Team building is the process of turning a group of individual contributing

employees into a cohesive team—a group of people organized to work

together to meet the needs of their customers by accomplishing their purpose
and goals. In other words, Team building is a management technique used
for improving the efficiency and performance of the workgroups through
various activities. It involves a lot of skills, analysis and observation for
forming a strong and capable team. The whole sole motive here is to
achieve the organization vision and objectives.

Responsibility: The manager responsible for team building must be able

to find out the strengths and weaknesses of the team members and
create the right mix of people with different skill sets. He must focus on
developing strong interpersonal relations and trust among the team
members.

The manager must encourage communication and interaction among the

team members and also reduce stress with the help of various team-
building activities.

He must clearly define the goals and objectives of the organization to the
team members. He must also specify the role of each member in the
team to direct them towards the achievement of the organizational goals.
Team building process:

Identify the Need for Team Building

The manager has first to analyze the requirement of a team for

completing a particular task. It should find out the purpose of the work to
be performed, required skills for the job and its complexity before
forming a team.

Define Objectives and Required Set of Skills

Next comes the chalking down of the organizational objectives and the
skills needed to fulfil it.

Consider Team Roles

The manager considers the various aspects, i.e. the interactions among
the individuals, their roles and responsibilities, strengths and
weaknesses, composition and suitability of the possible team members.

Determine a Team Building Strategy

Now, the manager has to understand the operational framework well to

ensure an effective team building. He must himself be assured of the
objectives, roles, responsibilities, duration, availability of resources,
training, the flow of information, feedback and building trust in the team.

Develop a Team of Individuals

At this stage, the individuals are collected to form a team together. Each
member is made familiar with his roles and responsibilities within the
team.

Establish and Communicate the Rules

The rules regarding the reporting of team members, meeting schedules,

and decision making within the team are discussed. The individuals are
encouraged to ask questions and give their views to develop open and
healthy communication in the team.

Identify Individual’s Strengths

Various team-building exercises are conducted to bring out the strengths
of the individuals. It also helps in familiarizing the team members with
each other’s strengths and weakness.

Be a Part of the Team

At this point, the manager needs to get involved with the team as a
member and not as a boss. Making the individuals realize their
importance in the team and treating each member equally is necessary.
The team members should see their manager as their team leader,
mentor and role model.

Monitor Performance

Next step is checking the productivity and performance of the team as a

whole. It involves finding out loopholes and the reasons for it. This step
is necessary to improve the team’s performance and productivity in the
long run.

Schedule Meetings

One of the most crucial steps is to hold purposeful meetings from time to
time to discuss team performance, task-related problems and discuss
the future course of action.

Dissolve the Team

Lastly, the manager needs to evaluate the results and reward the
individuals on their contribution and achievement. Finally, the team is
dispersed on the fulfilment of the objective for which it was formed.
Advantages of team building

1. Identify Strengths and Weaknesses: Through team-building

exercises, the strengths and weaknesses of each member can be
identified. In day to day routine work, such an analysis cannot be
done. These competencies can be used by the managers to form
effective teams.
2. Direct Towards Vision and Mission: Team building activities
define the role and importance of the team for the organization to
reach its vision. It makes the individuals understand the
organization’s goals, objectives, mission and vision very clearly
and motivates them to contribute towards it.
3. Develops Communication and Collaboration: Team building
activities enhance the interpersonal relations of the team
members. It makes individuals comfortable and familiar with one
another. Collaboration develops trust and understanding among
the team members.
4. Establishes Roles and Responsibilities: It defines and clarifies
the role of each member of a team. Moreover, the members are
given individual responsibilities, along with the motivation of
performing as a team.
5. Initiates Creative Thinking and Problem Solving: In a team,
individuals are motivated to give their views, opinions and solution
to a particular problem. It leads to brainstorming and exploring
their creative side.
6. Builds Trust and Morale: By conducting team building activities,
the organization makes the employees feel valued. It encourages
them to develop their skills and build strong interpersonal relations,
ultimately boosting the morale and trust of the team members.
7. Introduces and Manages Change: The technique of team
building makes it easier for the managers to incorporate an
organizational change by making the individuals familiar with the
change and its necessity. It also helps in managing such change
and its impact over the working and team’s performance.
8. Facilitates Delegation: The managers find it more suitable to
delegate the work to a team rather than an individual. Therefore,
team building helps the managers to efficiently and adequately
delegate the task to the team.
9. Better Productivity: If the team is wisely formed and all the team
members work collaboratively to achieve the objectives, the
 productivity of all the individuals improve. Thus, increasing the
productivity of the team and the organization.

