...Running head: Teams and Training Teams and Training SP2750 Teams and Training Team training is the facilitation of building productive and effective teams from within the team itself. Training programs exist to help teams perform tasks and jobs efficiently as possible. Team training programs exists to train the team itself from within the team using the team. Although the article I read pertained to team building in the medical field, much of what was done can be applied to any team looking to better increase efficacy and productivity. In order to determine what makes teams effective we need to know what separates from groups. In a group a leader is appointed, the groups missions is its purpose, only individual work provide products, and effectiveness is measured indirectly. In a Team leadership responsibilities are shared, the team has a specific well-defined purposed that is unique to the team, the team works with its members to develop products and effectiveness is measured by assessing team work products (Johnson & Johnson, 2009). Overall when at work a persons in grouped into teams to help According to the article (Klipfel, et al., 2014) “Respectful communication serves as a foundation for establishing partnerships between persons by engaging them in formation exchange, that develops mutual understating, shared knowledge, and consensus that leads to identifiable action. The example given is when a nurse describes a patient’s illness, they usually describe...
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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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...| 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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...of training Training is an organized planned effort by a company in order to facilitate employees learning regrading job related competencies. These competencies include knowledge, skills and behaviors important for successful job performance. Goal of training programs for employees is mainly to master the knowledge, skill and behaviors and to apply them in their daily activities. In order to gain competitive advantage, a company should give training broadly as a method to create intellectual capital. Intellectual capital includes: Basic skills : Skills needed to perform employees job Advanced Skills: To use technology in order to share information with other employees. Understanding of customer or manufacturing system. Self motivated creativity The purpose of training is basically to bridge the gap between the job requirement and present competencies of an employee. According to Jucius Training is a process of acquiring specific skills to perform a job better. With the help of above definitions nature of training can be summarized as : It is a process of acquiring specific skills which enhances job performance. It is a process of teaching, informing or educating people. It provides required qualification to individuals in order to perform their job in a better way. It provides qualification to employees so that they can perform in positions of greater difficulty and responsibility. It is and act of increasing knowledge and skills. Objectives of training After...
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...Introduction Wayne Mondy defines training as “Activities designed to provide learners with the knowledge and skills needed for their present jobs.” Training, therefore, is job specific and is concerned with the day to day performance improvement of the employee. Teaching a new employee hired for the R&D department the use of design software training or teaching a plant worker the operation of a machine constitutes training. Training is also project related. Suppose a new project has arrived at an organization and very few people possess the technical know-how to execute the project. They are then entrusted with the task of spreading the knowledge of the skills required and ensuring that the right people know the right things required to execute the project. This constitutes training. A newly promoted employee needs training to be able to fit into his/her new role and perform as expected. A technically competent designer may have been promoted to a managerial or executive job on request or due to exceptional performance. He may not be comfortable with the use of for example, MS Office. He will then require training for the same. Development is defined as “Learning that goes beyond today’s job and has a more long-term focus.” It prepares every employee to keep pace with the organization’s pace of growth. In today’s world, where customer focus and changing customer needs are the key drivers for growth, development plays a pivotal role. It looks towards enhancing or adapting...
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...Chick-Fil-A Training and Development Thomas Hunter Clifton Norton Matthew Todd Keller Graduate School of Management Chick-Fil-A Training Needs Assessment And Recommendations Chick-Fil-A opened its first store in Atlanta, Georgia in 1967. It has continued to grow at a steady pace and now has over 1,700 locations across the United States. The popular restaurant has recorded 45 consecutive years of positive sales growth and, “System-wide sales in 2012 reached 4.6 billion.” (Company Fact Sheet, 2014). Chick-Fil-A is still a private, family owned company that offers franchise opportunities to well qualified entrepreneurs. Their growth model is deliberately slow, building on a firm foundation of conservative business practices. The success is attributed in part from the founder’s firm decision to close its doors every Sunday. The idea is that “…all franchised Chick-fil-A Operators and their Restaurant employees should have an opportunity to rest, spend time with family and friends, and worship if they choose to do so.” (Why We’re Closed on Sundays, 2014). The focus for this project is on the Chick-Fil-A store located at 7990 North Academy Blvd, Colorado Springs, CO. This location is used for many of the pilot programs that test the suitability of new procedures and equipment before chain-wide implementation. During an interview with the Director of Training, Brad Beck said about his training philosophy, “99 percent of a successful training program is fitting...
