Team effective functions

Understandings

Understanding in team is  it happen  effectively, a team must be filled by competent members who are willing to play the part and keep  the team working as a unit to accomplish goal.
In a group, members think they are grouped together for administrative purposes only.  Individuals sometimes cross purposes with others.  In a team, members recognize their independence and understand both personal and team goals are best accomplished with mutual support.  Time is not wasted struggling over  "Turf" or attempting personal gain at the expense of others.

Ownership

In a group, members tend to focus on themselves because they are not sufficiently involved in planning the unit's objectives. They approach their job simply as a hired hand. "Castle Building" is common.  In a team, members feel a sense of ownership of their jobs and unit, because they are committed to the values based common goals that they helped establish.

Team Coordination Processes

Team effectiveness purely depends on several coordination functions effectively manage and discharge of  team members can coordinate their actions in the following ways.

 Orientation functions help to team members to acquire and exchange particular information that required for specific tasks. Team members coordinate  to engage in collection of knowledge of how to get resources and how to solve constraints in a project and how to achieve the mission and environmental problems in a team. It is stage of planning for how to get resources and how to solve the problems in a systematic manner. In this stage, members are exchanging their ideas, to manage the project without constraints.

 Resource distribution functions help to team members in the form of the assignment of members of specific tasks during collective action, the distribution of  the right material, people and  resources to tasks and  across subtasks, and balancing task load across members. Team leader allocate and distribute resources as per standard plan which make at the time of orientation. Resources include, skills, abilities, and knowledge of a team member.

 Timing functions identified the team members how  to coordinate the pace and speed of task accomplishment. Team pacing incorporates activities regulating the speed of task completion for the team as a whole, as well as for each individual team member.

 Response coordination functions to the specific sequencing of member activities and their timing relative to the occurrence of other team actions. Motivational functions are activities geared toward procuring the commitment of members to team task accomplishment

 Motivational functions  are vital during task execution may take the form of exhortations and encouragement when teams are performing under difficult circumstances. The two remaining teams performance functions refer to activities regarding the monitoring and maintenance of ongoing team actions, and the adjustment of those actions when they become dysfunctional.

 Systems monitoring functions monitoring functions include those actions directed at the detection of errors in the nature and timing of member activities.

Procedure maintenance functions refer to the team monitoring to ensure compliance with established performance standards. The emphasis here is more on team maintenance than on error detection. Both sets of functions include activities related to the adjustment of member actions in response to team derailment. These monitoring and adjustment activities are critically important for team performance, particularly for teams confronting dynamic and ambiguous situations. Indeed, monitoring activities were most instrumental for team decision making effectiveness.

To be effective, these team coordination functions need to become fairly automatic behavior patterns displayed by team members, individually and collectively, as teams confront tasks. Likewise, if teams need to operate in highly dynamic and complex conditions,

Then the application of these functions needs to be adaptive. In essence, teams need to balance two countervailing necessities in such environments: the need to standardize how team members contribute and combine their resources and the requirement that they remain flexible as task conditions become more dynamic.

This balance is created through ‘‘regulatory mechanisms’’ established within the team. These mechanisms refer to operating procedures established to govern the activation, occurrence, intensity, and monitoring of team performance functions. These procedures become encoded in team memory and new members are socialized to adopt and accept these procedures. Examples of such mechanisms include team performance norms, communication rules, and trained strategies shared by team members about how to accomplish routine team functions.

Creativity and Contribution

Team creativity focus of individual technological upgradation  and team application of innovative ideas, concepts and application of creativity in a project to accomplishment of work. Team facilitator encourages to team members' creativity in work, ideas, skills and commitment to work in a team. Facilitator identified everyone members' contribution in a team and praise and reward in terms of monetary and nonmonetary benefits to members. Team facilitator encourage to show unique talents, knowledge and creativity are the main objectives.  In a group, members are told what to do rather than being asked what the best approach would be.  Suggestions and creativity are not encouraged.  In a team, members contribute to the organization's success by applying their unique talents, knowledge and creativity to team objectives. Team members' involvement in Brainstorming, it  helps with the development of team innovation and creativity in a team work.

Trust

Trust is a fundamental  thing for team members to accomplish a project. Success depends on trust of a team and failure depends on interest of a team member. In these situations in a team, trust is developed:  team members address issues directly in a team meeting and members bring together trust. Team members  are working transparently  and share the relevant information, and  committed to work on a project, and team members must say frankly they know the things otherwise say not know anything about the project. In a group, members distrust the motives of colleagues because they do not understand the role of other members. Expressions of opinion or disagreement are considered divisive or non-supportive.  In a team, members work in a climate of trust and are encouraged to openly express ideas, opinions, disagreements and feelings. Questions are welcomed.  Welcome members who are learning from mistakes, and finally listen and hear other members' voice.

Common Understandings

In a group, members are so cautious about what they say, that real understanding is not possible. Game playing may occur and communication traps be set to catch the unwary.  In a team, members practice open and honest  communication.  They make an effort to understand each other's point of view. Teams develop direction, momentum, and commitment by working to shape a meaningful purpose.  Common understand is required among the team members in the form of  interest, team members required skills such as communication skills to explain team goals, to address team conflict and to build an environment of trust, planning and organizational skills to keep teams on track and focussed on work outcomes. Every member in team required knowledge to know the group behavior, strategies for mentoring and coaching to informally guide and instruct team members, issue resolution, strategies for gaining consensus.

