There is no perfect way to design and maintain an effective team. Research Library Sources and find an academic article, news article or book chapter on a successful team design that was used within an organization. In 2 pages answer the following:
-HR Leadership and Teams Folder
Thompson, L. (07/2013). Making the Team, 5th Edition. [Bookshelf Ambassadored]. Retrieved from https://ambassadored.vitalsource.com/#/books/9781323113950/
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Once you have decided the format and structure of your team, the next step is to compose a plan to ensure team effectiveness. What is team effectiveness? One definition states that team effectiveness is “based on the logic of an input-process-output (I-P-O)” (Kozlowski, S. J., & Ilgen, D. R. 2006), or input into a process will create an output which hopefully results in team effectiveness.
Creating, monitoring, and evaluating a team’s effectiveness is a major responsibility and will be required for a team to accomplish results. A plan must written to ensure a team has a structure, goals, resources to perform, ability to be open and creative (may require removing some organizational barriers), create an atmosphere where individuals can contribute, and ensure that everyone on the team creates resources that are valuable to the process.
The selection of team members becomes a top priority when looking at team effectiveness. High performing teams have team members that hold five critical knowledge, skills, and abilities (KSAs).
When evaluating potential team members, try writing down specific examples of how they have accomplished each KSAs on a former team or as an individual.
Creating an effective team should include creating a reward structure for the team and/or individuals. Employees that work for an organization are normally paid a “base pay’ that includes an employee’s salary or hour wage. Organizations that value team work will use a variable pay structure for a reward process.
Other possible team rewards to include holiday parties, gift baskets, gift cards, extra time off, or raffling of gifts.
Use your imagination to create rewards that will motivate team members to stay involved and rewards that will show your appreciation for their work. Remember, to periodically review the current rewards system and ask for team member input to create changes.
Your reward plan should include more than what type of rewards you will give, it needs details such as:
Thompson, L. L. (2011). Making the Team: A Guide for Managers, Fourth Edition. Prentice Hall
Kozlowski, S. J., & Ilgen, D. R. (2006). Enhancing the Effectiveness of Work Groups and Teams. Psychological Science In The Public Interest (Wiley-Blackwell), 7(3), 77-124. doi:10.1111/j.1529-1006.2006.00030.x
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