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...ANSWER Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, capabilities, rules, or changing of attitudes and behaviors to enhance the performance of employees and to aid in the achievement of organizational goals. Training is activity leading to skilled behavior. Strategic Imperative is an initiative, key project, or major objective that is high leverage and systemic (strategic) and a must-do (imperative) over the next 6 – 12 months to significantly move a team or organization toward its vision, values, purpose and desired culture. A key component of providing focuses to an organization calls for a leader is to identify "strategic imperatives" or "must-do." These are the team or organization's critical leverage points. Once the teams are set and their mandate or charter agreed to by the larger executive or steering team overseeing this work, each Strategic Imperative Team then develops and manages development of a detailed implementation plan and execution Most company executives decide to spend money on training especially when economic times are good. There is a view that it is good, and it is also something that responsible leaders are supposed to do to prepare for the future. Unfortunately, training becomes the first activity to be cut when times get tough. There is also no objective measure that calculates the business case of return on investment for training. Actually, training, education and coaching should be...
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... Coaches, and the Sports Medicine Team: Defining Roles MATCHING: Match each item with the appropriate response. | C 1. Orthopedist |a. Responsible for designing exercise or fitness programs for individual clients | |E 2. Team physician |b. Organizes, plans and oversees leisure activities and athletic programs. | |L 3. Nutritionist |c. Physician responsible for treating musculoskeletal injuries | |A 4. Personal Trainer |d. Responsible for teaching proper techniques and conditioning athletes | |K 5. Dentist |e. Responsible for injury diagnosis and is the supervision/advisor to the certified | |H 6. Athletic Trainer |athletic trainer and coach | |I 7.Coach |f. Responsible for hiring personnel who will make up the sports medicine team. | |G 8.Sport psychologist |g. Individual that can assist athletes with coping strategies | |J 9. Podiatrist |h. Responsible for injury evaluation and immediate care of athletic injuries | |B 10. Recreation Specialist |i. Conducts both individual and team training sessions. ...
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...defined policy for training and development in your organization? a) Yes b) No Q.2) Do you think that training enables your people to be self- sufficient more quickly? a) Negligible b) To some extent c) To large extent Q.3) Does the training |officer educate the trainee regarding the whole training programme before actual training starts? a) Negligible b) To some extent c) To large extent Q.4) Conference also can prove to be effective means to evaluate training programmes? a) Negligible b) To some extent c) To large extent Q.5) What type of communication do you thing is more important in an organization to improve its effectiveness? a) Formal b) Informal c) Oral d) Written Q.6) Training and development programmes are based on a) Needs of organization b) Needs of specific department c) Needs of the employee d) Any other (specify) BASED ON AGREE & DISAGREE 1. AGREE 2. STRONGLY AGREE 3. NATURAL 4. . DISAGREE 5. STRONGLY DISAGREE Impact of training programme on trainee S.no | Question | agree | Strongly agree | natural | Dis- agree | Strongly agree | 1 | Do you agree that the training programme helped you to pick up new technical skills? | | | | | | 2 | Do you agree that the training programme helped you to develop leadership skills? | | | | | | 3 | Do you agree that the training programme helped you to develop soft skills like communications skills, team work skills etc...
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... |Weaknesses | |Cross train all staff |Once all staff is cross trained, separate |Everyone is not able to remember everything | | |Dan and Clyde |when being cross trained | |Conduct a meeting with Dan and Clyde |Dan and Clyde can talk about their problems|It could make things worse | | |with each other and gives me a better | | | |clarification of what’s going on | | |Team building project |It could build them closer together and |Everything can just fall apart and they can | | |they can put their differences aside to get|get absolutely nothing done | | |the work done | | |Threaten Dan and Clyde that they will lose|They will still be able to work together |Dan or Clyde might quit | |their job if they don’t solve their |knowing that if they don’t their job will | | |differences |be at risk ...
