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Team Effectiveness Model Organisational and Team Environment

The document describes a team effectiveness model that focuses on organizational environment, communication, leadership, and design. It discusses establishing a goal and merit-based reward system as well as profit sharing and discretionary rewards. The model emphasizes an open-door policy, reciprocal feedback, and team-building exercises to boost morale. Leadership roles are taken on a rotational basis to provide strategic direction and support operational efficiency. The team is designed with a mix of skills and talents, an optimal size of six people, and flexible members who can complete each other's tasks.

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Shreshtha Shah
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55 views2 pages

Team Effectiveness Model Organisational and Team Environment

The document describes a team effectiveness model that focuses on organizational environment, communication, leadership, and design. It discusses establishing a goal and merit-based reward system as well as profit sharing and discretionary rewards. The model emphasizes an open-door policy, reciprocal feedback, and team-building exercises to boost morale. Leadership roles are taken on a rotational basis to provide strategic direction and support operational efficiency. The team is designed with a mix of skills and talents, an optimal size of six people, and flexible members who can complete each other's tasks.

Uploaded by

Shreshtha Shah
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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TEAM EFFECTIVENESS MODEL

Organisational and Team Environment:

Reward System:

 Goal based reward- We reward our team members for their performance by encouraging them,

motivating them, and acknowledging the efforts put by them to help the team reach their goal.

 Merit based reward- we reward our team members for putting forth exceptional effort and taking the

lead in projects assigned, and help the team fetch good marks.

 Profit sharing- profit sharing plans encourage high levels of team performance, where each and every

member contributes to their fullest, thereby leading to the team’s success.

 Discretionary rewards- team based discretionary rewards are given to team members based on team

performance and outcomes. These rewards are not dependent on predetermined goals, but the value

added in team-based group projects and assignments.

Communication System:

 Open-door policy- it sets the precedent that anyone can ask questions, voice concerns and pitch ideas

at any point of time. This is an important part of building trust within our team.

 Open to reciprocal feedback- no one can effectively complete an assignment if they are unsure of the

tasks they are responsible for. So, we make sure that the entire team knows the scope of the project and

that each team member is clear about exactly what is expected of them. Our team gets together

regularly to check upon the progress, ask questions, and address any issues is another good way to

keep everyone on track and assure that all team members are aware of their responsibilities in the

project.

 Fun stuff to boost morale- Team-building exercises have long been used to improve communication

among team members. Our group gets together once in a week and plays few games in the Zoom break

room for refreshment.

Organizational Leadership:

 One of our team members takes up the leadership role for a particular project, and we keep taking

leadership roles on a rotational basis for high performance.


 The person who takes up the leadership role provides a strategic direction and supports all the team

members to focus on operational efficiency and flexibility.

 The leader organises a lot of interactive sessions and designs the work processes which we follow for

the upcoming tasks and projects, and organise ourselves so that our team works efficiently and

flourishes.

Team Design:

 Work Design- our team works together and each member takes collective responsibility to complete all

the tasks. We motivate each other because it increases members’ sense of responsibility and ownership

over the work and because they make the work more interesting to perform. All of us use our different

skills and talents to accomplish the tasks.

 Composition- We have a mix of team members from diverse backgrounds, which include a mix of

engineers, commerce graduates and economics majors; with technical expertise, problem solving and

decision-making skills.

 Team Size- Our team size consists of an optimal number of six people, each of whom function in a

highly efficient and collaborative manner.

 Member flexibility- our team has flexible individuals who can complete each other’s’ tasks. This is an

obvious plus to a team because it greatly improves its adaptability and makes it less reliant on any

single member. When we are given a variety of group tasks and assignments, each and every member

contributes by generating creative and innovative ideas to solve the given problem.

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