...| Team training is defined as the act of working together to create beneficial results. It is putting persons with similar goals in a group to complete a task together with an outcome that is favorable to them all. My perception of team training was exactly what was done during our class session. It involved us participating in various activities that would require us to rely on the knowledge and expertise of the other members of the group that we were randomly assigned to. This training session however would be different because of the various cultures, backgrounds, and personalities represented. | The first team training exercise was a game called charades. It required us to learn how to converse with others without the use of words or sounds. We had to compete against the other team, and whoever guessed the most words correctly won the game. This particular exercise teaches the value of clear communication between team members and aids in building relationships. Trusting our ability to read body language was the next challenge and it was the most difficult. We would not only have to guess which person of the opposite team held a coin in their hand but which hand specifically. During this game, we did not trust in one of our members’ judgments and as a team, we should consider everyone’s opinion within the group. If one person has the ability to read body language, we should follow the advice of that team member since they have used their expertise to guess correctly...
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...TEAMS TRAINING IN PROGRAMS TEAMS TRAINING IN PROGRAMS SP2750 TEAMS TRAINING IN PROGRAM One of the best way of training a team is co-therapy because there are several ways that you can do this training. One ways is to have the person in charge give support by getting involved in the activity within the group or you cannot give support and observe what is going on and give feedback. Two or one therapist can be used two would be much better so one won’t have to do all the work. Co-therapy is the team they provide an opportunity for prevention of burnouts. I think all of this methods use is all about support and having a backup plan in case one thing goes wrong. The step needed to build a productive team is make sure everybody is on the same page and have the same goals and believing in one another. Communicate with one another and let everybody know what you will do in the group two-way communication is needed. Make sure everybody in the group has something to do in the group. Talk about everybody power they have on each of the group member’s power exists in relationships not in individual’s power could be anything. When you’re done with all that you will need to make a decision as a group. Test your team skills by disagreeing and listening to everybody thoughts. The last thing...
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...Team training became one of the most effective tools for an enterprise. It makes it possible to connect the people between them, and to share ideas, worth, organization’s culture, and this, in condition of being framed, organized and well supervised, and not to move away from the common objectives and the general interest. A team is a group of people who tie bonds between them, putting unit in “being there together” when they pass from “me” to “ourselves”, recognizing the passage to the collective. That implies a distribution of tasks, the efforts of each members of the team, interactions between the participants, a good participation of all, even if no formal rule were defined, in healthy solidarity and working conditions. In a team there is a leader who manages, supports and evaluates. All the members of the team are responsible of what is made during the tasks achieve. During this team training, in the first activity I learned to control my capacity of observation and analysis to recognize my schoolmates through their descriptions, and used my reflexes to be fastest to indicate them. In the second activity, we learned how to communicate in group by using the body’s language, and decipher it, trust our volunteer to return to us the message most clearly possible. In the third activity, we agreed to mislead our adversary in their driving on false tracks. While working in team I discovered my abilities through the tasks that we impose, I am more confident in me and my teammates...
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...Introduction: What is your perception about team training? In today’s turbulent environment where changes seem to be constant organizations are forced to face new challenges by accelerating and making all their activities effective. Organizations need to respond to the changes of external environment by improving quality, reducing cost and by using fully their human capital. I believe using teamwork can be a better way for improving organizational performance. Furthermore, the use of teams has expanded dramatically in response to competitive changes. It is also evident that all types of organizations including academic institutions are using teams to perform tasks. For example, in the context of Fortune listed organizations, 82% of the companies with 100 or more employees reported that they use teams (Gordon, 1992). Team training is a new way of approaching organizational challenges. The rise of team-based work structures is perhaps one of the most silent characteristics of a contemporary work places and the shift from individualized work structures to teamwork had spread through the organization (NRC 1999; West, 2004). Defining teams: Francis and Young (1979) defines a team as “an energetic group of people who are committed to achieving common objectives, who work well together and enjoy doing so, and who produce high quality results’’. Adair (1986) understands a team as “a group in which the individuals share a common aim in which the jobs and skills of each member fit...
