Building Effective Teams

release squads of all types ar being empowered to perform tasks that previously were employees responsibility. As organizations move toward more highly empowered bleed teams, the organizations that invest resources to pack teams stern increase both team and organizational effectiveness. Management lots rushes to form work teams with off considering how the behaviors needed for effective team work disagree from those needed for effective individual contri scarcelyions. Team members may receive minute or no training to ensure that they back end perform the inevitable tasks and chance on the goals set.Communication Issues in Situations 1. Not informing nigh other departments of status and updated schedules. up communication in organization involves more accurate encoding, transmitting, decoding and modify at the interdepartmental level. People posterior get the better of barriers to effective communication. They essential(prenominal) first be aw be that barriers exis t and outhouse cause atrocious organizational problems. Then they mustiness be imparting to invest the effort and epoch necessary to over catch the barriers. When departments do non communicate or update the status of information, then, there will be confusion in the process.To avoid this, employees must be able to follow up to square off whether important messages get down been understood. Feedback doesnt make water to be verbal in fact, actions often speak louder than words. The gross sales double-decker who describes desired changes in the periodic sales planning report receives feedback from the report itself when it is circleed in. If it contains the proper changes, the manager notices the message was received and understood. Managers who tell every angiotensin converting enzyme to see the big picture often create a serious communication overload.Rather than essay to keep every wizard involved, top-level perplexity need follow the need-to-k like a shot princip le transmitting communication and updating state in other areas of the organization that need the necessary information. Sometimes it is serviceable to regulate the flow of information and procedures that need to be brought to the attention of the mountain in the other departments. As long as performance falls within the acceptable range, the regular procedures aware followed. Misunderstandings and confusion can be reduced when adequate and timely feedback of information is d bingle.Information must always be updated. Feedback mechanisms and reporting systems need to be established so managers know whether their messages have been understood, accepted and followed. Sometimes, a useful technique here is to manage the quantify of messages so they are received in an orderly manner. This principle is standardized to the procedure many executives use in responding to their in-basket. Incoming mail is sorted into piles of related topics. A similar procedure can be used, to some exte nt, with verbal communication where specific time periods are schedule for discussing a specific topic.Knowledge work is a process requiring experience from both internal and external sources to produce a product that is tell by its specific information content (Kappes and Thomas). 2. Blaming between people of unalike races This is a big communication barrier that needs immediate remedy. When one has a grudge against someone, he tends to make that someone responsible for everything he finds wrong. When a person in one department blames someone, his desire to strain and punish is often what is at work.Someone blames another hen he is tempestuous because the action made things turn out variously than he wishedif not through his words, then through his manner and tone of voice. One can put all the responsibility for what happened to him, in a way that implies what he did was wrong or bad. Moreover, blame breeds resentment. its your fault is a red-flag phrase. It is to a person what a matadors cape is to a bull. The hooker in blame is that smidgen of truth in what one said or implied. One can seldom say, Thats just what you feel-it has nothing to do with me. When a persons blamer goes to work, it is very canny. It knows exactly where to go zap, where to take out that nasty kernel of truth. A put-down artist is an quick at zeroing in on where you feel bad about oneself and qualification him feel even smaller there. Two messages get mixed up in blame one partys statement of how he feels (Im angry and disappointed) and ones evaluation of the other party (Scum like you shouldnt be aloud to work in this company. ). The feelings about the situation are often hidden in the you-are-bad message, instead of being said straight out.One-way blaming in the organization is overcome is help open up communication between two blaming departments. Members of these departments must also be reminded that they need to take responsibility for their part in what happened. 3. Lack of standardization among terms used with different departments. This signifies uniform and consistent procedures or knowledge of terms that employees are to follow in doing their jobs. They must be aware of not only the terms used in the different departments but also the written procedures, job descriptions, instructions, rules and regulations to standardize the system aspects of jobs.Standards among terms used with different departments allow people to reinforce determine important to the organizations success. This approach may seem mechanical, but if terms were not standardized, many organizations couldnt achieve their goals and will have confusion of meanings in the process. Terms serve to bind as salubrious as to separate departments. Terms sometimes block more than they reveal. They can prevent a true look. One is un belike ever to know the whole truth of something. Someone else may see or contact a thing in a different way than one does, and know another side of it .An idea or statement, or plan is true to the degree that it helps one accurately experience the thing or event it re saves. Some of the terms team members use are piano riding which means that a member does not contribute to the full to team performance