Team building

Introduction
Team building includes activities present in an organization meant to improve the welfare of organization by enhancing communication between workers of an organization and motivating them. It is vital in ensuring productivity since working as a team leads to efficiency. Persons taking part in teams understand themselves better and focus on improving their working. The attributes of an effective team building include competence, communication, and motivation for involvement plus the understanding of the team’s purpose and coordination (Gregory, 2011).
To create a successful team in an organization, the competence of the individuals participating in the respective teams is very important. The persons in the team must have the necessary skills plus knowledge and capability of conducting various activities that was a purpose of the team. The persons are to evaluate their performance based on the available resources plus skills. Competence means combining both aspects to ensure the set goals plus objectives of the team become successful. Team leaders need this aspect in order to guide their teams in a suitable manner (Gregory, 2011).
An important aspect involved in team building is communication. To perform tasks in a responsible manner, teams need to communicate well. The team leader ensures proper communication through feedback. Offering information especially on tasks in progress gives team members a sense of trust. Team members are to communicate clearly and in a sincere way on issues relating to completion of tasks. Honest communication between workers ensures no conflicts and thus team effectiveness is improved (Gregory, 2011).
Team motivation is significant in ensuring the best team in terms of work efficiency. A motivated person develops a psyche for work because he feels the employer has concerns for his well fare. He feels that his contribution in the team is recognized and thus he focuses on hard work and improvement. Motivation means that the person is required to perform well in the task. The employer has confidence on the person that is why he appreciates his performance (Laird & Ramon, 2005).
Every member of a team must understand the purpose for which the team was set. The team’s vision plus goals provides a basis for the procedures required in the completion of the project. The time or deadline for the project achievement is due to the various plans set on purpose. Persons in the team have to understand their importance in achieving organizational goals. Team members should express interests in defining the significance of meeting corporate goals in the organization (Laird & Ramon, 2005).
Coordination of teams is a need to ensure that teams acquire the necessary items for completion of tasks. Resources distribution to the teams is important in ensuring their performance in important organizational tasks. Coordination is an aspect of management that involves guiding a team towards the completion of tasks and achievement of objectives. Coordination works in conjunction with other functions such as planning plus staffing. Coordination entails unification plus integration of the team’s efforts. The efforts of the team appear in a systematic manner to achieve objectives of the team (Philippe, Arnaud, & Gautam, 2007).

Conclusion
Team building is important in organizations that intend to perform tasks in an easy and efficient way. Team builders require training to enhance their skills in leading teams towards completion of tasks. The training offers vital skills on leadership and knowledge of dealing with all aspects of organizational tasks. A good team leader ensures that he follows proper procedures of team leadership. He ensures that communication is efficient within the groups. He has the accountability of competency plus motivation of persons in the team (Philippe, Arnaud, & Gautam, 2007).

Reference
Gregory, B. (April, 2011). Enhancing Effectiveness on Virtual Teams. Journal of Business Communication 48 (2), 186-206. <http://ehis.ebscohost.com/eds/detail?sid=a1a13507- 2665-4343-a780- 91b7d5585b3f%40sessionmgr4&vid=1&hid=6&bdata=JnNpdGU9ZWRzLWxpdmU%3 d#db=bth&AN=63248740>
Laird, M. & Ramon, B. (2005). A Strategic Guide for Building Effective Teams. Journal of Public Personnel Management. 34 (2), 141-160. <http://ehis.ebscohost.com/eds/detail?sid=04d57937-a31e-44c4-b312- 21f61ea9effd%40sessionmgr12&vid=1&hid=6&bdata=JnNpdGU9ZWRzLWxpdmU%3 d#db=bth&AN=17178126>
Philippe, R., Arnaud, D., & Gautam, K. (2007). Building an effective change agent team. McKinsey Quarterly journal. 1 (4), 39-43. <http://ehis.ebscohost.com/eds/detail?sid=c46a1345-69a2-42f5-a397- 2a406bc9468c%40sessionmgr12&vid=1&hid=6&bdata=JnNpdGU9ZWRzLWxpdmU% 3d>

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