Team Building Exercise - Team Building Resolution Defined Research Paper

Team Building Exercise - Team Building Resolution Defined - Research Paper Example This paper thus aims to discuss various exercises of team building for resolving conflicts. Team Building Exercise for Conflict Resolution As also mentioned earlier, conflicts can be possessed optimistically as well. However, there can even be situations when conflicts take the negative form and these situations generally arise when the members of the team begin to develop feelings of being defeated and experience a workforce scenario of disbelieve and mistrust. Before finding solution to problem, it is essential to diagnose the problem with regard to the reason of its occurrence. Thus, reasons of conflict are required to be identified preliminarily. Reasons for Conflict in Teams One of the most common reasons of conflict is mismanagement of the procedures of administration. Lacking of strong base knowledge among the members will ignite the problem of co-ordination and thus conflict will arise. Overrunning of costs also becomes a factor of conflict when the members show reluctance in generating additional funding before the occurrence of these overruns. Project schedules often creates the conflict as not all the team members show co-operative moves for accomplishing a task within set deadlines. Erroneous realization of responsibilities also creates the conflicts which happen when team members become unaware of their assigned areas of work. It is within the hands of the team members to evade conflicts’ occurrences. If the members stay aware of the possible reasons of conflict, they can generate required steps for making certain effective planning and this can be an effective move towards good planning for exercising team building (The Team Building Directory, 2011). Roles to Be Played By the Team Leader The team leader plays an extremely important role in enhancing the spirits of working in a team among the members. The first movement that the team leader can initiate is that of making the members spend lots of time collectively in works they perform. Alt hough interaction among the members is not constantly possible, the team leader should strive for creating situation where they can interact. Team leader should organize periodic sessions of refreshment for making greater cohesion among the team members. Inclusion of group session for training, presentation session on inspiring areas and organization of socials would provide scope for joint session among the team members. The team leader should try out innovative ways of keeping the team energized by incorporating brand new ideas and information. Energizing the team would stimulate the members to co-ordinate with each other (Priscoli, 2003). Conduction of Team Building Exercise The â€Å"group stage formation theory† by Tuckman provided five stages essential for conducting team building approach among team members. The stages include forming, storming, norming, performing and transforming. In the forming stage, the team decides on the particular member whom to follow througho ut the accomplishment process of any task. Storming stage reflects the generation of negative performance among the team members and this is the decider stage for the leaders because in this stage the members develop critical

Critically evaluate one approach to organisational culture change - Essay

Critically evaluate one approach to organisational culture change - Yandex Case Study - Essay Example Justify your recommendations with supporting evidence. Yandex is the leading search engine in Russia. The success of the firm is closely related to its strategic decisions and its structure. However, it is clear that certain interventions are required in order for the firm’s goals to be fully achieved. The update of the firm’s OD strategy would be a potential solution for the above problem. The OD framework developed by Brown (2011), see also Graph 1 – Appendix, can be considered as a quite effective tool for developing the particular task. Primarily, the involvement of this tool in the restructuring of the firm’s OD strategy should be appropriately justified; reference should be made to the firm’s goals. ... Despite the fact that the promotion of the above strategy has helped the firm to keep its performance at high levels, still there is a series of organizational issues, which need to be appropriately addressed. The change of the firm’s existing OD strategy would be the most effective way for achieving the above target. This change could be based on the OD framework of Brown (2011), see Graph 1, Appendix. In the context of this framework, the firm’s current strategy should be restructured at the following points: a) at the first stage, the need for change should be clearly defined – meaning that the firm’s strategic managers should understand this need and should be willing to support it; Yandex is a firm well established in the Russian market, controlling the 57% of the specific market; the profitability of the firm is high, being increased at a level of 80% annually (page 2, case study); moreover, its employees are chosen through a detailed recruitment pro cess which guarantees that only candidates with the necessary skills enter the organization; from this point of view, the change of the firm’s strategy – in one or more areas – would have many chances of success, taking into consideration the exceptional relationships among employees and the high level of communication/ cooperation across the organization, b) emphasis should be given on the improvement of the relationship between the employees and the clients; despite the fact that communication and collaboration in the internal organizational environment is highly developed, in the firm’s external environment the following problem seems to exist: the relationship between