Engineering

Management

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Team Building
Lecture # 7
Team Building
A department within a company
is usually focused on achieving
its own goals
Very little credit is given to
individuals who achieve a team
goal but miss a personal goal in
doing so
2
Team Building
Team Work & Modern Industry
Support provided by the individual
team members to each other
It doesnt mean doing their share of
work
It means helping them to attain
their goals for the mutual good of
the whole team
3
Definition of Team
A small number of people with
complementary skills who are
committed to a common;
purpose
set of performance goals and
approach
for which they held themselves
mutually accountable
4
Team & Working Group
Working Group;
Driven by individual goals and measures
Not essential to have measurable goals

Teams;
Focus on team goals and mutual
accountability
Must have measurable goals
(comparison table on page 565 of the book)
5
Stages of Team Development
1. Drifting Stage
Individuals come together and get
to know each other
Team members size each other up
for unofficial roles
Very little synergy(sense of
belonging) within the team
Individual interests come before
organizations
6
7
Stages of Team Development
2. Gelling Stage
Like-minded people form into small
groups
Each group starts to develop its own
identity under an unofficial leader
Dangerous stage and must be
passed through quickly
8
Stages of Team Development
3. Unison Stage
Whole team is behaving as a single,
highly organized body, under a
single leader
All team members work toward
common goal
Interests of team match individual
interests
Stages of Team Development
9
Characteristics of Effective Team
Highly efficient and result oriented
High level of energy and enthusiasm in
the team, morale is very good
Synergy between team members
Excellent working atmosphere of trust
and mutual support
Team has strong leader, having
participative leadership style to gain
commitment and share responsibility
10
Team Membership
A common mistake made by
managers when setting up a team is
to recruit clones of themselves
People play several roles in a team,
depending on their personality
Ten roles that can be identified in a
team are;
11
Team Roles
Process Managers;
usually managers or leaders,
organize the team and set their
goals,
know characteristics of the
team,
draw on their strengths,
keep things moving
12
Team Roles
Conceptual Thinkers;
source of new and original ideas,
have imagination and vision,
aim to develop practical solutions
Radicals;
do not accept conventional thinking
and solutions,
bring unusual perspective to the
problem solving
13
Team Roles
Technicians;
specialists on the subject being
considered
Harmonizers;
ensure good feeling and harmony
between the team members,
create atmosphere of cooperation
and support,
help to resolve conflicts
14
Team Roles
Planners and Implementers;
drive for completion of team goals,
Facilitators;
ready to provide help and support
whenever needed,
hardworking,
adaptable and flexible,
jack of all trades
15
Team Roles
Critical Observers;
question and challenge new ideas,
their criticism is objective,
activity is essential
Politicians or Power Seekers;
believe they are always right and
aim to influence other team
members into their own way of
thinking
16
Team Roles
Salespeople or Diplomats;
provide link between team and
other teams and group,
develop contact which are useful to
the team,
sell the teams accomplishments,
obtain vital information for the team
17
Lecture 10 Team Building 18
Recruiting Team Members
Companys greatest assets are its
people
Managers should get the best
people to fill the positions in the
team
and then should make effort to
keep them once they are recruited
All teams need mix of skills (e.g.,
cricket)
Lecture 10 Team Building 19
Recruiting Team Members
Project team also needs mix of skills
and experience
It is wrong to assume that the best
team consists of like minded people
(mix of skills & ages)
If possible, teams should be built
from volunteers
Lecture 10 Team Building 20
Recruiting Team Members
1. Defining the Job
Defining the contents of the job, and
from that arriving at a description of
ideal candidate, is probably the most
important task of recruitment
Define each job to achieve the
organizational goals (not to suit the candidate)
It is mistaken belief that an over qualified
person will do the job more efficiently
Lecture 10 Team Building 21
Recruiting Team Members
1. Defining the Job
A job should meet two important
criteria;

1. It is not too difficult to perform
2. Job is big enough to stretch the job
holder
Lecture 10 Team Building 22
Recruiting Team Members
1. Defining the Job
A minimum job description should cover the
following;
1. Purpose of the job
2. Scope and limits of authority
3. The relationships (interfaces) within the job and how
they fit into those of the team and organization
4. Duties and responsibilities within the job with
performance measures
5. Salary (in line with the company structure)
6. Title of the job
It is a good idea to divide the job requirements
into musts and wants
Lecture 10 Team Building 23
Recruiting Team Members
2. Attracting the Candidates
Candidates may be recruited internally or
externally
Advantages of internal candidates;
They know the company, its people & processes
So become effective sooner than external candidates
Disadvantage of internal candidates is that
they are likely to leave a hole in some other part
of the organization which may need filling.

An ideal team would consist a mix of both
Lecture 10 Team Building 24
Recruiting Team Members
2. Attracting the Candidates
Several factors need to be considered
when recruiting from outside the
organization
1. Composition of the job
2. Method for advertising the job
3. Use of recruitment agents and head
hunters
4. No. of new graduates to be recruited
Lecture 10 Team Building 25
Recruiting Team Members
3. Selection Criteria
During the selection stage it is important to
have a set of defined selection criteria;
1. General health and physical fitness
2. Impact on others (manner, social behavior, speech,
appearance)
3. Acquired knowledge and skills
4. Innate abilities
5. Motivation
6. Emotional adjustment
Once team is selected, maximize on its strengths.
Lecture 10 Team Building 26
Recruiting Team Members
4. Selection Process
Selecting a candidate is still a relatively
hit-and-miss affair
Selection process has usually two stages;
1. Sifting through the application forms to
shortlist the most suitable candidates
2. Interviewing
Lecture 10 Team Building 27
Recruiting Team Members
4. Selection Process
Application Form;
1. Provides basic factual information about
candidate
2. It may tell about grades/performance on
past jobs but there is no guarantee that
how a candidate will perform on this job
3. Selection based on hobbies and outside
interests?
Lecture 10 Team Building 28
Recruiting Team Members
4. Selection Process
Interview;
Interviewing in conjunction with application
form remains the most widely used method
Application form provides facts; interview should
be used to verify these, check for
inconsistencies and determine the candidates
temperament and attitude
Remember the candidate is also assessing the
interviewer and the company during interview
Lecture 10 Team Building 29
Recruiting Team Members
4. Selection Process
Interview;
First impressions are important; discard
them!
Allow enough time for interview and
ensure that there are no outside
interruptions
Interviewers should do all they can to
reduce the stress during interview
Lecture 10 Team Building 30
Candidates Stress Curve
During Interview
Lecture 10 Team Building 31
Recruiting Team Members
4. Selection Process
Interview;

Listening is key to the good interviewing,
(ask open questions, listen to the reply, observe the body language)
If necessary, short-list candidates for further
interviews
If required arrange for panel interviews
Confidentiality of candidates current employer must
be respected
After the interview, make careful notes about the
candidate while the facts are still fresh in your mind
Thank You