UNIT 8.

ORGANISING: PARTNERING FOR SUCCESS

Contents Page No
Broad Objective 3
Learning Outcomes 3
Introduction 3
8.5.1Working in Teams for Projects and Programmes 4
 Understanding Team
 Team
 Difference between group and team
 Team members
 Team size
 Team Development
Practice Test 8
Feedback 8
8.5.2 Building Effective Teams 9

 Characteristics of a good/effective team

 Team models
 Types of Teams
 Team Work - Meaning and Tips for better Team Work
 Steps for a better team work
 Factors Determining Success for Teams

Practice Test 15
Feedback 15
8.5.3 Networking And Partnering With Stakeholders 16
(Employers, Alumni, Community Etc.) For Success
 Networking and Partnering with Alumni

1
  Networking and Partnering with industry and
Potential Employers
Practice Test 19
Feedback 19
Conclusion 21

Bibliography 21

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 UNIT 8.5:

ORGANISING: PARTNERING FOR SUCCESS

Author: Dr Rakesh K Wats
NITTTR, Chandigarh

Broad Objective
The broad objective of this unit is to make the
participants aware about the importance of
working in team for handling different projects
and programmes in an institution. Participants
shall also appreciate the role of networking and
partnering with stake holders for the success of
the institution.

Learning Outcomes
After going through this unit the learner will be able to :

 Understand the role of team work in the success of any institution.

 Identify different stages of team formulation in an institution and use the characteristics of an
effective team to make the process valuable for the institution.
 Understand team models and use the same for different projects and programmes of his own
institution.
 Understand the importance of networking and partnering with different stakeholders (employers,
alumni, community etc.) for making the institution responsive and up to date.
 Adopt different strategies for networking and partnering with different stake holders of the
system for enhancing the quality of the projects and programmes of the institution.

Introduction

In today’s scenario, when educational institutions are facing a lot of challenges due to diversity of
knowledge, when no individual is self sufficient to execute the assigned job, programmes and projects,
role of teams become very important. Team work brings in diversity of thoughts, opinions, experiences
and specializations, much needed for multifaceted projects and programmes of today. Understanding of
group dynamics is the important need of any educational institution. In addition to teaming for internal

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efficiency, networking and partnering with external stakeholders of system is equally importantto become
responsive to their needs and expectationsof the quality output and recognized brand at the national and
international levels.

Through this unit, you, the learners shall understand the concept and importance of team work, team
dynamics, team models and characteristics of an effective team for handling various projects and
programmes in an institution. You shall also learn the importance of networking and partnering with the
alumni, potential employers, parents and society for enhancing the quality of services provided by the
institution by incorporating the interventions proposed by them.

8.5.1Working in Teams for Projects and Programmes

 Understanding Team -One is single but two ones make eleven. No single individual can
perform all tasks on his own, in spite of his best efforts. Team has always a multiplier impact on
one’s performance and efficiency.

 Team – can be defined as group of people with similar thought process, common goals and
interests, common objectives and line of action, and work in harmony. The members of a team
should have similar if not the same interests, working style, thought processes, attitude,
perception and likings.
 Difference between group and team- a group is a heterogeneous assemblage of people
having varied interests and goals or objectives, different working styles, and independent attitude
and thought processes. But the group of people with common goal to achieve makes a team. The
team members should always work together harmoniously and strive towards the achievement of
a common objective. Every group is not necessarily a team. E.g. in a cricket team, players with
different roles (batsman, bowler, wicket keeper, captain) have a common goal and play for a
common objective of winning. Teaming can be seen in entire animal kingdom
 Team members- people working in a group towards a well defined single aim are called team
members. Success of the team depends upon its members. The members of a team should have
following characteristics:

 They should be act in a complementary way

 They should work in unison and help each other
 They should not watch their personal interests on priority
 They should not argue with each other

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  They should show egoistic behaviors
 They should do their best to achieve the team’s common objectives
 E.g. teams in an educational institute are admission, curriculum, research, placement
team etc.