Personal Development

In a group, members receive good training but are limited in applying it to the job by the manager or other group members.  In a team, members are encouraged to continually develop skills and apply what they learn on the job.  They perceive they have the support of the team. It's the perfect learning environment for member learn to develop personality.

Enhance personality in terms of improving communication skills, encourage teamwork, develop motivation and self confidence, remove barriers and self-doubt. Team members must learn skills such as Communication skills, Behavioral skills, Interpersonal skills, .Memory skills, Interactive skills, Team building skills, Conflict management skills, .Problem solving skills, Decision making skills, Analytical skills, Participative skills, Presentation skills, and Innovating skills.

Team members bound to develop an inner self confidence, Develop hobbies and skills to enhance personal development, practice  with etiquette and manners for self-development, Smile. It adds more charm and quality to your face and self-development, be respectful to others and keep yourself trustworthy, Read the newspaper aloud while at home. You develop a fluency in your communication, Clear and concise communication through team exercises is essential for personality development, Practicing meditation and yoga in corporate training has lifelong benefits. The inner peace will show on your face and work, Do not compare yourself with others, Staying amidst optimistic people are an excellent corporate training tool which helps you stay stress free, Team exercises help you refrain from finding faults, Be kind and grateful for doing favors and the favors you received, Painful endeavors have successful endings. Accept pain to reach success. It helps your personality development efforts, learn to recognize your own mistakes through team exercises, Team exercises also help you to show interest in people around you, Be bold when you lose and keep yourself calm when you win, Open appreciation shows excellent personality development,  Be conscious about your self-discipline and be cooperative with others.

Conflict Resolution

Conflict in a team is inevitable in a member. Conflict isn't necessarily a bad thing, though. Healthy and constructive conflict is a component of high functioning teams. - See more at:

Conflict arises due to disagreement and poor communication in a group and its members find themselves in conflict situations they do not know how to resolve.  Their supervisor/leader may put off intervention until serious damage is done, i.e. a crisis situation.  In a team, members realize conflict is a normal aspect of human interaction but they view such situations as an opportunity for new ideas and creativity. They work to resolve conflict quickly and constructively.

Conflict resolution is a steady and continuous process in a team, it requires respect and patience and team facilitator replace negative experiences into positive one.

Team facilitator prepares for resolution in form of acknowledging the conflict  before managed and resolved and find the issues relating to conflict among the members in a team. Discuss the impact the conflict towards the team performance and mission, team member agree to amicable settlement in a team for achieving the goals and finally agree to communicate for resolving conflict and maintain a healthy environment in a team. By considering the facts, assumptions, beliefs and  take decision making without affecting anyone. Gain agreement within the team about which techniques to use, and how to go about the further analysis and evaluation.

Team facilitator is ready to resolve the conflict, next arises next stage understand the situation under the each member point of view and clarify positions, list the facts, assumptions and beliefs underlying each position and analysis the small groups work on the resolution of conflict. Convene back as a team And finally take to reach agreement to regulating the conflict. Team facilitator practice these things as outlined;

Immediately dealing with conflict and avoid to temptation, facilitator become discuss  being open,  tell clear communication, practice active listening, not stick on personal grounds, insists on honest and focus on actionable solutions, and finally demonstrate respect to all members in  a team

Participative Decision Making

Participative decision-making is the extent to which team members  allow or encourage members to share or participate in organizational decision-making.  In a group, members may or may not participate in decisions affecting the team.  Conformity often appears more important than positive results.  Win/lose situations are common.   In a team, members participate in decisions affecting the team but understand their leader must make a final ruling whenever the team cannot decide, or an emergency exists.  Positive win/win results are the goal at all times. It is useful  to Job satisfaction, Organizational commitment, Perceived organizational support, Organizational citizenship behavior, Labor-management relations, Job performance and organizational performance, Task productivity, Organizational profits Employee absenteeism. It involves in identification of problems, Providing solutions, Selecting solutions, Planning implementation, and Evaluating results. Participative Management decisions are opened form of management  decisions where team members are actively involved in the organization’s decision making process.

Clear Leadership

Leader clear leadership shows the subjectivity, self-awareness, and the ability to perceive the relationship among the team members. Clear leader must possess the  listening skills, communication skills, and negotiation skills, and learn emotional intelligence to manage personality. The skills of clear leadership are

·         Self-awareness,

·         Descriptiveness,

·         Curiosity, and

·         Appreciation.

In a group, members tend to work in an unstructured environment with undetermined standards of performance.  Leaders do not walk the talk and tend to lead from behind a desk.  In a team, members work in a structured environment, they know what boundaries exist and who has final authority.  The  leader sets agreed high standards of performance and he/she is respected via active, willing participation.

Commitment

In a group, members are uncommitted towards excellence and personal pride.  Performance levels tend to be mediocre.  Staff turnover is high because talented individuals quickly recognize that

TEAM MANAGEMENT

Definition of Team management

Team management is the direction of a group of individuals that work as a unit in an organization. Effective teams are results-oriented and are committed to project objectives, goals and strategies of an organization.

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