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By Pramod Thapa Thomas Rausch Jayakrishna Bobba
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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 Bossed—They are Coached Handling Conflict in Teams Structural Inhibitors of Teamwork Rewarding Team and Individual Performance Recognizing Teamwork and Team Players Leading Multicultural Teams
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1. What is a Team 2. Rationale for Teams 3. Learning to Work Together 4. Team Excellence and Performance
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T- Talent E- Enthusiasm A- Accountability M- Management W- Work-able O- Openness R- Respect K- Keenness
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Satisfy the human social need Two or more are better than one Performs better performance Multiplies the potential of individual members
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Personal identity of team members Relationship among team members Identity within the organization
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Mutual Support Challenge Singleness of purpose Trust Participation
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Makeup and size of Teams Choosing Team members Responsibilities of Team Leaders Other Team members Creating a Team’s Charter Developing Collegial Relationships Promoting Diversity in Teams
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Assess Plan Execute Evaluate
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Keypunch Game- a Team Work
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What are the factors that affect both the groups? HHonesty SSelflessness DDependability EEnthusiasm RResponsibility CCooperativeness IInitiative PPatience RResourcefulness PPunctuality TTolerance PPerseverance
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Clearly defined charter Team development and team building Mentoring
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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
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Force-Field Analysis
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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
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Compensation and Recognition ◦ Give credit and benefits to team Planning and Control ◦ Teams and managers work together
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Reward both the individual and team Total Compensation ◦ Reward at three levels Base individual compensation Individual incentive compensation Team-based incentive compensation
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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
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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
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Incentives must be sought after by individual and team. MBTI “typing.” ◦ Thinkers v. Feelers. All employees want recognition after a job well done.
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Culture related challenges: ◦ Communication ◦ Attitudes ◦ Authority ◦ Decision making
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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
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Would the performance of the teams change if we only rewarded the individual who touched the most numbers? How would this effect the group? Was there a cultural barrier to teamwork? If so, how? Did you feel motivated to complete the task as best as possible? If so, why? If not, what could we offer to motivate more effectively?
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