Team Work

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A PAPER ON

TEAM WORK

SUBMITTED BY GROUP I

A KRANTI KUMAR 10BM60001
BIJO P JOY 10BM60020
D R K CHAITANYA 10BM60022
K SOUJANYA 10BM60039
M C KARTHEEK 10BM60044
M S C ARUN 10BM60051
P RAMYA KRISHNA 10BM60056
SATHISHWARAN R 10BM60079
VIJAYA PRABHU 10BM60097

AS A PART OF HUMAN BEHAVIOUR & MANAGEMENT COURSE, VGSOM

INTRODUCTION
The importance of teamwork lies in the significant effect that it produces, especially when being properly applied and managed. It creates flexibility and coordination among members and enables them to use their talents and participate in taking decisions. It also provides a good deal of acceptance, understanding and physical interaction, which cannot be gained individually. This is the reason why members rely on teamwork to get the feedback, attention and moral support which they constantly need. As a result, teamwork leads to a great improvement in the quality of work produced, making the process more fun and less frustrating.

Here in this paper, we have tried to analyse the importance of team work and how does the different factors affect teamwork.

The factors that are discussed in the paper are

I) Motivation
II) Values
III) Self-development
IV) Attitudes
V) Perception and Attribution
VI) Stress and counseling
VII) Job design
VIII) Emotions and Moods

Motivation
Motivating people at work is probably the single most important thing that any manager can do.  The way you deal with your people affects the daily output of your organisation and the overall effectiveness of your company.  This is the tool used to motivate people to work at their potential and to get all of them working effectively. Teamwork is the art of getting all of the people to work together effectively.  Only when all of them are pulling in the same direction can their potential be unlocked. Team Motivation at workplace is an important task - this task falls on the shoulders of the team leaders. Motivating employees to their best performance starts from the basic methods of team and teamwork performance. Performance is considered to be a function of ability and motivation, thus: Job Performance=f(ability, motivation)

Ability in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are broadly seven strategies for motivation. - Positive reinforcement/High expectations

- Effective discipline
- Treating people fairly
- Satisfying employees needs
- Setting work related goals
- Restructuring jobs
- Base rewards on job performance
These are the basic strategies, though the mix in the final recipe will vary from workplace situation to situation. Essentially, there is a gap between an individual’ s actual state and some desired sate and the manager tries to reduce this gap. Motivation is in effect a means to reduce and manipulate this gap. It is inducing others in a specific way towards goals specifically stated by the motivator. Naturally these goals as also the motivation system must conform to the corporate policy of the organization. The motivational system must be tailored to the situation and to the organization To achieve motivation and improve team performance , the following steps can be followed : Define your team members

It goes without saying that selecting the right mix of talents, expertise and leaders to the team will ensure that the work they do leads to success. And the right mix of people for any specific teamwork is the most important part of the process. Therefore, we need to find out who are your team members – the leaders, the talents, the initiators, the hard-workers, the professionals, the creators, the individualists, those who matured/responsible and those who really need directions to get the job done....
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