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...Job Description Paper Catina Cole BUS 303 John Beeson December 15, 2014 Job Description Paper Job descriptions are an important part of the job analysis process in Human Resources. A job description “identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled” (Youseff, 2012). Job descriptions usually serve as a point of reference for many of the things that HR has to consider for a job, such as what the pay will be, evaluations, and training needs. In order for a person that is newly hired into any organization to be successful, they will need a tool to help identify what their expectations are. This tool is known as a job description. An effective job description is broken up into parts and includes relevant and reliable information that truly reflect the nature of the job. Let’s explore the job description and find out why it’s such an important part of the job analysis process. An accurate job description generally starts off with an identification section. The identification section gives information about the job, which usually tells a person the job title, the department that the job is located in, the chain of command for the job, location, job grade, etc. This section of the job description will also include information that will help the HR department track employees as well as jobs that are located in the company’s HR database. This section of the job description is also another place to note...
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...Introduction Many organizations across all countries have recognized training as strategic priority and it is great tool to give an organization a competitive advantage. Trainings are divided into two broad types; there are on-the-job trainings and the off-job trainings. Off-job training takes place outside worksite and there are varieties of techniques and that includes conferences, simulations, discussions, case studies, and laboratory trainings…etc. However, these programs are very costly. On-the-job training, on the other hand, is given at workplace as the name implies; employees are trained how to do the job assigned while at work. It is the oldest form of training prior to the advance of off-site trainings and still the predominant form in the United States. OJT can save money, and employees are immediately productive in their job role, building in the same time, a solid working relationship. Nonetheless, there are some disadvantages of it is that sometimes bad habits from the trainer could be passed and production might be decreased to get the trainee up to speed. Also some of OJT are done on ad-hoc manner with no formal procedure or content, and during the process, no specific goals or objectives are specified or developed. Not to mention trainers; those usually have no formal or training experience on training. That is what we can call informal on-the-job training. Lynch (1991) supported that a formal or structured OJT approach is more specific to achieve the firm’s...
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...2.1 Training need at different levels In order for the training to be effective, we need to focus on different levels, a family environment is a good motivation key for the employee Management level | Costumer level | Operational level | -Practical learning for developing skills, making decision and leadership.-off the job training and role playing for practical understanding | -problem solving, to manage complain and queries,-workshops for customer service | -Correcting performance to motivate and bring efficiency.-advice or coaching the line managers. | 2.2 Method of training | Advantages | Disadvantages | On the job training (rotation, mentoring, self development approach...) | -Quick feedback.-Rapid consolidation if the task is not up to standards.-Employee is working and learning in the same time. | _Trainee will be trained and informed based on what happened that day, so he may lack of important issues related to safety and productivity._Adopting the bad habit of trainers._It can mess with workflow and the production of the day. | workshops | _they make employee practice and to know about their skills | _cost might proof as a loss .- might be demotivation to employees | Role playing | -Experiencing different roles and different responsabilities.--Employee get to know what it take to manage a different responsibility. | -reluctant to swap roles to take wider responsibility . | Coaching | -It gives the decision making courage -Specify area...
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...Schedule: Week 3 JEP Schedule: First Trainings I. First Five a. Leigh and Vijeta: Pizza Bagels, Salad, and Cookies! b. Next week: Riley and Nana II. Passing Around a. Verify your contact information i. For those who do not attend staff meeting: please stop by Ali’s office to double check your contact information. ii. Contact information sheets will be in your mailboxes by the end of the week. Please do not share with anyone outside of JEP. III. Trojan Time a. Every other Wednesday morning, Brenda will send an email with an image of your timesheet. i. Review the timesheet to make sure that it is correct ii. Add your Wednesday office hours 1. Even though you will not have worked those hours yet, you need to add them on to the system to ensure that you get paid for your work that day a. This is on the honor system – Brenda will be able to check if your swipe out time matches the time you enter into Trojan Time. iii. Go into the Trojan Time website and enter those hours by 3:00pm on Wednesday 1. Enter the hours exactly as shown on the timesheet iv. Calculate any extra hours and submit them to the linked Google Doc 1. Brenda will add those extra hours to your Trojan Time when she approves your submissions. IV. First Training a. Tips from Veteran PAs ...
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