Teamwork is a prerequisite for success in the contemporary global context, particularly due to the diversity of workers and talents in various functional units. The healthcare sector is not an exception as far as the utilization of teamwork as a driver for competitiveness is concerned. It becomes a challenge to the organizations when individuals opt to work independently in areas where teamwork is inevitable. The outcomes do not only affect the individuals involved but also the entire organization in such areas where optimum productivity could only be attained through the commitment of a team. The allocation of resources is also affected as each individual would have to demand his or her share in enabling the completion of tasks that could have been completed by a group. This developmental plan embarks on the importance of teamwork and also addresses the issue of objective-setting and poor or inadequate goal as a hindrance for effectiveness in team work within an organization.
Purpose of Teamwork Training and Developmental Plan
Many individuals do not perceive the benefits of teamwork until they get involved in it and get exposed to the outcomes. The diversity of talents and competencies embedded in any group of employees boost the performance of a team as compared to an individual’s endeavors. According to the American Management Association (AMA, 2018), teamwork is a prerequisite for the success of an organization and it is unfortunate that most individuals are used to a culture of working alone. Reorganization, right-sizing, re-engineering, and downsizing are some of the emerging phenomena in today’s business context aimed at emphasizing the reduction of the number of employees in an environment where doing more with less is the motto for success. The notion of productivity and high profitability, however, still count towards the sustainability of a firm. As such, teamwork acts as a solution as it enables the employees to collaborate toward the accomplishment of a common goal with the optimum utilization of the available resources (AMA, 2018). The development plan for the HR training on teamwork is, therefore, necessary to expose individual employees to the benefits and importance of teamwork for an organization’s sustainability.
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The idea of objective setting emerges as a major challenge as far as teamwork is concerned. Inadequate and poor goals inform the objective setting for people who are not competent with the operations of a team. As such, it is necessary to inform employees about goal-setting and its impact on the effectiveness of a team.
Inclusion of Employees in the Training and the Reasons behind Such Inclusion
An organization cannot identify the kind of employees it has until it implements the major ideas of teamwork. Gaskell (2016), writing for The Guardian, expounds on the nine types of employees as identified by James Sale, an expert in motivational endeavors. These types of employees include the defender, friend, star, director, creator, spirit, and the searcher. These employees can readily be identified as an organization embarks on teamwork and seeks to explore the talents of its workforce.
The defender is concerned with security, stability, and predictability of an organization’s establishment. They value communication, particularly in alignment with the organization’s routine and success path (Gaskell, 2016). The defender should be included in teamwork training as it is a prerequisite for the continuous stability of a firm in a context that demands collaboration among workers for high productivity and sustainable profitability (AMA, 2018).
The friend seeks belongingness and fulfilling relations. Such employees seek organizations that encourage teamwork, social endeavors, and opportunities for assisting others. They delight in gaining support, being consulted, and involved (Gaskell, 2016). The reason for engaging such an employee in the training is that he or she will gain insights into how to ensure satisfying relationships when working with others within a team.
The star recognizes the benefits for teamwork through their value for social esteem. They have a liking for status and an opportunity to move higher in terms of productivity. The reason for their inclusion in teamwork training, therefore, is evidenced by the intended purpose of presenting teamwork as an opportunity for moving the organization to greater heights and also the emerging need for strong leadership to boost the performance of the teams that would be created after the training.
The director is concerned with power, influence, and control of other people and resources. In this regard, the supervisors, senior management, and line managers fall under this category. The reason for including these in the training would be to sensitize them on how to address the welfare of each individual involved in a team as a way of boosting their performance and overall outcomes for the organization. Training for the director acts as a booster of his or her skills in various aspects of a job (Gaskell, 2016).
The expert includes the category of employees who have distinct competencies in certain types of jobs. Training forms an essential part of their experience and they delight in sharing their expertise with others (Gaskell, 2016). Teamwork training would, therefore, benefit them by promoting their willingness to share knowledge.
The creator delights in tasks that involve innovation, change, and creativity. They like being involved in problem solving and decision making procedures that involve brainstorming, an aspect that demands teamwork for the generation of quality ideas (Gaskell, 2016). The creator’s involvement in teamwork training, therefore, would be founded on the change that would be likely to occur in the organization’s way of working where teamwork would replace individual commitments.