 Team size- depends on the complexity of the task and the length of time till the task is to be
undertaken. Ideally, a team should consist of 5-10 members for maximum individual
contributions. More than 10, indicates more retiring members and dominated by a few
vociferous individuals. Too many members also lead to confusions and misunderstandings.
Less than 5, lacks combination of talents and ideas of a well balanced group.

Size of a team is dependent on the roles to be performed by the individual team members,
i.e. leader, specialist, achiever, player and challenger. One person can perform more than
role, or one role may be performed by more than one person, it is dependent on the quality of
objective to be achieved by the team.

 Leader: to lead the group towards a common objective

 Specialist: having expert knowledge of the area in which team is working
 Achiever: monitor the progress of work against targets and requesting team members
to act to achieve the objectives
 Team Player: concerned with the effectiveness of the team from the stance of inter-
personal relations
 Challenger: always questions assumptions and targets of the team.

 Team Development

Effective teams are a key to success in today’s competitive world. Efficiency of an institution
depends on the effectiveness of its teams. The employees of the institution remain motivated,
if work in harmonious teams. Teams are not permanent in nature. Teams have the potential to
immediately amass, organise, relocate, and disperse. Team development creates a captivating
atmosphere by encouraging co-operation, teamwork, interdependence and by building trust
among its members.

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Stages of team development:

 Forming stage- is the budding stage of team formation, where the members are in
process of knowing and getting at ease with each other. The stage is charaterised by
following features where:

 Members are anxious and show wait and watch attitude

 Members lack clarity of goals, vision, expectations and respective roles
 They will have formal inter-personal relationships with less trust and openness
 Team prepares itself for operation or task to undertake
 Team writes its charter, mission statement, clarifies objectives and establishes
boundaries to work within
 Neither ideas are generated nor shared and polled
 Expectation from each member gets clarified

 Storming stage: is the one when team members begin to show their actual styles, other
features of the stage are:

 Pouring of new ideas to the accomplishment of goals

 Bit of conflicts also arise, sometimes due to mismatch of ideas
 Team undergoes fluctuation in its composition, as some members may drop out
mentally or physically.
 Recognition and publically acknowledgment will motivate the members are this
initial stage of working
 Strategic communication skills will help reducing tensions, irritations, frustrations,
impatience amongst team members
 Frequent meetings will help in discussing all minor and major issues to run smooth in
the times to come

 Norming stage: belong to conflict resolutions and it featured by:

 Mutual recognition of each other’s ideas and efforts

 Feeling of togetherness increases
 Get more socialized, may forget the focus and need to be trained
 Need regular encouragement, motivation, faithful and loyal to each other

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  The stage is characterised by the feeling of “we: than “I” amongst members

 Performing stage- is the final and mature stage of self controlled performing people,
whose efforts need to be acknowledged and recognised. It has:

 Well trained, empowered people having self-problem solving capabilities

 Self-motivated people, capable of accepting new challenges
 Focused, performing, productive and loyal group of people with an absolute clarity of
goals

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Practice Test
Q1. Fill in the blanks
a) A group of people with similar thought process, common goals and interests is called a
___________
b) Team size depends on the ___________of the task and the __________ till the task is to be
undertaken.
c) _______________ is the budding stage of team formation
d) Teams can be ___________ or ___________
Q1. Short questions
a)What are the characteristics of team members?
b) What are the characteristics of an effective team?
c) What are the stages of development of teams?

Feedback
Ans.1. Fill in the blanks

a) Team

b) complexity, length of time

c) Forming stage

d) temporary or permanent

Ans. 2. Short answers

a) Characteristics of team members are

 They should be act in a complementary way
 They should work in unison and help each other
 They should not watch their personal interests on priority
 They should not argue with each other
 They should show egoistic behaviors
b) Characteristics of an effective team are:
 A clear defined goal
 A results-driven structure
 Competent members
 Unified commitment
 Principled leadership
 A collaborative climate

c) Stages of team development:

 Forming stage
 Storming stage
 Norming stage
 Performing stage

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8.5.2 Building Effective Teams

 Characteristics of a good/effective team

In today’s scenario, success in any institutional workplace depends on your ability to build a
team, as well as to interact with others on that team. Together, people are able to accomplish
what one person alone cannot. This is known as synergic effect.