 Disadvantages:

1. Develops Conflict: Sometimes, the team lacks coordination and

understanding among its members. This leads to conflict and
clashes within the team and hence decreases the efficiency and
productivity. A lot of time is wasted in such conflict management.
2. Unproductive or Freeride Team Members: At times, some of the
team members do not contribute much to team performance. Such
individuals are considered to be freeriding team members. They
prove to be inefficient and less productive for the team.
3. May Lead to Non-Cooperation: Every individual is different from
one another. The team members sometimes lack cooperation and
unity. This non-cooperation among the team members leads to
wastage of efforts and hinders the performance of the team as a
whole.
4. Difficult to Evaluate Individual Performance: Whatever the
result or the outcome the organization gets by team building is the
team’s achievement or failure. Usually, the organization overlooks
the contribution of each member individually while rewarding the
efforts of the whole team.
5. Involves Cost: Team building activities require time and money.
Moreover, a lot of time, cost and resources are consumed in
ensuring coordination, balance, feedback, decision making and
conflict management within the teams formed.
6. Accountability and Credibility Issues: In case of failure, it
becomes difficult to find out the reason. The team members
sometimes do take up the accountability of their work, holding the
other members to be responsible for the unfavourable outcome.
 Team building creates stronger bonds among the members of a group.
The individual members respect each other and their differences and
share common goals and expectations.

 Team building can include the daily interaction that employees engage in

when working together to carry out the requirements of their jobs. This
form of team building is natural and can be assisted if the  group takes
the time to come up with a set of team norms. These norms help group
members know how to appropriately interact on the team and with the
rest of the organization.

 Team building can also involve structured activities and exercises led by
team members. Or, with the proper budget and goals, managers can
contract out for facilitation with an external resource. External facilitation by
an experienced person can give your team building a boost

 The bonds formed from team-building will enable employees to

accomplish the work and goals of your organization more effectively
than a non-bonded group. Keep your focus on team-building
opportunities that lend themselves to the accomplishment of the actual
work of the team.
How Does Team Building Work?

Often the team leader or manager will facilitate a series of meetings at which

employees get to know each other and develop cohesive working
relationships.

In a larger organization, organization development staff can lead the team-

building sessions. Many human resources practitioners are also comfortable
leading team-building sessions. And with a little practice, teams can use
another employee to facilitate their group's session.

But team building doesn't always have to have a facilitated meeting to

accomplish the goal of a cohesive team. You can build your teams by
structuring activities and fun events that team members can do together.

 Team building is the process of strengthening bonds between members

of a group for the purpose of more efficiently achieving the group's
goals.
 Activities that promote team building can be as informal and casual as a
shared meal, or as formally structured as a session led by a facilitator.
 Successful teams can be more productive than individual contributor
Characteristics of an effective team

