Organizational Dynamics

Project Driven Teams In

IT Sector
SUBMITTED BY:
SECTION B, GROUP 2
21072 – B Manu
21073 – Chakka Varun
21074 – Collins Rony Gergon
21075 – Diya Hallikerimath
21076 – Fathima Hanan V. P.
21077 – Guru Pranesh S.
21079 – Jagruti Bhatia
SUBMITTED TO:
DR. NILANJAN SENGUPTA | PROFESSOR | SDMIMD, MYSORE
 Introduction
• Most IT based organisations work in a project-driven, team-
based work environment where a dedicated team is assigned a
project for the duration of the project.
• This team works on the project for the entire life cycle of the
project. A team with such work at hand will have members from
different domain expertise like software development, software
testers, designers, and project managers.
• The skills of the team members are complimentary, which
enables the team to deliver the entire project, not with one
single person’s contribution, but the whole team’s efforts.
THEORETICAL FRAMEWORK

TEAMS:

A work team is a group of two or more people who work together to

achieve common goals by providing diverse skills and expressing
individual interests and ideas to the unity and efficiency of the team.
A team player is someone who sets his own goals and works
together with other team members, or a team, to achieve the same
goal.
 Feeling of belonging
 Ability to do more
 Improved innovation
 SAP
 SAP is a German multinational software
corporation based in Walldorf, Baden-
Württemberg that develops enterprise
software to manage business operations
and customer relations. The company is
especially known for its enterprise resource
planning software.
 SAP – Best Practices

▰ SAP incorporates best practices for reconciliation, movement, and extensibility

so that current cycles can be joined with the client's own. SAP has 45+ long
periods of generally acknowledged industry-explicit, best practice information
and experience.

1. Diversity and Inclusion> Collective Performance – Goal

2. Healthy Organization> Positive – Synergy
3. Conflict of Interest> Individual and mutual – Accountability
4. Encouragement> Complementary – Skills
 Evolution to Self managed teams and Cross Functional teams
 Employee surveys consistently confirm that individuals find themselves distracted
by a never-ending stream of organizational changes.

Creating Effective teams

An accepted framework to use to help write effective goals is SMART:

 S – Specific
 M – Measurable
 A – Achievable/Attainable
 R – Results-Oriented/Realistic/Relevant
 T – Time-Bound
 Mindtree
 Mindtree Ltd is an Indian multinational
information technology services and
consulting company, headquartered in
Bangalore, India. It is a part of the
Larsen & Toubro Group. Founded in
1999, the company employs
approximately 23,814 employees with
an annual revenue of ₹7839.9 crore.
 Mindtree Best Practices

Several critical factors contributed to Mindtree's ability to move at a

faster speed than most of its competitors to ensure teams work
efficiently:
1. Hardware
2. WFH culture
3. Mindtree personnel utilize Microsoft teams
4. Agile- Daily stand-up
5. Learning platforms
Problems occurred during this initiative:

Agile team-

The Product Owner; The Business Analyst; The lead developer;  

The Agile coaches the team and over time, the Product Owner developed into a
helpful, trust worthy individual who collaborated effectively with the team. The
Business Analyst finally learnt to say "no" to irrelevant work and was able to better
balance quality and speed in outputs as a result.
 Tech Mahindra

Tech Mahindra is an Indian multinational

information technology services and
consulting company. Part of the Mahindra
Group, the company is headquartered in
Pune, and it is a US$5.2 billion company
with 125,236 employees across 90
countries.

10
 Tech Mahindra Best Practices

The company is primarily focused on three pillars:

 Accepting no constraints – work beyond boundaries.

 Alternative thinking – challenge existing technologies.
 Producing positive change.
Structured Agile Organization

 Agile Product Teams – Cross Functional.

 Evolving IT Operating Models.

 GOOGLE

 Google LLC is an American multinational

technology company that specializes in
Internet-related services and products,
which include a search engine, online
advertising technologies, cloud
computing, software, and hardware.  13
 Effective teams at GOOGLE

Psychological safety:
It refers to an individual’s risk-taking abilities in team and how comfortable about the same. He should not have a feel of
him being tagged as uninformed, pessimistic, uncooperative, or disturbing. They should believe in their team, and they
expect their team to back him up when he has doubts/ clarifications or express new ideas without judging him.

Dependability:
Members of dependable teams consistently finish high-quality work on time.

Structure and clarity:

For team effectiveness, an individual's awareness of job requirements, the procedure for meeting these expectations, and
the repercussions of one's performance is critical. Goals can be made for an individual or a group, and they should be
specific, difficult, and attainable.

Google frequently use Objectives and Key Results (OKRs) to aid in the formulation and communication of short and long-
term objectives.
Meaning
Finding a sense of purpose in the task or the outcome is crucial for team effectiveness. Work can mean many
things to different people: financial security, sustaining a family, assisting a team to succeed, or allowing each
person to express themselves.

Impact
The impact of one's work, or the subjective judgement that one's work makes a difference, is crucial for
teams. Understanding how one's work adds to the organization's goals can help determine influence.

“Its not about who are the members of a team, its about how well they worked together”.
 RECOMMENDATIONS

 Develop a shared vocabulary to describe the team behaviors and norms you wish to instill in your organization.
 Create a forum for discussing team dynamics - Allow teams to discuss sensitive problems in a secure, productive
environment. A skilled facilitator or an HR Business Partner may be able to assist.
 Leaders must commit to strengthening and enhancing - It might assist you put your vocabulary into practice if you
have leadership on board to model and seek continuous development.
 The main factor that determines the team performance is diversity of skills, abilities and personalities and when
these people with diverse personality types work together to balance and complement each other.
 All the team's efforts should be focused on the same specific objectives, i.e., team objectives. This is dependent on
harmony of member relationships and team communication.
 For team effectiveness, all the members of the team should have trust amongst each other. It holds the team
together. To avoid this, avoid micromanaging.
 Conclusion
We arrived at a conclusion that all the 4 companies have their own strengths.
The organization structure of SAP chose is optimum for its operations.
Mindtree on the other hand practices open door culture where employee welfare is given key
priority.
Tech Mahindra is more transparent and focusses on customer satisfaction.
Google practices an authoritarian leadership style and is target oriented. It has a complex
organisational structure to take care of every single department.
Overall, all the companies that we researched have different leadership styles in effect,
there is presence of office politics, vary in degree of team effectiveness, and follow different
organizational structure.
THANKS!