Following are some of the characteristics of an “Effective team”:

 A clear defined goal: This is the goal which has been communicated to all.
 A results-driven structure:The goal has been jointly decided by all the team members.
They all should be fully committed towards achieving it.
 Competent members: Each team member has the required skill set to achieve the team
objectives.
 Unified commitment: Nothing can be achieved working in silos. With the total
commitment from team members, achievement of institutional goals becomes easier.
 Principled leadership: Leadership defines a team. An able leader can chart the team’s
path to success
 A collaborative climate: Commitment from team members and an effective leadership
leads to a collaborative team with a productive work environment.
 Standards of excellence: Quality orientation is vital to the success of any institution.
 External support and recognition: Appreciation as well as timely appraisal is required
to keep the morale of the team high.
 Team goals are clearly understood by all: Communication is vital for achieving
successful completion of any project.
 Thinking out of box: Individual members have thought about creative solutions to the
team’s problem. Thinking out of the box is vital in today’s techno- economic scenario.
 Effective listening: Members are listened carefully as well as given a thoughtful
feedback. Listening to fellows and leader is an important skill for any team. The thoughts
and ideas of every member have to be listened to, with respect, no matter how silly they
may sound at first. Everyone is equal in the team, irrespective of the level of the
individual. His/her knowledge and skills are to be respected rather than his level.

9
  Understanding individual responsibilities: Everyone takes the initiative in order to get
the things done. There is no concept of passing the buck. This is an indication of clear
communication, leading to understanding of individual responsibilities.
 Each team member trusts the judgment of others: Mutual trust and respect is highly
important for the team. This is the only way to achieve institutional goals.
 The team has to be willing to take risks: Risk taking is an attitude which comes with
confidence. Confidence on yourself as well as on your team, besides the ability to face all
consequences is the basic foundation of success for a team.
 Supportive attitude: Everyone has to be supportive of the project as well as of others. A
team is one unit. Unless these cohesive forces are there, the team will never be able to
work efficiently enough.
 Team decisions: Decisions are taken by using organised as well as logical methods.
Dissenting opinions are never ignored. In fact, they are always recorded in order to be
revisited in case the future situations dictate so.
 Teams are given realistic deadlines: Team working should be target oriented. External
support as well as aid is vital to the success of any team.

An efficient team needs support from both inside and outside. It needs to meet the individual
needs of its members in order to achieve the institution’s goals.

 Team models: effective teams are the principal building blocks of the strategy of any
successful institution, be it private, non-profit or government sector. Team always remains
central methodology in any institution working towards social service or quality or value or
efficiency or performance or any other similar goals. Alignment amongst the team members
often leads to harmonization, complementarities of action and thought, quicker and better
achievement of expected outcome.

There are various types of teams, like:

 The Traditional Model-

 Has a traditional boss, who shares part of his responsibility and authority, based on
the type of issues and assignment
 Other person of the team can take the role of boss under selective situations
 The Team Spirit Model-
 Has one boss and team members work under his directions

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  There seems perfect harmony and team spirit
 There is no sharing of authority or responsibility, hence no true team exists in real
sense
 The Cutting Edge Model-
 Self-directed work team
 No single authority
 Team members are managing themselves.
 Eachmember has the authority as well as responsibility and capable to undertake any
decisions required.
 The Task Force Model-
 Task force is also called committee
 Here a group of people comes together only for a specific time
 The group is designed to work on a special project or a task.
 The group may also include quality circles as are used in TQM efforts.
 The Cyber Team-
 Also known as “ Virtual team”
 Membersrarely meet each other;even do not see each other at all, except at the
beginning of the project.
 Members interact via e-mail, telephone or through video conferencing only.
 Very popular amongst techno oriented educational institutions
 Best way to work with distant placed team members, nationally and internationally
 Help the partners in optimum utilization of costly resources for mutually beneficial
gains.