1. An effective team has defined primary goals: The main function of forming
the group should be made clear right off the bat. The best way to
define this purpose is by setting solid and measurable targets. This
way, every team member knows exactly how his or her work
contributes to accomplishing the organizational goal. Thus, an
effective team has clear defined goals.
2. Frequent communication: Another aspect that makes up an effective
team entails open and free channels of communication. There should
be constant communication not just among the team members but
also between the team and the whole organization. This way, team
members will always have the information they need to undertake
their roles.
3. Responsibility and Dedication: When team members are aware of
what expectations need to be met, they are more ready to be held
accountable for their decisions and work. Similarly, these team
members are willing to undertake proactive measures to finish the
assigned tasks within a given timeframe. Overall, members of a good
team are not only aware of the objectives, but they also commit
themselves wholeheartedly to achieve the set goals.
4. Laissez-faire Form of Leadership: another trait of an effective team is
that it practices delegative leadership. What this means is that
members are ready to take up leadership positions when situations
call for it. This style of communal leadership fosters a shared
responsibility, and it helps in boosting the members’ motivation and
productivity.

some groups perform well whereas some groups do not perform well. This happens because
there are several factors both within and outside the groups, what effect its performance.
Group size:  A minimum of two persons as required to form a group, as far as the maximum
number in concerned, the group should have as many members as can interact
meaningfully amongst one another. However, an ideal group size is said to comprise of 5-7
members over a smaller group in terms of idea generation. The evidence indicates that
smaller groups are faster at completing tasks than the larger ones. The group size should be
determined by taking in consideration factors such as nature of task to be performed, the
maturity of the group members etc.
Group norms: Group Norms are a set of beliefs, feelings, and attitudes commonly shared by
group members. There are different type of group norms. Such as Performance Norms,
Appearance Norms, Arrangement Norms, behavioural norms, Allocation of Resources
Norms etc.
Appearance norm: These include things like appropriate dress, loyalty to the work group or
organisation etc. Some organisations have formal dress codes.
Performance norm: The most common class of norms which is applicable to all the groups is
performance norms. Work groups typically provide their members with explicit clues on
how hard they should work, how to get the Job done, their level of output, appropriate level
of tardiness and so on. Norms regulate the performance and productivity of the individual
members.
Workers who are performing below the lower acceptable level are generally informally
reminded and encouraged to produce more or perform better. On the other hand, an
ambitious worker who produces more and performs above the upper acceptable limit set by
group are also encouraged by the management
Arrangement norms: These norms come from informal work groups and primarily regulate
social interactions within the group. This norm specify with whom group members eat
lunch, friendship on and off the job, social games and the like are influenced by these
norms.
Behavioural norm: These are rules and guidelines defining the day to day behaviour of
people at work. This behaviour pattern may include punctuality as a habit, completing any
given assignments within the required time framework, not losing temper, showing respect
for other member’s opinions and so on. 

