By Pramod Thapa Thomas Rausch Jayakrishna Bobba 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 BossedThey are Coached Handling Conflict in Teams Structural Inhibitors of Teamwork
Rewarding Team and Individual Performance Recognizing Teamwork and Team Players Leading Multicultural Teams 1. What is a Team 2. Rationale for Teams 3. Learning to Work Together 4. Team Excellence and Performance T- Talent
E- Enthusiasm A- Accountability M- Management W- Work-able O- Openness R- Respect K- Keenness Satisfy the human social need
Two or more are better than one Performs better performance Multiplies the potential of individual
members Personal identity of team members Relationship among team members
Identity within the organization Mutual Support Challenge
Singleness of purpose Trust Participation Makeup and size of Teams Choosing Team members
Responsibilities of Team Leaders Other Team members Creating a Teams Charter Developing Collegial Relationships Promoting Diversity in Teams Assess
Plan Execute Evaluate Keypunch
Work Game- a Team What are the factors that affect both the groups? Honesty Selflessness Dependability Enthusiasm Responsibility Cooperativeness
Initiative Patience Resourcefulness Punctuality Tolerance Perseverance Clearly defined charter Team development and team building Mentoring
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 Force-Field Analysis
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
Compensation and Recognition Give credit and benefits to team Planning and Control Teams and managers work together Reward both the individual and team Total Compensation
Reward at three levels Base individual compensation Individual incentive compensation Team-based incentive compensation 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
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 Incentives 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 making
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
Minor knowingly/voluntarily sought the services; and . Service provider believes the minor to be mature enough to participate in services productively. Presumption of detriment if counselling related to neglect or sexual, mental, or physical abuse by the adult.
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