but still sharing in team rewards patronage making less effort than the others groupthink which is an agreement-at-any-cost mentality that results in inefficient work team decision-making and may lead to poor solutions productive feud which occurs when team members value different points of view and seek to draw them out to facilitate creative problem-solving (Hellriegel et al 1996).Dryer and Ericksen (March 2004) propose that human behaviors in high-reliability organizations can affect organizational performance. They examine several Strategic Human resource Management (SHRM) strategies that engender and reinforce certain human behaviors that in turn can result to reliability in organizations that operate under trying condit ions, i. e. , those that manage complex and interdependent systems subject to substantial external volatility. They turn over reliability in organizations (like mining firms) is a critical process-based measure of organizational performance (Dryer and Ericksen, 2004).Communication Strategy Team discussions are important. This is pivotal especially in discussing feelings for these reflect the emotional climate of a tram. The four feelings most likely to influence work team effectiveness and productivity are the feelings of trust, openness, exemption and interdependence. The more these feelings are present, the more likely the work team will be effective and the members will experience satisfaction. These feelings probably are present in a formal or informal group to which one belongs if they agree with the following statements Trust- Members have confidence in severally other. bareness Members are really interested in what others have to say. Freedom Members do what they do out of a smell out of responsibility to the group, not because of a lot of pressure from others. Interdependence Members coordinate and work unneurotic to achieve roughhewn goals. Indeed, in organizations, departments can easily get into trouble when they immobilise that they are sometimes dealing with abstractions, and then act as though they were concrete things and events. REFERENCES Dryer, L. and Ericksen, J. (March 2004).Towards a Strategic Human Resource Management sample of High Reliability Organization Performance A Working Paper. gist for Advanced Human Resource Studies, Cornell School of Labor and Industrial Relations. Retrieved Oct. 30, 2006 at http//www. ilr. cornell. edu/depts/cahrs/downloads/pdfs/ operativepapers/WP04-02. pdf Hellriegel, D. Jackson S. and Slocum, J. (1996). Management. USA International Thomson Publishing. Kappes, S. and Thomas, B. A Model for Knowledge proletarian Information Support. Knowledge Worker Information Management. Retrieved Oct. 30 , 2006 at http//www. cecer. army. mil/kws/kap_supp. htmconstruction Effective TeamsBuilding a global-based team is not as easy as pretending a new internal team in the company. There are many things to be considered. Creating a single team composed of different nationalities with different cultures should be done with thorough seek and full attention. Several factors need to be looked at and taken into thoughtfulness to build an effective global team working together despite the geographical barriers. A good mix of international team members can only be obtained if the right criteria in the selection are powerful set.The rest of this paper discusses some of the criteria that would best help in the train of building a global-based team working effectively towards a common goal. Selecting Global Sales Team Members As an HR Manager tasked to come up with an effective global sales team, there should be some criteria that would better facilitate the selection of team members. Some o f these criteria can be the following Each member should be open to the fact of working with other members from other countries. The member should have a proven volume of being responsible and reliable in their jobs especially when it comes to important tasks or assignments. Excellent communication skills, especially when it comes to dealing with business projects and endeavors, need to be exhibited by the global team member. The member should have a sense of independence and organization. Working in a global-based team means a possibility of working in a virtual environment where members are not directly supervised by a manager. The member should be able to work on his own at times and create enough to be able to manage his own time in order to accomplish all the deliverables on time.As mentioned, if a global sales team is desired, there is a possibility that the members will work together in a virtual environment. With this in mind, I would probably root on building a team c omposed of highly undergo professionals with proven and excellent track record. These professionals should also exhibit the criteria and characteristics mentioned above. All of those things are necessary in building an effective global sales team. As the manager who is in charge of building the team, I would ensure that every member of the team is aware of the teams reputation.They should be briefed when it comes to differing time zones, languages, culture and work ethics of each member since they belong to different nationalities. The members of this global team should fully and clearly understand the objectives and goals of the global team. Since the members do not work in just a single location, they should suck up all possible means of communication. With todays technology, working in a virtual team, with members located in all parts of the globe, is now easy because of all the advanced means of communications easily operable to anyone just like email, mobile phones and inte rnet telephony.An effective communication is crucial in the success of any global-based team. For a global team to build trust and integrate well with each other, Mitchell (2000, p. 162) said that team members should invite that each culture has much to offer. The team should take the best from each culture and mold them into a team personality that reflects the diverse nature of team members. References Mitchell, C. (2000). A Short Course in International line of credit Culture. Novato, CA World Trade Press.