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...COMM 400 Week 3 Learning Team Pulling the Weight at Work – Group Training Presentation To Buy This material Click below link http://www.uoptutors.com/COMM-400/COMM-400-Week-3-Learning-Team-Pulling-the-Weight-at-Work-Group-Training-Presentation Watch the video clip “Pulling the Weight at Work.” · Go to www.mhhe.com/pearson4e. · Click on Student Edition, located under Online Learning Center. · Click on Video Series on the left-hand side. Write, individually, a 1-page reaction to the small-group dynamics demonstrated in the video. From a communication perspective, what went wrong? How could the members have handled the situation differently? Post your reaction in your Learning Team forum. Review and comment on the reactions of each team member. Identify common observations. Analyze, as a team, the small-group dynamics demonstrated in the video by considering the following: · The scope and functions of the small group within the organization, such as idea generation, event planning, process or creation, evaluation, and quality control · The effectiveness of each member’s communication styles. What are the opportunities for improvement? · The type of leadership within the small group, such as fixed, rotational, or ad hoc · How the group leader and members communicate during group meetings · Communication obstacles, such as groupthink tendencies, credibility issues, and insufficient listening ...
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...Training for Sector Detroit’s Force Protection Team is a key facet to the overall safety and security of Sector Detroit and its personnel. However, the training that the Force Protection Team has been receiving is inadequate. The majority of Sector Detroit’s Force Protection Team members do not have experience as either Boarding Officers or Boarding Team Members so they don’t have the experience to draw on when it comes to basic principles of Law Enforcement or Security. Without having an official written policy on Anti Terrorism/Force Protection (AT/FP) training, not following through on training, and not including all facets of AT/FP training, the Force Protection Team for Sector Detroit is not capable of ensuring the safety of personnel attached to the Sector. If we are to begin looking at the safety of our personnel, we must first look at policy. It is impossible to properly train the Force Protection Team without knowing what training needs to be implemented and what the frequency of this training should be. Commandant policy states “All Commands shall have an AT/FP training program” (COMDTINST M5530.1C). However, it is left up to the commands discretion as to the type and frequency of training that is...
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...Addressing Challenges of Groups and Teams LDR/531 October 31, 2011 Abstract Challenges and benefits exist in communication, collaboration, and conflict within groups and teams. Organizations need training plans to ensure the success of groups and teams. The following paper will show the challenges of groups and teams within the Phillips organization. Team B has developed a training plan for Phillips. This paper will include a summary of the training plan, the challenges and benefits of communication, collaboration, and conflict, a discussion on how it will work in the organization, and a discussion on any unique challenges the plan could address. Addressing Challenges of Groups and Teams Organizations are relying on teams to complete tasks and projects that managers would normally do individually (Yukl, 2010). Yukl defines a team as a “small task group in which members have a common purpose, interdependent roles, and complementary skills” (2010, p. 333). Different groups and teams make up organizations. The success of these teams directly influences the success of the organization. Groups and teams are not the same thing. A group is two or more individuals, interacting and interdependent, who have come together to achieve objectives (Yukl, 2010). The group interacts to share information and make decisions within his or her area of responsibility. A work team, on the other hand, generates positive synergy through coordinated effort. The individual...
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...Development Plan Part II—Development of a Training and Mentoring Program * August 16, 2010 Human Capital Management HRM/531 InterClean has 90 days before its announcement about its new strategic focus. As a manager, I have spent some time choosing who will be on my sales team. I already have an idea of some of the strengths of my new team members because of the skill's analysis Human Resources conducted. I would begin the planning process for what training is needed for my team by sitting down with each individual employee. At this meeting I would inquire about their current and future goals, identify how they learn best, determine what they can contribute to the team and what they feel their present training needs are in order for them to be a successful member of the team. I would also determine if any of them would be willing to share their experiences with their peers or would be willing to help train their peers in the areas and skills they already possess that will be crucial to the team's success. I would also inquire if they have ever worked in a team and what their feelings are about regarding this. I would have done some of this during my interviews with these individuals and determined their buy-in into InterClean's goals prior to choosing them to be on my team. My next step would be to sit down with them as a group. I want to determine and discuss how they envision the training and what will work best for them as a team. I want their commitment to the...