groups have established norms, that is, acceptable standards of behaviour that are shared
by the group members. Norms tell members what they ought and ought not to do under
certain circumstances. From an individual’s stand point, they tell what is expected of them
in certain situations. norms act as a means of influencing the behaviour of group members
with a minimum of external controls. Norms differ among groups, communities and
societies, but they all have them. For example it is an unwritten norm that employees do not
criticize their bosses in public. Thus, this norm is related to the behaviour which is
considered important by most group members.  The norms are the basis for predicting and
controlling the behaviour of good members. For example, norms may include behavior in a
particular manner both within and outside the group meetings. Norms also identify the
values and ethics of the group members. They are established on the basis of what is right
and decent and expected of professionals
Advantages of group norms
 If it facilitates the group’s survival:
Groups do not like to fail, so they strongly enforce those norms that increase their chances
of success. This means that they will try to protect themselves from interference from other
groups or individuals.
2. If it increases the predictability of group member’s behavior:
Norms that increase predictability enable group members to anticipate each other’s actions
and to prepare appropriate responses.
3. If it reduces embarrassing interpersonal problems:
Norms are likely to be strongly enforced if they help the group in avoiding embarrassing
interpersonal problems. Norms will be important if they ensure satisfaction to their
members and prevent as much interpersonal discomfort as possible.
4. If it allows members to express the central value of the group and clarify what is
distinctive about the group’s identity:
Norms that encourage expression of the group’s values and distinctive identity help to
solidify and maintain the group.
5. If it reflects the preferences of the supervisor:
Norms are likely to be strongly enforced if these reflect the preferences of supervisor or
other powerful group members.
Group roles: All members of group are expected to play specific roles. By this term, we
mean a set of expected behaviour patterns attributed to someone occupying a given
position in a social unit. Quite often, this role is a function of the individual’s job description.
A role consists of a pattern of norms, it is a position that can be acted out by an individual.
The content of a given role is prescribed by the prevailing norms. Role can best be defined
as a position that has expectations evolving from established norms.
The main issue is that a person is required to play a number of roles and the behaviour
varies with the role he is playing. Different groups impose different role requirements on
individuals. When we examine the concept of role in depth, it becomes obvious that there
are different types of roles.
Conformity: Conformity means adjusting one’s behaviour to align with the norms of the
group. There is considerable evidence that groups can place strong pressures on individuals
to change their attitudes and behaviours to conform to the group’s standards. Sometimes,
people belong to many groups at the same time and their norms vary in some cases, there
may be even contradictory norms. The people, in such situations, conform to the norms of
the important group to which they belong or hope to belong. The important groups have
been referred to as Reference Groups.
These groups are those where the person is aware of the others, the person defines himself
or herself as the member or would like to be a member and the person feels that the group
members are significant to him or her. All this implies that all groups do not impose equal
conformity pressures on their members.
The groups enforce conformity with norms in many ways. They can reward people who
comply group norms by appreciating them, by listening to them in a respectful manner and
by making them leaders of the group. Also, they can take negative action against those
persons who deviate from group norms in the form of ridicule, or silent ‘treatment’ or by
withdrawing privileges or by ultimate action of expelling them from the group. This explains
why individuals generally conform to their group norms. They will not like to separate from
the group which satisfies their social needs and helps in achieving their personal goals.
Types of team
There are 4 types of teams
1.Problem solving teams.
2. Self managed work teams
3. Cross functional teams.
4. Virtual teams
Problem solving teams: Groups of 5 to 12 employees from the same department who meet
for a few hours each week to discuss ways of improving quality, efficiency, and the work
environment.
Members share ideas on work processes and methods. But rarely have the authority to
implement any suggestions.
Advanatages: Greater productive output:
As it is definitely expected that when a company or an organization works with their team
efforts, then the company or an organization can experience a greater amount of productive
output in terms of their profit margin. Therefore, involving in good problem-solving skills
and techniques can be beneficial for both the company and its directors. And eventually,
this increases the profit ratio of the company which can ultimately increase the growth of
the company.
10. Encourages creative ideas:
As most of the team members working in a particular team will be equally provided a
chance of presenting their own creative ideas while discussing something necessary for the
welfare of the company. And in that process of creative ideas, a team baring potential
employees can present their problem-solving ideas for the sake of the overall growth of the
company.
Reduces the possibility of bias:
When a team performs a job or a task, then the efforts that the team have indulged in that
task or project would be mainly considered as a team effort than an individual person effort.
And eventually, the organization will reduce their bias behaviour with certain employees of
their company.
Therefore, it is definitely understandable that by involving team problem-solving technique
the employee and employers of the company both can be comfortable with the working
environment.
Helps to increase the team’s potential:
There are some situations wherein which a person can face some uncertain situation in
terms of their professional parameters, but at that point of time, that person needs to think
wisely regarding the issue. And the level of thinking can increase the chances of his or her
potential and ability in relation to a problem. Problem solving teams gives other members
the opportunity to learn and develop skills from other team mates.
Similarly, when it comes to team problem solving, then it is quite clear that the level of
problem-solving with the help of a team can definitely increase the chances of the team’s
potential. Therefore, as it has been explained earlier that because of the team problem-
solving behaviour, the company can benefit in terms of their profit margin as compared to
the other company working in the same field.
Therefore, as it has been explained earlier that because of the team problem-solving
behaviour, the company can benefit in terms of their profit margin as compared to the
other company working in the same field.

