthe employees in discussions about business ethics and behavior. Theprimary approach that will facilitate the topic of ethical behaviorwill first require the development of codes of ethics. The leadersand managers may seek to draft ethical conduct policies for theorganization. These policies should incorporate the preferredbehaviors and attitudes with every value in the codes of ethics(Yukl, 2013). The draft can then be circulated to the Board forreviewing and finally to the staff members to steer discussions andsuggestions. To achieve this, the management will then move towardsthe second approach which is conducting ethical training programs forthe team members as they will be able to learn about ethics, andtheir roles (Trevino & Nelson, 2014). It may also serve as abasis in which new employees to the organization are oriented to theethical organizational program. One of the primary forms of ethicstraining and program is to enable resolve complex ethical dilemmas.In such training, a moral dilemma is posed to the team members. Thetrainers then take the team through each step of solving it, wheredifferent methods are reviewed.
Aspectsof teamwork training that change a person to become atransformational leader
Transformationalleadership is a leadership style that seeks to promote change inpersonal and social structures. It creates a positive and valuablechange in followers with the aim of transforming them into futureleaders (Yukl, 2013). In most cases, transformational leadershipincreases morale, motivation and performance of followers throughlinking members` sense of identity with the vision and collectiveidentity of the organization. Teamwork training is a useful tool tofoster creativity and a learning atmosphere, build talents and skillsof team members, bridge communication gaps, resolve conflict,promotes a broad sense of ownership and satisfaction, and encouragehealthy risk-taking initiatives. When people work in teams, theircreativity is enhanced. Combining distinct perspectives from everyteam member promotes practical solutions (PSNet, 2016).Collaboratingon assignments creates the need for learning where solitary work maylack. Ability to share knowledge and information with the rest of theteam members builds enthusiasm and promotes both team and personalexperience which is one quality aspect for a transformational leader(Yukl, 2013). Conflicts usually arise when people from diversebackgrounds are put together. Therefore, when conflicts happen in ateamwork environment, members are required to resolve conflicts bythemselves rather than turning to managers. Ability to resolveconflict is a skill that team members can use to becometransformational leaders down their career path.
Possiblereaction to a team member`s suggestion of another theme that does notrelate to the issue that is proposed
Establishingteams does not necessarily imply that they will work efficiently.Strong teams do not occur automatically there may exist differingand disagreeing views and opinions regarding priorities, goals,objectives, procedures, decisions among team members. This may beundermined by various factors e.g. misunderstanding, lowparticipation, poor communication, etc. Identifying and carefullysolving these issues is an unavoidable part of the teamwork process.Thus, as an effective team leader, it is important to encourage teammembers to welcome divergence and treat member’s competence,experience, priorities and norms as a foundation of energy and anopportunity to resolve problems. Identifying a well establishedmiddle ground that all team members are satisfied with is necessary.Therefore, proper communication, negotiation tactics, andexplanations can be used to resolve conflicts.
PSNet.(2016). Patient Safety Network. Teamwork Training. Retrieved November3, 2016, fromhttps://psnet.ahrq.gov/primers/primer/8/teamwork-training
Robbins,S. P., & Judge, T. (2013). Organizationalbehavior.Boston: Pearson.
Treviño,L. K., & Nelson, K. A. (2014). Managingbusiness ethics: Straight talk about how to do it right.
Yukl,G. A. (2013). Leadershipin organizations.Boston: Pearson.