Work Team Systems & Team Building
It is essential that the proper philosophical base be established to ensure that the intent of the employee involvement concept becomes reality. In doing so, organizations will require that all team members learn specific skills related to working together effectively and acquiring the necessary skill sets to ensure process optimization. HRD's Organizational Effectiveness and Team Building Processes enable groups to remove barriers to goal attainment.
- High Performance Work Team Systems
- Organizational Effectiveness & Team Building
- Team Management Training
PHILOSOPHY AND PURPOSE
To realize the goal of World-Class competitor, companies must build and promote a work culture that fosters respect, trust and one of a business partner relationship with all employees. We must look upon employees as the most valuable resource within our organizations. The opportunity to participate in business operations creates growth for individuals who then become more valuable to the organization.
Once individuals become involved and are making decisions that impact the business in positive manner, adversarial relationships disappear, and the opportunity to deal directly with employees as business partners is enhanced.
TEAM CULTURE PHILOSOPHY AND DESIGN
This synopsis provides an overview for implementation of an employee involvement - work culture. It is imperative that readers understand that pay for skills, self-managing teams, custom employee selection procedures, and peer performance appraisals will not by themselves support the concept of a fully participative work force. They are necessary, but not sufficient. In order for this effort to be successful, there must be total commitment to the philosophy that underpins this evolving management concept.
Basically, organizations must examine their assumptions about human behavior and come to a common belief about people. If they believe people are basically "bad", management will build into the work environment "traps" that are designed to keep people from hurting the organization; examples are time clocks, metal detectors, "watch-out-look-out" supervisors, rigid disciplinary regulations, separate facilities such as parking, dining, and restrooms. All these things communicate to people that distinctions exist between two adversaries: management and worker.
If the organization comes to a common agreement that people are basically "good", entirely different work elements will exist. This difference is easier to understand if one considers what an organization comprised totally of managers would look like. There would be no need for separate benefit packages; there would be no need for a probationary hiring period because every day should be "probationary." In other words, every worker is a manager.
No organization or work society will succeed without visionaries and uniform treatment that is consistent with basic principals and ethics. This eliminates the need for bureaucratic rules and regulations that strangle creativity, independence, and cooperation. This is why the components listed in the first paragraph will not, by themselves, support a successful change for organizations. Changing policies and removing traditional barriers are easy, compared to changing work attitudes and value systems. This is nearly impossible. However, work attitudes and values are ultimately a company's best competitive advantage.
It should be understood that a high involvement management system is not a program, but a culture that supports a basic philosophy about work and working together. We truly believe that any organization can be on the cutting edge of a major paradigm shift in the way business is done. If American business doubts change is necessary, then a retrospective look at market share and quality may be in order.
MANAGEMENT SYSTEM DELIVERABLES
- Team Management Resources Manual (serves as the cornerstone for the Participative Management System)
- Selection Process
- Peer Performance Appraisal System
- Pay For Knowledge System
- Comprehensive Participative Management Skills Training
- Technical Skills Cross Training System
- Team Operations Process System
TEAM OPERATIONS PROCESS SYSTEM
PHILOSOPHY AND PURPOSE
To realize the goal of World-Class competitor, companies must build and promote a work culture that fosters respect, trust and one of a business partner relationship with all employees. We must look upon employees as the most valuable resource within our organizations. The opportunity to participate in business operations creates growth for individuals who then become more valuable to the organization.
The purpose of the Team Operations Process System is to provide a structure and vehicle whereby employees share in the day-to-day operation of the team. Some of these shared responsibilities include: establishing goals, providing direction an input into decision making, participating in internal/external customer quality activities, problem solving, resolving personal and personnel issues, and maintaining a safe work environment.
Once individuals become involved and are making decisions that impact the business in positive manner, adversarial relationships disappear, and the opportunity to deal directly with employees as business partners is enhanced.
WORK TEAM TRAINING
I. INTRODUCTION
It is essential that the proper philosophical base be established to ensure that the intent of the employee involvement concept becomes reality. To create the desired environment will require that all team members learn specific skills related to working harmoniously together in groups.
The timing for presenting team effectiveness courses is critical. Training should begin as soon as a new team has started to work. While pre-start-up activities will emphasize orientation to how the team should function, team effectiveness courses will provide behavioral skills necessary for positive interaction among team members.
All team effectiveness courses are designed to enhance group dynamics as well as interaction and exchange among participants.
The skills learned will serve as the foundation for team members as they begin to function in the team environment.
II. TRAINING SYSTEM
The team effectiveness training system includes the following topics for the team and the team leader(s)
| TEAM DEVELOPMENT CURRICULUM | TEAM LEADER DEVELOPMENT |
|---|---|
| TDM1 Team Roles and Responsibilities | TLD1 Managing In a Team Culture |
| TDM2 Making Decisions in A Team | TLD2 Facilitating Team Decision Making |
| TDM3 Resolving Conflict Within Team | TLD3 Dilemmas of Managing a Team |
| TDM4 Goals/ Objectives/ Action Plans | TLD4 Team Planning/ Goal Setting |
| TDM5 Resistance to Change | TLD5 Facilitating Change |
| TDM6 Problem Solving in a Team | TLD6 Team Problem Solving |
| TDM7 Team Motivation | TLD7 Motivation Team Leader's Role |
| TDM8 Evaluating Team & Individual Performance | TLD8 Evaluating Team Performance |
| TDM9 Giving and Receiving Feedback (In a Team Environment) |
TLD9 Performance Appraisal (The Team Leaders Role) |
| TDM10 Participating in A Team | TLD10 Delegation in Teams |
| TDM11 Effective Team Communication | TLD11 Effective Team Communication |
| TDM12 Methods of Job Instruction | TLD12 Quality Management in Teams |
| TDM13 Cross Training | TLD13 Facilitating Cross Training |
| TDM14 Managing Conflict in the Team | TLD14 Facilitating Managing Conflict in Teams |
| TDM15 Team Business Meetings | TLD15 Facilitating Team Business Meetings |
III. TRAINING SYSTEM FACILITATORS
HRD STRATEGIES believes that in order for employee involvement to be successful that team effectiveness training should be delivered internally. HRD STRATEGIES provides training for client personnel to learn the skills required to facilitate the team effectiveness training system.
The workshop includes the following:
- Fundamentals of Instruction
- Characteristics of Adult Learners
- Evaluating Training System Effectiveness
- Overview of Training System
- Delivery of Training System
IV. All modules are custom designed for each client and fully reproducible. This allows maximum flexibility for the client to integrate culture with training.
