Team Building And Team Development Process

When members practice a team development there is a need for an organisation to redesign its way of doing things by implementing the novel process of exercising together as a squad. Cooperative enterprises will need to redesign their organisation to better suit team development process

Researchers who focus on team development, therefore, look at the process of team building and team training. Team building focuses on the setting of goals, roles, problem solving and interpersonal relationships. These two processes are important in creating conducive relationships and role clarity within the organization. Team training looks at sharing skills as well as adaptation and coordination in the course of both training, task performance and running

It ensures that people, systems, and the goal of the organisation interact. The people and the system of the organisation should support the overall goal of the organisation. These can be done through the planning, ensuring the culture of the organisation guide the people in following the processes and guideline of the organisation that lead to a desired goal of the organisation. Roffey Park (2008) Further, states OD is used to solve various issues such implementing cultural change, influencing the mission and values, introducing new systems or processes and enhancing leadership and employee team spirit. Organisational effectiveness is diversity within the organisation. It cannot be achieved by implementing processes only looking at the CVF themes and its constituents. But it can go broad by understanding the factors shown in four quadrants. Effective organisation is not just a profitable organisation, but it includes high performing employees who are team players, an organisation that continually reads and that adapt rapidly to change also having leaders who grow other leadership. This subject will assure it goes into detail of each component which is organisational development interventions and one element will introduce the other to ensure the systematic flow of this literature. The subjects

The clan culture or human relation model Sage group (2010) states people strongly identify with the group as in a family, placing a strong emphasis on the team and teamwork. Howard (1998) further state Human Relations culture, flexibility values and an internal focus describe the dominant value orientation, with group cohesiveness and morale providing the substance to human resource development (HRD). HRD is based on the beliefs that organizations are human-created entities that rely on human expertise in society to prove and achieve their goals and that HRD professionals are advocates of individual and group, work procedures and organizational integrity, Hassan