It is important to decide the kind of models, teams in your institution fits in order to achieve
the institutions’ goals.

 Types of Teams

In every institution, there are varieties of projects, small or big; simple or complex; short term
or long term. In order to accomplish them with total success a few or too many employees are
to work together, in well set harmony, complementing each other’s role. Depending upon the
need, teams can be formed anywhere, anytime, of any size and type.

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Various types of teams are:

 Permanent teams-don’t get dissolved even after the particular assigned tasks are over
for which these teams were designed. E.g human resources teams, operation teams,
administration teams always function effectively throughout the year and hence are
permanent teams.
 Temporary teams –most of the times, teams are raised to help and assist either
permanent teams or the members of permanent teams are busy or on leave. Such teams
lose their importance and existence, once the task is accomplished. This kind of set up is
formed, when some important and time bound assignment is to be accomplished by the
institution.
 Task Force - are formed for a special purpose or project or finding a solution to a very
critical issue/problem.The task force works on fire footings,explores all the possible
means to resolve the problem within a given deadline.
 Committee–is formed of a group of people with common interests, more or less from the
same academic, technical and experience background, attitude placed together on a
common platform to undertake a particular assignment. The committee can be of
permanent or temporary nature. E.g. cultural or sports or academic or discipline or
admission or examination committee.
 Work Force – group of people working under the guidance of expert constitute a work
force. Team selects its own leader amongst themselves and all work for a common goal.
Leader own responsibility, try to keep team motivated to get the best out of all, avoid
conflicts, appreciate one and all
 Self Managed Teams –is a team, where there is no boss or leader or supervisor, every
member is responsible and accountable to himself for his performance. Such a team
works on the principle of faith, confidence, respect and self accountability
 Cross Functional Team –has people from different areas, working for a common
objective. Such teams can come out of novel solutions of problems as they think
differently, pool knowledge from their own interest areas, join their heads and hands to
work most effectively and efficiently
 Virtual Teams –has distantly placed people but wirelessly connected. Institution and
people have technical edge work by making such teams.

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 Team Work - Meaning and Tips for better Team Work

The collective efforts by the team members undertaken to achieve of the team’s objective are
called team work. Though there is a predefined role of each and every individual in a team
but individual performances do not count in a team and it is the collective performance of the
team members which matter the most. In a team, everyone has to work equally for the
maximum output. The best team work is based on some qualities of team members like
healthy interpersonal relationships, hard work, commitment, adjustable and flexible nature
etc.

 Steps for a better team work:

 Think about your team first - Every individual should think of his team first than his
personal interests. Do not mix your personal issues with your professional life. Keep
them separate.
 Never underestimate your team member- Do not neglect any of the members, instead
work together and also listen to each other very well. Never try to impose your ideas on
any member. Avoid downgrading any team member.
 Discuss - Before implementing any new idea/decision, it must be discussed with each and
every member on an open platform. Never ever discuss with anyone separately as the
other person may feel left out and reluctant to perform and contribute to the team.
 Avoid criticism - Stay away from negative criticism and making fun of your team
members. Help each other and be a good team player. Be the first one to break the ice and
always create a friendly environment. If you do not agree with any of your team
members, make him understand his constructively and in a polite tone. Avoid negativity
within the team.
 Transparent and effective communication - The communication must be effective,
crystal clear and precise so that every team member gets a common picture. Effective
communication also nullifies misunderstandings and confusions. Confusions lead to
conflicts and individuals waste their time and energy in fighting rather than working.
 Quality leadership - The team leader must take the responsibility of encouraging the
team members to give their level best and should intervene immediately in case of
conflict. The personality of the leader should be such that every team member should
look upon him to take his advice whenever required. He should not be partial to any
member. It is the duty of the team leader to extract the best out of his team members.

