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A SUCCESSFUL ORGANIZATION CULTURE THROUGH TEAM BUILDING CONCEPT.

INTRODUCTION

People in every workplace talk about building the team, working as a team, and my team, but few understand how to create the experience of team work or how to develop an effective team. In a team-oriented environment, we contributed overall success of the organization. Even though we have a specific job function and we belong to a specific department, you are unified with other organization members to accomplish the overall objectives. Developing an overall sense of team work is different from others.

Twelve C”s for Team Building

Successful team building, that creates effective, focused work teams; it requires attention to each of the following.

Clear Expectations

· Has executive leadership clearly communicated its expectations for the team’s performance and expected outcomes.

· Do team members understand why the team was created? and

· Is the organization demonstrating constancy of purpose in supporting the team with resources of people, time and money?

Context

· The team members understand why they are participating on the team?

· They want to understand how the strategy of using teams? & how will help the organization attain its communicated business goals?

· The team members define their team’s importance then only they can able to accomplish the corporate goals.

· The team understands where its work fits in the total context of the organization’s goals, principles, vision and values.

Commitment

· The team members want to participate on the team & the team members feel the team mission is important.

· The team members committed to accomplishing the team mission and expected outcomes. The team members perceive their service as valuable to the organization (as well as to their own careers).

· The team members anticipate recognition for their contributions.

Competence

· Does the team feel that it has the appropriate people participating? (As an example, in a process improvement, is each step of the process represented on the team?)

· Does the team feel that its members have the knowledge, skill and capability to address the issues for which the team was formed? If not,

· Does the team have access to the help it needs? and

· Does the team feel it has the resources, strategies and support needed to accomplish its mission?

Charter

· Has the team taken its assigned area of responsibility and designed its own mission, vision and strategies to accomplish the mission.

· The team has to define and communicated its goals; its anticipated outcomes and contributions; its timelines; and

· How it will measure both the outcomes of its work and the process the team followed to accomplish their task?

Control

· Does the team have enough freedom &Empowerments to feel the ownership necessary to accomplish its charter? At the same time, do team members clearly understand their boundaries? And

How far may members go in pursuit of solutions?

Collaboration

· The team understands team and group process. The team members also understand the stages of group development.

· The team members working together effectively interpersonally.

· All team members understand the roles and responsibilities of team members & the team needs to use an appropriate strategy to accomplish its action plan

Communication

· The team members clear about the priority of their tasks. Is there an established method for the teams to give feedback and receive honest performance feedback?

Creative Innovation

· Is the organization really interested in change? Does it value creative thinking, unique solution, and new ideas? and

· Does it reward people who take reasonable risks to make improvements?

Consequences

· Do team members feel responsible and accountable for team achievements?

· Are Rewards and recognition supplied when teams are successful?

· Is reasonable risk respected and encouraged in the organization?

· Do team members fear reprisal?

Coordination

· The teams coordinated by a central leadership team that assists the groups to obtain what they need for success. Have priorities and resource allocation been planned across departments?

· The teams understand the concept of the internal customer—the next process, anyone to whom they provide a product or a service.

Cultural Change

· The organization recognizes that the team-based, collaborative, empowering, enabling organizational culture of the future is different than the other organizations (traditional, hierarchical organization).

REASON FOR TEAM BUILDING

Let us look at the reason to work on team building

Efficiency: Strong teams work together more efficiency. They know how others react on the certain situation and can be prepared for different issues that may come up.

Strengths: Having a strong team allows you to build on your team members’ strengths. This way we do not have the logistical member trying to work on the creative part.

Enjoyment: When our team gets along and feels a sense of commitment to each other, they have more fun at their job and experience employee motivation…

Commitment: we will be better experienced the employee retention.

Communication: it’s easier to communicate with the team who are willing to work together and help each other.

Relationship: It Create strong relationship helps to create a strong feeling of being part of team.

Cost effectiveness: when your employees work together your project will get done quicker more efficiently.

PROFESSIONAL

Once you have established your team camaraderie, we will fulfill your company’s objectives towards team building and can experience the benefits that come with this bond. Team building should be done one to two times a year to continue training and to strengthen the established bond. When you hire new employees, be sure to plan an activity that will help them feel more like part of the group.

Team building between teams is also very important

Although very many organizations have invested in team building within teams rather less have taken seriously team building between teams. There is scope for much more effective working. Most organizations, for example, could improve communication and co-operation between line and staff departments and vice versa. Line groups often experience staff ones as making demands rather than being helpful. Staff groups often say people from the line dismiss their work and are uninterested in the organization as a whole

HOW TO BUILD EFFECTIVE TEAM BUILDING

The Path to Team Building Success

Team work and team building is a challenge in every organization. Work environments tend to foster rugged individuals working on personal goals for personal gain. Typically reward, recognition, and pay systems single out the achievements of individual employees.

Here is the information you need to develop team work and effective work teams in your organization. Use this information for team building.

Employee Empowerment:

Employee empowerment is a strategy and philosophy that enables employees to make decisions about their jobs. Employee empowerment helps employees own their work and take responsibility for their results. Employee empowerment helps employees serve customers at the level of the organization where the customer interface exists.

Employee involvement:

Employee involvement is creating an environment in which people have an impact on decisions and actions that affect their jobs. Employee involvement is not the goal nor is it a tool, as practiced in many organizations. Employee involvement is a management and leadership philosophy about how people are enabled to contribute to continuous improvement and the ongoing success of their organization.

POSITIVE WORK RELATIONSHIP CONTRIBUTES TO EFFECTIVE TEAMS:

If we want to work more effectively with people at work means our relationship with team, supervisor, manager, customer or coworker interpersonal relationship must be effective.

CONCLUSION:

Many view team building as the best organization design for involving all employees in creating business success and profitability. I trust these resources will help us to create successful and effective teams and team work& team building.

Submitted by

S.Padmavathi & G.P.Divya.

Lecturer (MBA)

SSM Academy of textiles management, Erode.