Introduction
Decision making emanates from an essential part of any team activities. In line with a team, decision making calls for various practices that incorporate assembling, deciphering and trading data, marking and distinguishing elective strategies, working on diverse ideas by joining the frequently contrasting views and propositions of colleagues; and executing a decision while observing its outcomes. Teams always fail to achieve their targets, especially due to their decision making policies. This may come up when the organization does not trade enough data and investigate deficient options, hence making mistaken conclusions. Groupthink is one such entanglement of decision making. Teams can additionally help in the execution of another organization or association by putting an accentuation on the well known and thinking a composed exertion to a solitary objective. The managers may have a problem in line with settling on an existing issue, hence, working in teams may be very necessary to ensure that they succeed in their calling (Kreng, 2011).
Importance of Team Development
Team development comes about when a team settles on flawed choices since the pressures from latter accelerate a decline in mental proficiency, actuality testing, and ethical judgment. Team development is necessary since teams are the cornerstone of any given project. Teams are considered to be vulnerable to other influential factors, hence the need to develop a great ground for the sustenance of the same team. When most of their members’ boast of a similar locality, fear induction and the rules that exist for decision making are not clear. Team development overrides the yearning by teams to make practical judgment skills longing to present decisions, probe a position, or express a disagreeable stance (Effiong, 2012). Therefore, the desire for team sustenance viably drives out exceptional decision making and critical thinking. When the pressures from the teams in relation to unanimity overwhelm the members, the latter are less persuaded to assess the elective strategies accessible to them. These issues expedite imprudence and irrationality in decision making since teams that are not developed neglect thinking about all options and try to consider all forms of unanimity (Jones, 2010). Team development, therefore, helps in building a great team that avoids any hindrances from external or internal forces that may not have a common goal.
Effective Training Principles
A training measure for team members should be organized in order to impart new and valid ways of information dissemination to all the structures of the company. During the training process, a vestibule approach is an appropriate method of training that will incorporate both the cognitive system of training and the simulation of the work environment. In the vestibule training approach as a means of impacting, proper information dissemination and communication in a company, the form of errorless training will be employed. Errorless training ensures that the trained human resource managers practice the ideal and the expected communication modalities according to the standards of the organization (Robbins, 2012).
Stages in Team Development
Forming
This is where members that have a common goal are identified. Members should be identified in line with the expected results and the goals that are set within the given organization.
Storming
The identified team members bring out their ideas in line with the common target set. In circumstances where great levels of disagreements are imminent, groupthink can infringe a level of agreement by looking for and developing a holistic view.
Norming
Rules are set in line with achieving the set objective. These are the norms that all team members are expected to follow. Members who completely comprehend performance desires and also standards, and have been legitimately prepared and trained throughout the year, will not be involved throughout the performance review. This is because of the assumption that, they already know their standards.
Performing
The tasks assigned to the members can now be tackled in this given stage. Find out if there has been a performance loophole, this is the difference between the normal level of performance and the genuine level of performance.
Communication in Teams
Identification of the necessity of communication in teams could be done through a fact-finding by means of opinion collection. Communication is essential towards delivering the desired results. It is also necessary when a given team member wants to convey a given message to a different party. Collection of opinion from all the employees and the managers of the company on the situation of communication and its structure within the company is essential for communication management. Collecting employee opinion on the situation of communication in the company will be like a mini research work that will enable the solution of communication problem from an informed point of view (Roberts, 2012).
Team Learning
Learning from other organizations is another of the most important mechanisms through which information gap and communication problem in St. Johns Enterprise can be solved. This mitigation process entails identification of a properly functioning organization with an appropriate communication integration structure and learning from them. The process of benchmarking with the organization would thus entail sending a sample of the human resource managers to the identified desirable organization and learning their communication modalities (Effiong, 2012). The legitimate estimations and due concerns of group members are dependably at risk of being steamrollered by group thinking teams or members. When teamwork takes a hold, the influenced team members can easily work with the postulated instructions and details. This means that one may express his or her thoughts, which can help in the growth and sustenance of the organization.
Conclusion
Working in teams ensures that ideas are shared between different parties. This means that an organization can realize its goals when its employees operate in teams. Beyond any doubt, teamwork is an influential force and it could be tricky to oppose. This is because organizations have employees whom they depend on for their success. These employees are always very pertinent during meetings and analyses situations since they understand the daily tasks of the organization. The managers, therefore, greatly depend on the employees for the decision making process.
References
Effiong, S. K. (2012). Corporate Governance, Wealth Creation and Social Responsibility Accounting. Management Science & Engineering, 6(4), 110-114.
Jones, G. (2010). Organizational Theory, Design, and Change. Prentice Hall.
Kreng, V. P. (2011). Corporate Social Responsibility: Consumer Behavior, Corporate Strategy, and Public Policy. Social Behavior & Personality: An International Journal, 39(4), 529-541.
Roberts, J. (2012). The Modern Firm. Organizational Design for Performance and Growth. Oxford University Press.
Robbins, S. (2012). Organizational Behavior 5th edition. Pearson Education, Australia