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  Understand your team members- For better team work try to understand your team
members well. Do not just always talk business, it is okay if you sometimes go out with
your team members for lunch or catch a movie together. It improves the relations and
strengthens the bond among the team members. The team members must trust each other
for maximum output. Always try to remember the scene of the movie” 3 Idiots” where
the coach takes his quarreling women hockey team members for eating in a food joint.
 Avoid conflicts in your team- Don’t fight over petty issues and find faults in others. One
should be a little adjusting with each other and try to find an alternative best suited to all
the team members.
 Rewards and Recognition - Healthy competition must be encouraged amongst team
members. The performance of team members must be evaluated timely and the best
performer should be rewarded suitably so that the other members also get motivated to
perform. Recognitions like “The Best Team Player” or the “The Best Performer” go a
long way in motivating the team members.

 Factors Determining Success for Teams:

There are many factors that ensure a team’s success or failure. Among them, the three most
important factors are:

 Nature of Leadership:It is always said, “A team is as good as its leader and a leader is
as good as the team”. There cannot be good leaders without good team and vice versa.
Thus a leader should not be selected on the basis of seniority only but his hard skills,
competencies along with soft skills necessary to handle the tasks successfully.
 Team Collaboration: when team members’ work for individual goals, neither the team
can win nor the institution can rise. Goals of team should be treated above personal ones.
In this situation, it becomes sole responsibility of team leader to formulate strategies to
make a clear understanding between team collaboration and competition.
 Empowerment of team members:successful teams are those where the individual
member can act independently, decide on his own and should have freedom to take
decisions in the interest of institution. He should act as a leader in his own way and of
himself. Hence, a good leader and an effective institution would ensure that the “boots on
the ground” are empowered enough to act as the representatives of the team or the
institution

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Practice Test

Q 1: Fill in the blanks:

a) Effective teams are characterised by ------- goals and -------members.
b) Creative solution comes, when members of effective team think ------- box.
c) In ---- teams, members don’t not come in direct contact with each other
Q II. Write short questions:
a). Write characteristics of different types of “Team Models”.
b). Classify teams on the basis of their longevity.
c). What are various factors determining the success of a team?

Feedback

Ans-1 Fill ups

1. Clearly defined, committed
2. Out of
3. Virtual
Ans. II.
a). Various team models are:
 The Traditional Model
 The Team Spirit Model
 The Cutting Edge Model
 The Task Force Model
 The Cyber Team Model

b). Classification of teams on the basis of their longevity:

 Permanent team- don’t get dissolved after the task gets finished
 Temporary team- raised for short while, till the particular task for which the team has been
raised , is going on.
c). Factors determining success of team:
 Nature of leadership
 Team collaboration
 Team members empowerment

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8.5.3 Networking And Partnering With Stakeholders (Employers,
Alumni, Community Etc.) For Success
“The richest people in the world look for and build networks; everyone else looks for work. Marinate on
that for a minute.” – Robert Kiyosaki

The distance between you and your goal can diminishes with the company and guidance of appropriate
people. The proximity level to successful people correlates to your own individual success. Successstories
of any individual or institution are determined by not only connect with successful people but
the right people who will help catapult you to achieving your personal and professional goals. So it’s
crucial to grow your network and overall circle of influence.

There are two kinds of stake holders of educational institution, internal (teachers, other officials and staff)
and external (alumni, potential employers, industry and society in general).Involvement and contribution
of these external stakeholders behave as potential helpful groups in today’s socio-economic scenario
when customers’ demands are changing, market is changing from sellers to buyers, technology, processes
and products are also changing at a split of a second. The role of these stakeholders become extremely
vital for an institution to stay relevant, competitive and abreast. Networking and partnering with these
stakeholders can prove to be a valuable asset for the institutions.

