: What is the importance of “Team Development”. Write down in your own words.
Answer:
Team is a group of
people that has a job to do, either as paid participants or as volunteers. Team
is a group that has spent some time together, either in smaller increments over
a long period of time. Teams are formed when individuals with a common taste,
preference, liking, and attitude come and work together for a common goal.
Teams play a very important role in organizations as well as our personal
lives.
Developing the team
instead of focusing on single individuals is one of the fastest growing trends amongst
leaders in this era. Because teams are becoming a key tool for organizing work
in today’s corporate world. The
importance of team more increase in
organizational working particularly when you are working in educational sector
or running educational institution, because you come across many times to form
team on different occasions, through which you can achieve your certain
objective or mission. Development of teams is also important because teams have
the potential to immediately amass, organize, relocate, and disperse. And teams
are an effective tool of employee motivation. Therefore it is also essential to
consider the fact that teams develop and get mature over a period of
time. Team development creates a captivating atmosphere by encouraging co-operation,
teamwork, interdependence and by building trust among team members. Because team
member being together know each other that they have certain trends and
tendencies which are match with each other so that they work in more comprehensive
manner which help them to decrease the level of occurring obstacles and problem
in working. And they can generate a wider range of ideas and innovation than
individuals. Therefore they become able to motivate themselves. Because being a
team they have a range of personalities such as a workers, thinker, leaders who
contribute the right balance of skills necessary to achieve high
performance. Therefore they often take
more risks than individuals and they bounce ideas of each team member and
support each other which provide mentoring and allow others to grow in
self-confidences. Team development is also because with other benefits as well
as team increase the chance of high productivity, high quality outcomes,
quicker solutions. For the organizational perspective another important
advantage of developing a time is that a ‘just a job’ employee does just enough
to keep their job while complaining about what’s not fair or right at
work. But ‘team player’ works positively
together with everyone to get the job done the best way possible. However it
very important that leader has to ensure their teams have absolutely everything
they need to be successful. And provide proper guidance and training for create
effective teams.
Q2: What
are the key concepts of the Kotter’s model of change?
Answer: To
effectively handle the change management process many models are advised in
literature. And many scholars and practitioner endorse the applicability of
these models and recognized these models in literature. If you going to change
any process in organization and individual capacity with the help of these
models then they can be useful to make the entire process and mechanism of
change more meaningful, efficient and convenient for you. One of them models, a
model is presented by the John kotter
in 1996. John kotter is one of the biggest change management growers out
there. He has come up with 8 steps model that can helps us to big change
effectively in an organization. This model gains much popularity.
As, John Kotter’s model
of change (1996) has outlined an eight-step model for effective change effort. It
can also further divide into three phase for better understanding the steps.
·
Steps 1-4 procedure help to unfreeze the
status quo and change mechanism and build enthusiasm.
·
Steps 5- 6 introduce the new practices,
·
Steps 7-8 just ground the new change in
a new culture to ensure sustainability.
Key
concepts of the Kotter’s model of change are:
1.
Increase
urgency: The first one is to create urgency. He is saying
that as manager, leaders must compelling case to create changes. They must make
people understand that why the change is necessary. And they must inspire the
people to move from the current stage to the future stage.
2.
Build
coalitions: Secondly he talks about forming a
powerful coalition. With the change management program it is not enough that you
as supporting manger or change manager this so well and this well
communication. You need a team and coalition people who can help you to do
that. So you need to identify a key people within the organization who can act as change leaders or change
champions to help in embedded into the organization.
3.
Vision:
Thirdly
he talk about the creating a vision of change. The vision must be short, clear
on the stand able and properly have emotional element into it and creative
elements. Because we want the vision to be easily understood by the people who
are fit about the change. Change can be emotional hence we want communicate in
that way, we want the vision to be relevant to be deeper cohere.
4.
Communication:
Next
we need to create communicate the vision. Off course it’s not enough you have
vision if without use it. That mean you
must embed the vision into everything you do on your project be it, with the
communicational, verbal communication. But even more than that you must
showcase the vision, involve the talks, demonstrate vision, be the change you
want to see.
5.
Enable
action: Next step to remove obstacles: as you get into seeks
of the change into varies body of the work. You may find the physical obstacles
or may be emotional obstacles. This is where the change in stemming to stable
in and help to people overcome those obstacles. There must listen to people spheres or
concerns and seeks feedback. Create feedback loops we can also understand what
is working well, what is not working so well, how can we improve and overcome
the obstacles.
6.
Quick
wins: The six steps in kotter’s model is to create
short-term wins. There is nothing as powerful when you implement change. Then demonstrating the benefit all in on. Don’t
take the two year to create a program to only deliver the benefit then. Chop
the change project up into sizeable pieces, for instance different phase in
this. And at the end of each phase you must demonstrate tangibles benefits. We also
talk about this low hanging food or quick wins. You want to win people over
early on by demonstrating what in it for them.
7.
Do
not let up: The seven step in it to build on the
change. Don’t let up too soon, impetus keeps piece in the above steps for quarters
hour to be embedded. That means you must keep to communicating the vision,
removing obstacles and keep delivering benefits.
8.
Make
it stick: And lastly anchor the change. You must make sure
change sticks that mean you must embedded into the organizational procedures,
operating models and into people day to day work.
Reference:
·
EDU 602 lecture, handouts, VULMS
important links of EDU 602
·
Google, Yahoo, Wikipedia, and topics
related blogs, articles
·
And
https://www.google.com.pk/search?q=kotter+model+key+concepts&safe=active&rlz=1C1CHBF_enPK777PK777&source=lnms&tbm=isch&sa=X&ved=0ahUKEwiwj6z9kOLcAhUlxIUKHahRD_oQ_AUICigB&biw=1366&bih=662#imgdii=0foOI0BbOAymjM:&imgrc=rzyRrFsUqtfOUM
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