Self managed team

Self managed work teams : Groups of 10 to 15 people who take on responsibilities of their
former supervisors like planning and scheduling work, assigning tasks to members,
operating decisions, working with suppliers and customers.
They might even select and evaluate their own members. Such teams not only solve
problems, but implement solutions and take responsibility for outcomes.

Disadvantages of self-managed teams:

. Extended time: Sometimes self-managed teams require extended time to complement
plans and policies.
2. High investment: High investment is required for skill development.
3. Inefficiency: Due to job rotation organizations suffer from early inefficiencies.
4. Employee inability: Some employees become unable to adapt to a team structure.
5. Demand for equal treatment: Self-managed team members sometimes demand equal
treatment for their success.
6. Recklessness: Due to better performance, self-managed teams become reckless and show
insubordination.
teams
Self-managed teams are powerful weapons for management. It should be maintained
despite some disadvantages. Because it reduces the burden of supervision of superiors. If
possible, by giving incentive packages, self-managed teams should be maintained.
Virtual teams: Teams that use computer technology to tie together physically dispersed
members in order to achieve a common goal.
How to overcome chanlenges in virture team
Teamwork is the key to successful teams, virtual or not. Team-building exercises help, but
even under the best circumstances, there will be challenges. The most common is poor
communication. Since communication is the only way that directions are delivered, be it
orally or written, if communication suffers, so does the project.
It’s important to foster good communication within virtual teams, which involves getting
regular feedback to improve if needed. You’d be surprised how much friction can be
overcome with open communication and positive interactions.
Advanatges
Virtual teams save an organization money. There are lower office costs, as members can
often work from home or at a remote location not owned or rented by the company.
Some team members may enjoy the flexibility that virtual teams offer. Though some virtual
teams prefer to adhere to regular office hours, others are given more freedom to work
throughout the day as long as they complete their assigned tasks on time. This is often cited
as a major benefit of virtual teams, and it can lead to securing top talent.
Productivity can increase with virtual teams. Stanford researchers showed that working
from home can improve performance by up to 13 percent. Another study revealed that
remote workers are 29 percent happier than those who work in an office setting.
When you’ve employed virtual teams, you can also increase productivity with shift work. If
the job requires 24-hour attention, you can hire three virtual teams in different time zones
and keep production moving forward all day long.

Importance of teams in an organisation

The team is important in every organization. One individual cannot bring the success of an
organization. Team spirit, teamwork, and cohesiveness can do so
1. Increased productivity: If a team is formed in an organization, productivity may be
increased, because all members of the team are engaged for the purpose.
2. Comfortable environment: Team members can contribute for the development and
maintenance of comfortable environment for effective performance.
3. Effective decision-making: One man decision may not be effective. If team members
agree to make effective decision, may be possible.
4. Less conflict: Goal oriented team can have less difference in opinions. They don’t involve
themselves with conflict. Rather they try to solve member’s conflict.
5. Resolving dispute: An effective team can resolve the dispute easily. They become more
sincere to resolve dispute and remove organizational unrest.
6. Creation of self-consciousness: Team members convince each other to be more self
conscious as regards career development, interpersonal relations and socialization.
8. Effective communication: Team members communicate all messages, news, views and
attitudes, freely. They don’t distort information and disrupt relations.
9. Successful leadership: Successful shared leadership is developed in the organization if
team spirit is really maintained. Thus organization gets leadership for the series of years.
10. Job satisfaction: as team members understand each other, they can work with job
satisfaction. Job satisfaction also helps perform in a better way and maintain good relations
with top management.
11. High morale: High morale is the last outcome of the presence of an effective team. They
don’t feel frustrated and demotivated even in case of any sense of deprivation. High morale
increases enthusiasm in work.
 Difference between team and group

Points of distinction Teams Groups

But the group is not a

Nature A team is a form of group. form of the team.