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...Learning Team Reflections, Week 5 Week 5 Learning Team Reflections University of Phoenix Charles Diggs, Fernanda Montero, Olivia Miller, Phoebe Ochoche Human Capital Management HRM531 Karin Wagner March 12, 2012 Learning Team Reflections, Week 5 During week 5 team A students discussed several topics. The topics include concept of training and development, different methods of delivering training, the process of performance improvement plan and how the results of performance improvement plan are used to determine training needs for employees. Learning team A members reflected over the topics covered during the week and each member stated the topics they were comfortable with and those they found difficult, during the weeks’ discussion with other classmates. Comfortable Topics Some of the team members found most of the topics discussed to be comfortable. The comfortable topics for the team members, were different types of training methods, and how to help managers determine if the training has been effective or not with an employee. Another team member found most of the topics on training to be comfortable because she has been a trainer and a trainee at her place of work. She stated that she was familiar with computer-based training, but learned that she was not the only one who believed they were not as effective in some cases. A team member said he is familiar with on the job training method and so found the topic interesting. A team member said she was excited...
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...Developing a Training Plan University of Phoenix Organizational Leadership – LDR/531 Bridget Peaco December 6, 2010 Developing a Training Plan Organizations can help to improve employee communications and ethical practices among employees by having a successful training program in place. When a successful training program is in place, those trainings can provide other unique opportunities for organizations because those trainings can help to give employees important information that can help them be more successful at their job. When employees are successful at their job, that then equals more success for the organization. Training new employees and team environments is best implemented when the organization develops a training program that will give the employees useful information they will need to get a full understanding of the organizational structure, policies, and goals of the company. This paper will review some practices that prevented Enron from collaborating and communicating effectively, provide training ideas that could have helped the management staff be successful and lastly, address how this training plan could have improved Enron’s management team and other employees. When developing a successful training plan, one must identify the issues that were present within Enron’s leadership and management team. Training should start from the top, that way, the people with leadership status, including the management team, will be well prepared to successfully...
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...Plan Part II Training & Mentoring Program Leon Stovall University of Phoenix MEMORANDUM FOR CEO InterClean Inc. FROM: Sales Manager SUBJECT: Sales Team Training & Mentoring Plan As a result of the recent selection of our new sales team, I have created a training and mentoring plan. I have attached to this memo a training plan which outlines topics such as, new training and mentoring needs, objectives of the program, performance standards, delivery methods, content, time frames for training, evaluation methods, feedback, and remedial training. Please review this memo and attached plan, and provide any necessary input. If you have any questions you may contact me at tel: 505-463-9714 or email at: pappa_bear_07@yahoo.com. //SIGNED// Leon Stovall, Manager InterClean Lead Sales Division Attachment: Training & Mentoring Plan Training & Mentoring Plan The following training and mentoring plan has been created for the sole intent to better equip the InterClean sales team with the knowledge its employees will need to be successful in today’s vastly growing industrial cleaning arena. The plan provides the necessary information for supervisors and trainers to plan, develop, manage, conduct, and document an effective and efficient training program. Part II of the plan details the new sales team training and mentoring needs, objectives of the training and mentoring program, performance standards, training delivery methods...
