Executive summary

This report analyses team building process in the international organization. To begin with I will start by defining the term team building in the organization, mentioning the processes and explain them in details with examples. I will come up with some recommendations and conclusion at the end.

Introduction

Team building simply means a group of workforce with their manager illuminates and assesses their purpose and objectives, identifying hindrances which come their way of accomplishing these objectives and plan for the future development. The concept of team work is most preferred as the working culture by many organizations to the achievement of their goals. Working as an incorporated team is being seen as the backbone of success of any organization. Most organizations have a preference to team work due to the fact that complexity of some products necessitate multiple skills or improved results will be obtained once team approach is taken.
For a team to be a better one it must have a sense of commitment to improve performance, have a constructive vision for their team, have a mutual understanding upon formed goals and they should be able to encourage and support each other.
In any team work, miscommunication is more likely to occur due to mistrust and openness among the team members. In addition to that, cultural diversity may be another cause of miscommunication. This system is best used in the organization when employees can have a good understanding, listening to each other and speak their thoughts. In any organization there are 5 processes of team building: * Forming * Storming * Norming * Performing * Dissolving or Reorienting

I. Forming: this is the first stage of team building in any organization. In this stage members are not used to each other and they are not aware with the way team manager and other members function. In countries like England mostly is having inter-organizational games and conducting social clubs so that employees can get to know each other and be familiar with one another. Employees may ask one another what they can do This is abit different from African countries like Tanzania where the organizations do not bother that much to conduct any social occasion for the employees to get t know each other. And it looks like intelligence insult when a person is asked what he or she can do as long as he or she has handed in his certificate.

II. Storming: in this stage members of the team start to position themselves in the team. They are now used to each other in such a way that they can now give out their opinions, thoughts, views, ideas and challenging the team leader’s power and suggestions. In this stage intra-conflicts and misunderstandings are more likely to happen because the team member will start to challenge not only the tasks given to them and how they will be done. Moreover, they will be questioning the leader’s roles and style of leadership. Storming is practiced more in the countries which their organizational hierarchy is low for example, United Kingdom whereby employees can take initiative in the organizational matters and they can freely give opinions and decide for the majority without being questioned. This is different from Tanzania whereby employees are always waiting for their superiors to come up with the decisions, ideas, views and they cannot challenge the authority or the tasks given to them. (no employees activeness)

III. Norming: past experiences are used by the employees in getting to the bottom of their problems and pull jointly as an interconnected group. Is at this stage when team members start to deal with their decisions and handle conflicts. It is easy for the employees in the developed countries because they are having low hierarchy in the organizations. This makes it easy and possible for the employees to initiate decisions and solve their conflicts. In Tanzania the matter is different because the employees are so apprehensive that they cannot decide for themselves or give out initiation in fear of being fired or punished because the act of deciding on your own is like going against the rules and regulations of the organization.

IV. Performing: all employees get to know what they are obliged to do; defined tasks, worked their relationships, maintaining peace and harmony and started to produce desired outcomes. Team members have learned to work as a team, deal with conflict and add their resources to meet the team’s intentions. For example in England employees work in the same level of capacity in order to make it possible and to come up with the desired results. But in Tanzania things are different, once one employee shows his capabilities in doing something is when other team members leave the work load to him.

V. Dissolving/ orientating: after the work is done then the team will be disbanded. If the results reached the desired standard then the team may be go on in the next phase of the project and vice versa.

Recommendations:
It is being seen that employees are the assets of any organization and its achievements are directly relative to the input of every employee. That being the case, every organization must do the following in order to ensure the input equals the output proportionally. * In any organization, there must be activities to progress the relation and reinforce the union among the employees as they all struggle to attain the common objectives. * Strengthen efficient communication in the teams in order to minimize the possibilities of uncertainty and misinterpretation of the issues. * Team building helps to bring about self-belief and constructive ideas to the team members to what they are doing.

Conclusion
Not all the time that team building works in performing the tasks in the organization. Some teams fail right from the beginning and some depreciate as the time goes. Team failure can happen if the team members are not serious with what they are doing, no clear roles and responsibilities to the team members, team leaders do not control the team members sufficiently, not enough resources to do the work, unresolved conflicts among the team members and not being able to make rational decisions as a team.

As we all know, “coming together is a beginning, keeping together is a progress and working together is success”

References
World Health Organization (2007) Team Building. Available at: http://www.who.int/cancer/modules/Team%20building.pdf (Accessed: 12 April 2012)

Brianmac Sports Coach (2001) Understanding the Importance of teamwork. Available at: http://www.brianmac.co.uk/articles/scni13a2.htm (Accessed: 7 April 2012)

Management Study Guide (2012) Importance of Team Building in Corporates. Available at: http://managementstudyguide.com/importance-of-team-building.htm (Accessed: 10 April 2012)

Practical Development Ideas (2004) Building of organization team. Available at: http://nickheap.co.uk/articles.asp?art_id=53 (Accessed: 15 April2012)