TEAM DEVELOPMENT

Team Development

Abstract

The purpose of this paper is to discuss the importance of organizational development interventions, which include team development, leadership, and how organizational development looks in corporations. It also discusses the necessary steps for redevelopment. The paper also addresses the ways a corporation that lacks the fundamentals of leadership can gain them through empowerment and organizational development.

Team Development

Team Development

Team development is an explicit one-to-one learning relationship between people who want to improve job or career skills. It is one of the most essential parts of an organization that aims to be successful in terms of leadership. In the various aspects of team development, the corporation must ensure that the employees are empowered. This is where the process of team development help the corporation. Mentors are much more than "go-to" people. Mentors are champions of learning. Mentors take a position of high interest and investment in another's development. They want to mentor. They share knowledge, encouragement, guidance, and feedback about job content and organizational culture. They advocate for their mentees' successes. Team development provides encouragement and structure to support the mentee. In the ideal world, Team development and being mentored is business as usual (Walsh, 1995).

Effective Team Development

Team development is a long-term relationship, but it need not be for life. Consultants are smart, ambitious, and creative. We learn quickly and move on to new goals. Team development should be totally relevant to what is going on for you at any given time. When the relevancy lessens, that's a clue it's time to change. Ending the formal Team development is not an insult to the mentor, rather a tribute to how helpful that person was. Very often, mentors and mentees remain close friends, and Team development continues informally, as needed. To help you get started, here is a brief format to brainstorm your approach to these five steps. Practice being mentored by asking others to help you with this preparation. The format can also be used to contract with your mentor, keep records of progress, and to contract when you're the mentor (Pritchett, 1992).

Impact of Theories of Management and Leadership on Team Development

Now that, we have discussed the effects of management and leadership over individual and organizational performance, we shall now discuss the major theories that aim towards employee self-recognition and identification of organizational direction. Amongst the entire forms of leadership, the most prominent theories that have been highlighted are the trait theory and the very popular situational theory (Bass, 2005, 38).

Trait theory implies that all management decisions and verdicts that are obtained with reference to context of the organizational performance only improves and develops due to traits and capabilities of individuals that the employee candidates and individuals have and display in their routine work. Situational theory, on the other hand, and somewhat contrary to the trait theory, pressures and brings the concept that different situations call for different characteristics, provided they are being properly given also prove fruitful at the situation (Hackman, 2005).

For instance, under pressure, some individuals might face or ...