 Networking and Partnering with Alumni- “An institution succeeds, if its alumni succeeds”,
a single line clearly indicates that creating an engaged and supportive alumni network is crucial
for an institution’s success. After the completion of graduation, alumni leaves the institution and
remain ignorant about their own institute, it’s the line of communication of networking with them
can keep them aware of institutional information, its strengths and weaknesses in current
scenario. It is essential for the rise of institute that, they should be kept informed so that they can
remain engaged and keep abreast on the progress of the institution. Good alumni relationships
bring many benefits to both the institution and the alumni. Various roles, alumni can play for the
institutes are:
 Institutional supporters-As graduates of the institution, alumni have a special connection
with the institution and as a result are likely to be some of its more loyal supporters. An
engaged alumni network allows the institute to benefit from the skills and experience these
people have, by offering their support to the students and the institution. If we keep them

16
 properly informed and involved, they are the most loyal supporters and best brand
ambassadors, offering invaluable marketing and promotion across their personal and
professional networks.
 Expertise: Talented alumni will likely have a wealth of experience and skills to share with
current students via talks and newsletters. In certain cases, this could go even further with
alumni offering to practically support students in work placements and help them launch their
careers.  They always want to “give back” to the institute by coming back and sharing their
experiences, giving right guidance to prospective and current students.
 Global partners: many a times alumni can acts as international brand ambassadors and help
out or facilitate current student’s placements, they can also help the institute in getting
foreign faculty and experts to enrich it.
 Mentors: by acting as role models, alumni can also be asked to offer practical support to
fresh carrier entrants.
 Counseling and networking: with distinguished alumni can help current students in their
career path and will benefit the institute too n getting new feathers in its cap.
 Employability: Alumni can be asked of bringing real world corporate exposure for current
students where the students can be enriched with from the experiences of their seniors in
terms of job trends;skill sets required, referrals etc.
 Financial help: as alumni always feel immense gratitude for their alma mater, wants to stay
connected with it, look ways to give back, hence with pleasure in raising funds for the
improvement and up gradation of infrastructure for teaching and pioneering research.

From above, it is quite clear that alumni have to play a very important role in the success of their
alma mater. Their engagement and whole hearted involvement in the affairs of an institution can
really make a difference in the stature and quality of the institution. Different means need to be
adopted for this depending on their skills, interests and where they are currently in their life. Even
a small gesture like a birthday e mail can make them realise that the institution still thinks of
them. With this techno savvy generation, use of social media, with photos, quotes, motivational
stories from the past can be quite popular. Celebrating the successes of alumni, dedicated alumni
blogs sharing alumni stories, triumphs and news can connect them with the institution. e-
netwoking system can be another innovative way in this direction.

Innovative, tech-friendly advances like the examples given above are likely to appeal to
millennial and are increasingly becoming important now as millennial now make a significant

17
 portion of today’s alumni. A very meaningful line says about the importance of the alumni, “The
sense lies in making alumni a part of the institute’s future and not just its past”

 Networking and Partnering with industry and Potential Employers

Industry and academia have a symbiotic relationship. Industry looks to academia for qualified
candidates to add to its workforce, while educational institutions admit the brightest minds with
the promise of gainful employment. Curricula are often altered and customized to prepare
students for challenges after graduation and to suit the needs of industry. Academic research
impacts industry, and in some cases, receives funding from it.

Despite these interconnections, a gap exists between the two due to differences in their
approaches, missions, and customers. To bridge the gap, there is a great need to bridge
partnerships from both sides for mutually beneficial gains. Some of the ways to enhance the
collaboration between the two are:

 Collaborative research and development projects between industry and academic institutions
 Facilitating easy mobility of personnel among institutes, R&D laboratories and industry
(including R&D institutions connected with industry)
 Promoting institute-industry linkages by diverse means, including adjunct positions for
necessary personnel;
 Involvement of industry in multi dimensional academic assignments like finalizing skill set,
up to date curriculum, industry supported labs, industrial internships etc.
 Involvement of faculty and students in industrial problem solving and training of manpower
 Using academic labs as incubators for long-term and exploratory research. Academic
incubators are strategic areas designed by institutes to promote entrepreneurship, innovation,
and research. The incubators are spaces for exchanging new ideas and collaborating on
projects, as well as effective tools for workforce development. Industry can look to the
startups and research projects developed in these incubators as valuable investment
opportunities.

