How to Build Successful Work Teams

People in every workplace talk about building the team, working as a team, and my team, but few understand how to create the experience of team work or how to develop an effective team. Belonging to a team, in the broadest sense, is a result of feeling part of something larger than yourself. It has a lot to do with your understanding of the mission or objectives of your organization.

In a team-oriented environment, you contribute to the overall success of the organization. You work with fellow members of the organization to produce these results. Even though you have a specific job function and you belong to a specific department, you are unified with other organization members to accomplish the overall objectives. The bigger picture drives your actions; your function exists to serve the bigger picture

You need to differentiate this overall sense of teamwork from the task of developing an effective intact team that is formed to accomplish a specific goal. People confuse the two team building objectives.

This is why so many team building seminars, meetings, retreats and activities are deemed failures by their participants. Leaders failed to define the team they wanted to build. Developing an overall sense of team work is different from building an effective, focused work team when you consider team building approaches

Attracting great applicants when qualified people are scarce

More than three in four employers say they’re struggling to find qualified people to fill their open positions.

Outplacement consultancy Challenger, Gray & Christmas recently conducted a survey of 100 human resources executives in a variety of industries nationwide. The bottom line: 77% of respondents said they were having trouble filling open slots because the applicants they were seeing didn’t have the right backgrounds.

The toughest slots to fill? Here’s a rundown:

• Technology/technical — cited by 45% of respondents
• Finance — 30%
• Manufacturing — 20%, and
• Management — 5%.

About half of survey participants said their companies are not yet offering any special incentives to attract candidates. Other firms are using referral bonuses (36%), relocation assistance (36%) and signing bonuses (23%).

Finally, the most chilling finding in the research: 91% of respondents said that as the economy continues to expand, the labor shortages will become even more acute.

The old recruiting channels just aren’t working

Clearly, in an era when good people are difficult to find, it’s important to take steps to draw the best talent into your candidate pool.

Jerome Ternyck, writing on Inc.com, says many companies unwittingly cripple their recruiting efforts by using outdated and unsophisticated tools: spreadsheets, email and applicant tracking systems (ATS).

Here’s Ternyck’s three-step prescription for modernizing your digital recruiting efforts:

The 17 worst terms HR can find on resumes

There are 17 terms that HR pros and hiring managers have identified as major turn-offs on resumes.

These terms were identified in a CareerBuilder survey conducted by Harris Poll and included responses from 2,201 hiring managers and HR representatives.

The main problem with the terms outlined below: They help candidates talk a big game but usually result in a lack of proof that the job seekers’ achieved any actual results.

Now without further ado, here are the worst turn-off terms you can find on resumes, according to your peers:

1. Best of breed — identified by 38% of HR/hiring pros
2. Go-getter — 27%
3. Think outside of the box — 26%
4. Synergy — 22%
5. Go-to person — 22%
6. Thought leadership — 16%
7. Value add — 16%
8. Results-driven — 16%
9. Team player — 15%
10. Bottom-line — 14%
11. Hard worker — 13%
12. Strategic thinker — 12%
13. Dynamic — 12%
14. Self-motivated — 12%
15. Detail-oriented — 11%
16. Proactively — 11%
17. Track record — 10%

Management Science 

Important Questions for IV ECE-B

a.       Discuss nature and functions of management?

b.      Explain Henry’s Principles for Management.

c.       What is motivation? Write any two theories of motivation?

d.      Define organization structure? Explain different types of organization structures with examples ?

e.       What is plant layout? Explain the different types of plant layouts.

f.       Explain the different methods of Job productions.

g.      Marketing Mix.

h.      Product Life Cycle

HRM Assignment

click here for the syllabus

MBA II Mid OD Important Questions

a.       Explain the importance of OD interventions

b.      Discuss Third party peacemaking Intervention.

c.       Explain any two structural interventions with         Examples

d.      T- Group Interventions

e.      Life and career planning

f.        What are the consultant issues of OD

g.       Elucidate the significance of power and politics in OD