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NO MATTER WHAT ACCOMPLISHMENTS YOU MADE, SOME ONE HELPS YOUWE ARE NOT INDEPENDENT BUT INTER DEPENDENT

TEAMogetherveryonechievesoreThe Meaning of TEAM

Two or more individuals with a high degree of interdependence geared toward the achievement of a goal or the completion of a task.

What is a ?

TEAM

Little communicationNo supportLack of visionSo many sub groupsSeeks to hide its identityLeaves new members to find their own way but insists on conformityLeader manipulates team to own endsGroup

Plenty of opportunities for discussionPlenty of supportProcess of discovery supported by openness and honestywork group combine easily into a single teamUnitySeeks to discover its identityWelcomes new membersTeam

How TEAM different from a GROUPGroupTeam1 . Little Communication1. More Opportunity for Discussion2. No Support2. Plenty of Support3. Lack of Vision3. Process of Discovery is supported honestly4. Seek to hide its identity4. Seeks to discover its identity5. Leader manipulates the team5. Leader seeks team Decision

Stages of DevelopmentformingperformingstormingnormingadjourningTEAM

TEAM FORMATION

To have to organize Staff Family Celebration

1- Select Any 3 people from the Group2- List the Activities you will plan5 Mins

FormingStormingNormingPerforming

FormingMembers join and begin the process of defining the groups purpose, structure, and leadership.

Forming

StormingIntragroup conflict occurs as individuals resist control by the group and disagree over leadership.

Storming

RolesRole Conflict: others have conflicting or inconsistent expectationsRole Ambiguity: Confusion arising from not knowing what one is expected to do as the holder of a role.Role Overload: others expectations exceed ones ability

15As weve discussed, the business developer may be experiencing role conflict. That is that the organization has limited his or her role but customers are demanding him to perform duties outside of his role. These kind of conflicts can create stress for individuals in these roles.

Role Ambiguity another type of issue is when the individual in the role is not sure what their role exactly is. This is common when people enter an organization for the first time and dont know the norms and culture which convey information about the nature of ones role. For example, one may think they have more authority or decision making discretion than they actually have.

Role overload occurs when the scope of someones role exceeds what they are actually capable of accomplishing. So having someone responsible for strategically moving a company in the right direction and trying to manage all of the day-to-day operations may be unrealistic. In this situation, neither may get done very well. At the early stages of a company start-up, entrepreneurs often face this challenge.

What is the impact of these outcomes?Two meta-analyses indicated that role conflict and role ambiguity were associated with job dissatisfaction, tension and anxiety, lack of organizational commitment, intentions to quit, and, to a lesser extent, poor job performance. What can managers do about it?Managers can use feedback, rules and procedures, directive leadership, goal setting, participation, and mentoring to reduce role conflict and ambiguity.NormingClose relationships develop as the group becomes cohesive and establishes its norms for acceptable behavior.

Norming

PerformingA fully functional group structure allows the group to focus on performing the task at hand..Role ClarificationInterdependence, Knowledge, Motivation and Skills

Performing

AdjourningThe group prepares to disband and is getting ready to come together again after all, that is the beginning

Trust walk

STATUS AND EGOLOW STANDARDSAMBIGUITYARTIFICIAL HARMONYINVULNERABILITYDYSFUNCTIONS OF TEAM

OVERCOME DYSFUNCTIONS TRUSTCONFLICTCOMMITACCOUNTRESULTS

What binds team?Mutual trustMutual support and guidanceComplementary skills of different team membersCommitment to common goals

Team Performance Depends upon:-StrategyClear Roles & ResponsibilitiesOpen CommunicationRapid ResponseEffective Leadership

In Team there is No I

The Results of Team Work

Every Team Member Can Help!

Everyone Has to Hang in There!

HOW SHOULD BE A TEAMTreat each other with respect.Learn from the past, but deal with the present.Walk the talk; deliver on your commitments.Be accountable for your actions.Treat everyones ideas and opinions seriously and with respect regardless of job title.Be open to ideas or opinions that are different from your own.Make decisions by consensus.

If you disagree, offer your reasons why and an alternative approach.9.Look for the interests behind the positions.10.Deal with the facts versus rumors or assumptions.11.Keep communication open, honest, timely, and two-way.12.Be persistent.13.Celebrate successes.

Team Work Lessionlessons from Chakde-India

All team members from different regions having different backgrounds

Individual stories to tell

Respect cultures/ethnic differences

With experience there are two negative byproducts:Arrogance Insecurity

Use of native language in work area

Its not good to mix personal and professional lives

Experience is always valuable

Management side:Team/Organization is always bigger than the individualIt is important to look at unifying factorWork on strengthsIt is important to take risksAt times tough decisions has to be taken

Individual success is only possible when the team succeeds.

JAYAMUTHUMAGESH.V MSW (PM & IR), B.L, PGDCA, PGDC,DLL, Dip T & D MANAGER HRGHCL LTD., (UNIT: Sree Meenakshi Mills)Paravai, Samayanallur P.O, Madurai.