From above, it can be summarised that the relationship between both the partners is of
interdependence. Institutions need to adopt innovative strategies to engage industry and potential
employers for its success and socio economic development of the country.

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Practice Test

Q1. Fill in the blanks

a) A group of people with similar thought process, common goals and interests is called a
___________

b) Team size depends on the ___________of the task and the __________ till the task is to be
undertaken.

c) _______________ is the budding stage of team formation

d) Teams can be ___________ or ___________

Q1. Short questions

a)What are the characteristics of team members?

b) What are the characteristics of an effective team?
c) Name the various teams models
d) What are the factors determining success of teams?

Feedback

Ans.1. Fill in the blanks

a) Team
b) complexity, length of time
c) Forming stage
d) temporary or permanent

Ans. 2. Short answers

a) Characteristics of team members are

 They should be act in a complementary way

 They should work in unison and help each other

 They should not watch their personal interests on priority

 They should not argue with each other

19
  They should show egoistic behaviors
b) Characteristics of an effective team are:

 A clear defined goal

 A results-driven structure
 Competent members
 Unified commitment
 Principled leadership
 A collaborative climate

c) Various team models are:

 The Traditional Model

 The Team Spirit Model

 The Cutting Edge Model

 The Task Force Model

 The Cyber Team

d) Factors determining success of teams

 Nature of Leadership

 Team Collaboration

 Empowerment of team members

20
Conclusion: from the above content it becomes evident that an institute can scale any height if the
employee of the institute are adhered together as an effective team and the leaders have also delegated
them enough authority to take decisive steps for the progress and achievement of institutional goals.
Institutional goals and objectives can also be met by establishing meaningful relationships with its
stakeholders like alumni, potential employer, community etc.

Bibliography:
1. Arrey, O.B., 2014. Team Building as an Organization Development Strategy. Global Journal of
Management And Business Research.
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Science Education; Division of Behavioral and Social Sciences and Education; National Research
Council. Guide to Implementing the Next Generation Science Standards. Washington (DC):
National Academies Press (US); 2015 Mar 27. 7, COLLABORATION, NETWORKS, AND
PARTNERSHIPS. Available from: https://www.ncbi.nlm.nih.gov/books/NBK285705/
4. Dalton, M; Hoyle, DG & Watts, MW (2000). Human Relations. 2nd edition. United States of
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Pvt. Ltd.
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7th Edition, New Delhi: Prentice-Hall of India Pvt. Ltd.
7. https://www.academia.edu/23444478/Assignment_No_-
2_Organizational_Development_Interventions-
_Team_Building_Activities_Organization_Development Sana Parveen Assignment No: - 2,
Organizational Development Interventions- Team Building Activities
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USA: Harper and Row Publisher.
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 11. Stoner, JAF and Freeman, R E (1994). Management. 5th Edition, New Delhi: Prentice-Hall of
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Supportive learning material: by Dr Rakesh K Wats

Videos on
 Working in Teams for Projects and Programmes
 Building Effective Teams
 Networking and Partnering with stakeholders (Employers, alumni, Community etc.) for
Success

Web resources:

 Why Team Building is Important !! https://www.youtube.com/watch?v=H_vOfqIpD60

 Type of Teamwork https://www.youtube.com/watch?v=hf3C5rci_z4
 How To Build A Winning Team - 5 Best Team Building Practices | Robin Sharma
https://www.youtube.com/watch?v=ckEOQKmZPlI
 Build a great TEAM - Steve Jobs Rule #5 of 10 https://www.youtube.com/watch?
v=r3c7uAJRx3U
 Success Mantra for Effective Team Building
 https://www.youtube.com/watch?v=G_r5SvYGbmg
 5 Golden Rules for building a Great Team https://www.youtube.com/watch?v=CYRpK9HBlIY

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