The team may not have a Group has common

Common Superior common superior. superior

The team may not have the Group has face-to-face

Interaction face to face interaction. interaction

A team may not have Group has the

reporting responsibility to responsibility of reporting
Reporting the superiors to the superiors.

Groups have a small

The team has a higher degree of
interdependence degree of interdependence. interdependence.

Group members are not

Team members are supposed that much committed to
Commitment to be highly committed. the work.

Group members
themselves may not be
Team members themselves that much mutually
Accountability are mutually accountable. accountable.

 has already been reported that there is a minimum distinction between teams and groups.
A team is internally organized, with specific goals and usually with specific roles for different
members of the team. A group is just a collection of people with something in common,
such as being in the same place or having a shared interest.
It is often much easier; if you had a room filled with professional accountants, for example,
they could be grouped according to gender, experience, fields of expertise, age, or other
common factors.
Social identy theory

 social identity theory is basically how you see yourself and others based on people's
social groups as well as yours. On the other hand, social identity is how you are
perceived by society, which is affected by accomplishments, religion, race, etc. The
difference is that social identity theory is more about how you perceive yourself and
others, whereas social identity is more about how society perceives you.

Socail identity theory also refers to the perspective that considers when and why
individuals consider themselves members of groups.

This theory proposes that people have emotional reactions to the failure or success of
their group because their self-esteem gets tied into the performance of the group. Social
identity helps people reduce uncertainty about who they are and what they should do.
People develop a lot of identities through their lives

However, the drawbacks of social identity theory is Ingroup favouritism. This means we
see members of our ingroup better than other people, and people not in our group as
all the same. Social identity also leads to stereotyping.

for example: New categories of social identity struggle to be recognized such as

transgender people, gays, lesbians, etc. This groups are usually seen as inferiors in many
working environment.

According to social identity theory, we tend to favour members of our in-group and
discriminate against out-group members. Our affiliation to a particular group contributes
to our self-esteem. If the group is considered favourable relative to other groups and is
positively distinct, the self-esteem of each individual member is sustained.

conflicts between in-group members could arise if an in-group member acted in a way
that negatively impacts the favourability of the group.

For example, there may be a group who pride themselves on eating oranges, who are
competing with a group who eat grapes. The orange-eaters believe that they are the
most favourable group because their fruit is high in vitamin C, the most essential vitamin
according to them. Then there are the grape-eaters who believe vitamin K to be the
most essential vitamin, and so choose to eat grapes. Both of these groups pride
themselves on the fact that they each eat only one type of fruit.
Five stages of group forming

