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Teamwork is a very complicated structure that sometimes cannot be fully outlined or explained in case a company is having its employees working united (Werner, 2011). However, there are those peculiar cases when managers need thorough help and guidance with their employees’ encouragement for better results ultimately. Thus, a trainer is invited in order to bring in more cohesiveness to the working team. This paper will unveil the methods of approaching the problem of dissociation efficiently.
In order to analyze the nature of the problem, it is necessary to inquire on whether the manager did everything possible to make the work knowledge and councils available. Thus, it will become evident if the employees get the necessary attention and hence are motivated to implement their working responsibilities correctly and successfully. Therefore, if all the trainees and employees are provided with substantial knowledge and perfect working conditions, then the reason of their lack of cohesiveness is not a training issue. In this case the further work with the group of employees will be held according to the performance related issues.
If an issue requires training, then it is necessary to incorporate team games into the training program. While the employees learn the basics and peculiarities of sales, the games that encourage team cooperation will be just perfect. There are those training methods that teach workers trust each other. For instance, when you fall back into a person’s arms not actually know for sure if he/she will catch you but trust is big deal. This way the actual work knowledge will have the situational implementation that will train both: the ability to cooperate as a union and show the learnt material.
If the issue is performance related, it is essential to understand the surface and deeper reasons for that. There has o be a survey or conversation at hand conducted with the employees. Cohesiveness in a team is frequently associated with performance. That is why the diverse staff needs to be taken into consideration. The trainings on teamwork will be held in order to show the personnel how they succeed together. Frequently, the lack of cohesiveness is derived from the actual society we live in where every person has to be best since primary school. However, mutual efforts are appreciated in a big company (Miller, 2003). Moreover, a human resources development specialist will make it clear that one can achieve his/her goals faster and more efficiently when cooperating as a team. This works as the best motivation in case of poor performance.
The technology is a wonderful helper in determining the reasons why the team is not cohesive. Namely, the cameras could help answering the question why the workers do not want to work together (Rinus, 2002). Some of them just cannot stand each other. Or it will be clearly seen if someone is reluctant to do anything while someone is very active as per achieving the company’s goals. Besides, the efficient collaboration and overall performance of the company is affected by what an employee does at his/her workplace. The tracking of Internet sites would be a wonderful outline of the demotivators that influence overall performance of the department. While putting restrictions on sites’ usage, it is necessary to fill up the gaps in an employee’s working schedule with working responsibilities. So, here are the foremost rules for making the group work together rather than being responsible for own actions only.
References
Miller, B. C. (2003). Quick Team-Building Activities for Busy Managers: 50 Exercises That Get Results in Just 15 Minute. New York: AMACOM.
Rinus, M. (2002). Teambuilding: The Road to Success. Spring City: Reedswain Publishing.
Werner, J.M. & DeSimone, R.L. (2011). Human Resource Development. Maason: South-Western College Pub.
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