The searcher is another type of employee who cannot be left out of training as he or she likes learning as a way of gaining new knowledge. They also delight in linking their goals to the endeavors of a team and would, therefore, benefit through an exposure on how they can make a difference to the way a team works (Gaskell, 2016).
Training Topics and Vector
The core of the training is teamwork and objective-setting. In alignment with these topics, the following are the sub-topics to be taught and which will involve various facilitators who possess the expertise required for efficiency in each sub-topic.
Why form teams?- This topic will embark on the reasons for team formation in organizations and also stipulate the necessity for doing so.
What determines the size of a team?- An organizations has various endeavors that make up the daily operations. There are various factors that need to be considered in forming a team and ensuring the completion of tasks.
Effectiveness of teamwork: It is worth recognizing that teams may succeed or fail in the operations they engage in. The level of success for each team also varies depending on how various factors are addressed in alignment with the welfare of the team members and the prerequisites for effective working.
Why may teamwork fail?: while the development plan is meant to boost the successful operation of teams in the workplace, the factors that may lead to the failure of a team need to be addressed to ensure that they are addressed before they find their way into the actualization of failure.
What is the role of diversity in team work?: Diversity is an inevitable phenomenon in the contemporary times. Its impact and role need to be addressed to ensure that everyone understands the need to embrace it.
Objective setting and goal actualization: Every endeavor is guided by goals and objectives. Goal-setting for an individual’s undertakings may differ significantly from that of a team. It is, therefore, necessary to explore the notion of goal-setting in teamwork and compare the same with the individual level of goal-setting.
The benefits of teamwork: Any kind of training should be linked to various benefits for those being taught and the organization at large. The trainees will be informed why teamwork is beneficial for them and the organization. The aim will be to sensitize them to accept teamwork as part of the organizational culture (Barrick, Stewart, Neubert & Mount, 2016) while engaging in a continuous effort of weighing the benefits against those of working independently as an individual.
Seminars and workshops will be the means through which to engage in the learning process to ensure that all the targeted trainees attend and benefit from the various sessions.
Budget
The budget will include the payment of the facilitators, the refreshment of the trainees, the equipment (public address, notebooks and writing materials, projectors). One of the major assumptions is that the trainees will continue with the various privileges they enjoy while in the workplace, such as tea breaks and lunch, which will be addressed by the organization. Another assumption is that all the trainees should be entitled for a sitting allowance which becomes part of the expenditure of the training program. The third assumption is that there may occur some incidences that may require cash and which the organization may have failed to include as part of the budget. This falls under events that are unaccounted for and funds are set aside for the same. This cash accrues back to the organization’s account where no such incidences are experienced.
| Activity | Estimated Amount of cash |
| Facilitators’ Payment (Total) | $200,000 |
| Equipment (projectors, public address, writing materials, emergent needs) | $45,000 |
| Trainees’ Refreshment (tea breaks, lunch, bottled water, snacks) | $70,000 |
| Sitting allowance for the trainees | $400,000s |
| Occurrences unaccounted for | $200,000 |
| Total | $940,000 |
Schedule and Milestones
| Date | Activities | Milestones |
| May 2, 2018 | Why form teams? What determines the size of a team | Trainees informed about the reasons for team formation and the factors that determine the size of a team. |
| May 3, 2018 | -Effectiveness of teamwork | -Trainees exposed to the factors that lead to the success/failure of a team with focus on how to avoid failure. |
| May 4, 2018 | -Role of diversity in teamwork |
-Trainees informed about the inevitable nature of diversity. -Trainees offered knowledge about how to deal with diversity and the benefits associated with the same. |
| May 7, 2018 | Objective setting and goal actualization |
-an exploration of goal-setting for individuals and team in general. -Factors to consider in ensuring the adequacy and quality of goals. |
| May 8, 2018 | -Benefits of teamwork | -an exploration of the positive contributions of teamwork to the organization’s sustainability. |
References
American Management Association (2018). Building a sense of teamwork among staff members. Retrieved from http://www.amanet.org/training/articles/building-a-sense-of-teamwork-among-staff-members.aspx
Barrick, M. L., Stewart, G. L., Neubert, M. J., & Mount, M. K. (2016). Relating member ability and personality to work-team processes and team effectiveness. Journal of Applied Psychology, 83 (3), 377.
Gaskell, C. (2016). The nine types of employees- and how to motivate them. The Guardian. Retrieved from https://www.theguardian.com/careers/2016/may/17/the-nine-types-of-employees-and-how-to-motivate-them