1.Forming: Characterised by much uncertainty about the group’s purpose, structure and
leadership. Complete when the members have begun to think of themselves as part of a
group.
2. Storming: • Intragroup conflict. - Members accept the existence of the group but resist
the constraints it imposes on individuality. There is conflict over who will control the group.
Hierarchy of leadership becomes clear.
3. Norming: Close relationships develop and the group demonstrates cohesiveness. Strong
sense of group identity and camaraderie. Group structure solidifies. Common set of
expectations of what defines correct member behaviour.
4. Performing: Structure at this point is fully functional and accepted. This is the last stage
for permanent work groups.
5. Adjourning: For temporary groups, this is a preparation for disbanding. Wrapping up
activities is the focus rather than high task performance. Some group members are upbeat,
others may be depressed.
How to create effective teams as a manager
 The first step would be to understand your team through SWOT Analysis. Like for example,
Identify the strengths, weakness, opportunities and threats of your team
1. Strength: What are we good at and doing well
2. Weakness: What we are not good at and not doing well
3. Opportunity: The events and trends that are favourable to the team
4. Threat: The events and trends that are unfavourable to the team
 The second step would be to get to your team members. Team building is not an individual
process and it requires the cooperation of every teammate. Thus, it’s important to know
your teammates by understanding their potentials, skills, abilities, personalities etc. This can
be achieved by distributing anonymous survey to find out where teams feel strongest and
where it needs help.
 Communicate clearly and listen actively to all your team members. In order to create an
effective team, one should to communicate and share ideas and opinions easily to their
teammates and ensure that all team members contribute and participate.
 Encourage all members to use the skills and practices that make discussions and meetings
more effective. Also encourage team members to suggest procedures and ideas for meeting
goals and objectives.
 Established ground rules: Establish ground rules for what will and will not be tolerated in the
team.
 Make the team goals and objectives clear: Making the goals clear is crucial to the success of
any project. It means that every leader should start by providing comprehensive
explanations of how each team member’s actions help in achieving the main goals. Apart
from making the goals known, leaders also need to establish the specific activities that
members should prioritize. This way, every member knows exactly when and where his help
is required.
 With clear goals, it is also easier for members to see how their personal career goals align
with a project’s goals. Without this clarity, many employees may focus on achieving their
own goals at the expense of the team. The good thing is that if there are open  channels of
communication, employees can always inquire how their personal goals are related to those
of the organization.
 Choose team members wisely: When it comes to selecting team members, there are three
key aspects that one ought to consider – individualism, multidimensionality, and the level of
the team’s skills.
 It is a well-known fact that some individuals will always make better team members than
others. It’s also widely known that, with determination, individuals can learn how to
function as one unit. An individualist is one who likes putting his or her interests before
those of his team members. Such people excel in independent roles where they’re required
to work individually.
 However, there are also collectivists. They are individuals who like collaboration and thrive
better when they are part of a group. Although a collectivist makes a better team member,
in some situations it is the independent tasks that help the whole group to succeed.
However, a leader may have to apply more effort when dealing with individualists.
 Another thing that leaders need to do is to strike a balance between the experience and
skills of different team members. It means distributing work evenly based on the strengths
of the members. On that note, new members should also learn how to work as a fully
 functioning part of the team. Leaders may have to partner the new members with those
who have the experience to mentor them.
 Team diversity is more than just a combination of skills. It also refers to how people from
different cultures, genders, and races work together to achieve goals. Diversity may be
essential, as it enables team members to view goals from different perspectives and come
up with the best way of achieving them.
 Be transparent: Keep information flowing from top to bottom and vice versa. When your
team knows that the leader is open, transparent, and approachable, it creates a sense of
ease, and building trust is so much easier.
 When trust is present in a business, it motivates the staff to perform better, knowing that
each task is a building block to accomplishing the company's goals.
 Use the scientific approach: This is the underlying assumption in project development, but in
team building, it helps members avoid team problems and disagreements. Opinions must be
supported by data. Ensure that your group members make opinions based on relevant data.
 Create a roadmap to success: Develop pathways to improve your staff's skills and offer
promotions within the company. Provide training that enhances and empowers your team
members.
Group think: Groupthink is a psychological phenomenon that occurs within a
group of people in which the desire for harmony or conformity in the group
results in an irrational or dysfunctional decision-making outcome.
Groupthink often happens when there is a clear group identity, when
members have a positive image of the group that they want to protect,
when they perceive a threat to this image.

Steps taken by managers to minimize group think

1. The manager monitors the group size. It is important to note that

group think has a greater effect when the group consist of more that
10 members. Thus, while making groups the manager should ensure
that he/she makes groups with less member and employees
belonging to different identity groups or cultures.
2. Encourage debates on important topics within the group. This will
encourage group members to think differently and will give them the
confidence to share their opinions and idea on a certain topic or
project.
3. Observe your team members: the manager should observe all the
members of the team and should be able to identify personality,
potential, talking style, problem solving skills etc. Such outspoken
and potential employees can be encourage to be the spokesperson
on a team.
4. Group leaders must actively seek input from all members and avoid
expressing their own opinions