Team Building

Pages: 4 (1192 words) Published: March 26, 2014

Team Building

Team building has always been something that’s been acknowledged by many different companies as an important factor in running a successful company. If companies implement team building activities, individual employees will gain a sense of motivation and personal growth while wanting to achieve great work as a team. Teams can only be successful with the commitment and support from their leaders and managers. A team is a group of people working towards a common goal. Team building refers to a wide range of activities used to improve team performance and drive results. Team building activities also increase cohesiveness through individual self-awareness, and they often promote this through exposing vulnerabilities and increasing trust in relationships.

Team building is important for many different reasons. One being that it enhances workplace efficiency. If you like the people you work with, you’re work will be more efficient. Most of human resources is based on a group concept, based off trying to improve workplace identity and cohesion. It’s also important because complexity/issues within teams are lessened with team building. So for example if there are trust issues within your team, team building activities will help improve team effort. Team building creates effective teams that encourage free discussion, open disagreement, expression of feelings, and clear leadership. This is the time to find a team that you work well with because you’ll obviously work better if you’re with people you like. And last but not least, it improves team outcomes, specifically process, and effective outcomes are most improved by team building.

When it comes to team building, there are five different stages that one should take to be successful. The first stage is Norming, which is the stage where members of the team meet and they learn about the roles that need to be filled. This is where ground rules are usually set and the leader is identified. This...
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