HRM345 U5 IP
Olenaz808
U3IP.pptxBUILDING A TEAM
Olena Spears
HRM345 Unit 3 IP
Professor Daniels
6 March 2019
What will you do to prepare the team for working together before they start?
Before taking over an team which is already existing or a one which is starting it is critical to devote energy and time to establishing how one want the team to work.
Getting to know each other is one of the step in preparing the team to work together.
One is required to know the team members and also encourage them to get to know one another in a better way (Alliger et al. 2015).
Also, showing what one stand for is important when preparing the team where one has to showcase one’s values.
This involves explaining what is behind each of one’s decision, what are the priorities, how one will evaluate the performance of the team, collectively, and also individually.
Before taking over an team which is already existing or a one which is starting it is critical to devote energy and time to establishing how one want the team to work. Getting to know each other is one of the step in preparing the team to work together. One is required to know the team members and also encourage them to get to know one another in a better way. Also, showing what one stand for is important when preparing the team where one has to showcase one’s values. This involves explaining what is behind each of one’s decision, what are the priorities, how one will evaluate the performance of the team, collectively, and also individually.
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Continuation (What will you do to prepare the team for working together before they start? )
Explaining how one want the team to work is also how a team is prepared for working together before they start.
Therefore, explanation should in detail as new team members need to be introduced to the team’s culture.
Setting and clarification of goals should be done before a team starts its operation.
Thus the leader is supposed to set ambitious goals and at the same time achievable (Alliger et al. 2015).
Lastly, one has to be clear what is happening in the decision making process with the members at this early stage.
Explaining how one want the team to work is also how a team is prepared for working together before they start. Therefore, explanation should in detail as new team members need to be introduced to the team’s culture. Setting and clarification of goals should be done before a team starts its operation. Thus the leader is supposed to set ambitious goals and at the same time achievable. Lastly, one has to be clear what is happening in the decision making process with the members at this early stage.
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Training and development activities that you will use to build trust and productivity in the group
Leading by example is a development activity which can be used in trust building in a group and also productivity.
This involves keeping promises and such follow-through which is positive build trust in a quick way which raise the group’s expectations and tone (Chalker et al. 2016).
Also, communicating openly is essential for trust building.
One need to have the team members talk to one another in a meaningful and honest way.
Also, do not place blame as when a team is working together, honest disappointments and mistakes happen and pointing fingers should not be allowed.
Leading by example is a development activity which can be used in trust building in a group and also productivity. This involves keeping promises and such follow-through which is positive build trust in a quick way which raise the group’s expectations and tone. Also, communicating openly is essential for trust building. One need to have the team members talk to one another in a meaningful and honest way. Also, do not place blame as when a team is working together, honest disappointments and mistakes happen and pointing fingers should not be allowed.
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How will you measure whether trust exists within the team
Trust is recognized widely as an element crucial in cooperation, collaboration, and any team which is working in any inter-organizational or organizational relationship.
Observation of the attitude of the employee is another method to determine the employee’s trust (Cheng et al. 2016).
Also measuring team members turnover can be used to measure the team’s trust.
If trust exist within a team, the turnover would be low and if they have not trust some tend to leave the team.
Use of suggestion boxes is another way in which the trust of the employees can be assessed.
Trust is recognized widely as an element crucial in cooperation, collaboration, and any team which is working in any inter-organizational or organizational relationship. Observation of the attitude of the employee is another method to determine the employee’s trust. Also measuring team members turnover can be used to measure the team’s trust. If trust exist within a team, the turnover would be low and if they have not trust some tend to leave the team. Use of suggestion boxes is another way in which the trust of the employees can be assessed.
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Measure the effectiveness of this new team
For a team to be effective, employees need to be engaged, driven and productive.
One way to measure the effectiveness of a team is checking the employee attendance whereby it involves measure of the employee absenteeism rate (Williams et al. 2018).
If the employees are not turning up to work it dramatically affect the team’s effectiveness thus the goals will not be met quickly.
Client satisfaction is also a way of measuring the team’s effectiveness.
In short, if clients are satisfied with the teams services or products, it typically means that the team is effective (Salas et al. 2015).
For a team to be effective, employees need to be engaged, driven and productive. One way to measure the effectiveness of a team is checking the employee attendance whereby it involves measure of the employee absenteeism rate. If the employees are not turning up to work it dramatically affect the team’s effectiveness thus the goals will not be met quickly. Client satisfaction is also a way of measuring the team’s effectiveness. In short, if clients are satisfied with the teams services or products, it typically means that the team is effective.
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References
Alliger, G. M., Cerasoli, C. P., Tannenbaum, S. I., & Vessey, W. B. (2015). Team resilience. Organizational Dynamics, 44(3), 176-184.
Chalker, M., & Loosemore, M. (2016). Trust and productivity in Australian construction projects: a subcontractor perspective. Engineering, Construction and Architectural Management, 23(2), 192-210.
Cheng, X., Yin, G., Azadegan, A., & Kolfschoten, G. (2016). Trust evolvement in hybrid team collaboration: A longitudinal case study. Group Decision and Negotiation, 25(2), 267-288.
Salas, E., Grossman, R., Hughes, A. M., & Coultas, C. W. (2015). Measuring team cohesion: Observations from the science. Human factors, 57(3), 365-374.
Williams, D. P. (2018). Measuring the Effectiveness of an Open Ended Team-Based Induction Task.