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...Training and Mentoring Development InterClean is on the cusp of tremendous change. The organization has merged with a former competitor in the sanitation industry in an effort to become a defining force within a changing market. Such dramatic outward change also means drastic inward change as InterClean must now begin developing selected employees in an effort to create a workforce capable of executing the organization’s new business strategy. The bulk of this new strategy lies in the hands of our new sales team as we transition into a customizable product/service bundle for each of our clients. As a result we have developed a training and mentoring program to better position our sales team for success in this venture. As stated by Cascio, “The organization is responsible for providing an atmosphere that will support and encourage change, and the individual is responsible for deriving maximum benefit from the learning opportunities provided. This may involve the acquisition of new information, skills, attitudes, or patterns of social behavior through training and development” (Cascio, 2006, p. 288). This report gives a broad outline of our new program that is designed to provide the atmosphere of which Cascio speaks. In order to create a training and mentoring program that is effective, we must first understand some of our training needs. This has been accomplished through the examination of four broad areas relating to employment within InterClean. These areas...
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...Compliance Memo To: Team Leaders From: (Your Name) Training Project Manager Date: January 26, 2015 Subject: New Compliance System Training ABC Corporation is excited to announce the roll out of their new compliance system database with a two-day training session Southern California at the all exclusive Ocean Side Resort on April 1 and 2, 2015. A team of project developers from ABC Corporation will be this year's educational instructors, teaching the group through hands on training simulations. There will be one on one time with our training team for any questions or concerns. Included within the training will be the review of updated compliance policies and procedures and how they will directly impact Team Leaders and the processes of daily operations within ABC Corporation. Each day will consist of five hours of training with time allotted for lunches and Q&A time with the instructors. With these new and exciting times approaching us it is required that all management attend the compliance training course so they can continue to support ABC Corporation in their quest for excellence of service to our customers and our employees. As leaders within the ABC Corporation it is vital to keep up with technology and the benefits it brings to all who work with it. The more knowledge we have as leaders, the better we can be as leaders in the world of changing technology. Please note that those managers that cannot or refuse to attend the two-day training session will be required...
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...InterClean Job Training and Mentoring Program Rozenia Cummings HRM/531 August 2, 2010 Julie Gedro CONFIDENTIAL MEMORANDUM TO: InterClean Executives FROM: Sales Manager DATE: August 2, 2010 RE: InterClean Job Training and Mentoring Program Currently, the sales force excels at demonstrating and selling products, but under the newly proposed solutions/service model, reps will be grouped into multi-functional teams prepared to support InterClean’s high-quality products with high-quality service. The sales teams will be instructed in development of full-range service packages tailored to individual accounts. The sales teams will be trained to engage directly with facilities managers, health care professionals and operational executives in their customers’ organizations, (InterClean, 2005). All initial training will happen within the next 90 to 180 days, with certain courses being continually updated upon the release of new rules and regulations. The job analysis of the sales team has determined that in order to implement this new solution/service model the sales personnel will need to more knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards, ( InterClean, 2005). Therefore the sales training was developed to focus on specific skills related to behavior and performance that will ultimately have an impact on customer satisfaction. In developing training to address these...
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...his team, Dave has fifteen members, nine of whom have been in the company for more than two years. In order to meet a Monday deadline, Dave’s team takes the computers from the finance department over to their department on the weekend, and fails to return them before the finance department realizes the computers were missing. On Monday, when Alex was notified and had investigated what had happened to the computers, he called Dave into his office. When Dave explained to Alex what the motives for his team’s actions were, Alex understood, yet was concerned of the team’s behavior. Therefore, he decided to have a meeting with Dave regarding the events. While in the meeting, Alex confirmed that Dave’s team was having some internal issues that were affecting their performance. Consequently, Alex has to make a decision on how this issues could be solved. Framing the Decision Statement Alex makes use of his critical thinking skills for analyzing Dave and his team’s behavior with the purpose of finding the root cause of the issues they are facing. Seeking more information about how Dave and his team function, Alex takes Dave to dinner where he was able to analyze Dave’s behavior and gather more information about his team. He recognized that it was important for Dave to do well at his job, and that his team had some communication difficulties. Alex instructed Dave to do an activity with his team outside of the work environment where old members would have to team up...
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