Team Effectiveness and Performance Management

This assignment delves into the crucial aspects of team effectiveness and performance management. It examines various models and frameworks for understanding and enhancing team performance, including goal setting strategies, communication techniques, and leadership styles. The influence of individual motivation, using Maslow's Hierarchy of Needs as a framework, on overall team productivity is also discussed. Performance appraisal methods, such as 360-degree feedback, are analyzed for their effectiveness in assessing and improving individual and team performance. Finally, the document emphasizes the significance of aligning team objectives with organizational goals for achieving sustainable success.

DEVELOPING TEAM

Table of Contents
Introduction......................................................................................................................................3
TASK 1............................................................................................................................................4
1.1 Attributes of a successful team of the Cathay Dragon Company.........................................4
1.2 Model and approach to evaluate team ..................................................................................6
TASK 2..........................................................................................................................................11
2.1 Motivational factors affecting on different teams ..............................................................11
2.2 Evaluation of Motivational theory......................................................................................13
TASK 3..........................................................................................................................................16
3.1 Approaches of team setting objective ................................................................................16
3.2 Recommendation to improve team performance................................................................20
CONCLUSION .............................................................................................................................22
REFERENCES .............................................................................................................................24

Introduction
Developing Teams states that, teams are becoming a key tool for every organisation in
today's corporate world. Team have the potential power to take immediate action by relocate,
despise and organize. Hence, forming and developing a team is an effective tool of employee
motivation. It is essential to considering the fact that team develop and building trust among
team members within the organisation.
The Cathay Dragon Airlines is based on international regional airline with its corporate
headquarters, Cathay Dragon House and main hub is located at Hong Kong International airport.
It is having large group of people with 3,375+ employees, this airline rendering their services
since Oct, 2013 and operates a scheduled passenger network to 47 destinations in 14 countries
and territories across Asia.
Under this report it will be analysing the process of team developing of the Cathay
Dragon company with the attributes of successful team, and evaluating team's performance
through various motivational factors and also assess different approaches to setting team
objectives by improving team performance.(Ferreira, 2017) This project will determine
motivational theory of Maslow's need of hierarchy for satisfying various needs of the Team
members.
TASK 1
1.1 Attributes of a successful team of the Cathay Dragon Company
The successful team is highly effective with consisting various characteristics and
knowing the elements of effective teamwork can help to determine high-performance team
throughout the company. The Cathay Dragon Company developing teams to create captivating
environment by encouraging co-operation, teamwork, interdependence and by building trust
among team members.
Strong Communication: The Cathay Dragon Company is forming Hierarchy structure
with open lines of communication and it must be honest and flow between all team members
equally from superiors to their subordinates. The company is having large team so managers and
team leaders are executing unique communication style, where team members understand each
other's and agreed upon single style of communication from the outset. Team members are
moving towards productive direction to supporting informal communication rather than formal,

which indicates team members never be hesitant to communicate with other members about their
issues and concern over new ideas or personal observation(Acevedo, 2018).
The good communication of team members provide information, support and assistance
before being asked by Cathay Dragon company. Team members taking initiative action by
providing guidance and making suggestion to be performing in appropriate manner. With the
better communication channel the team members provide updates, creating situational awareness
for the Cathay Dragon company.
Goal Oriented:
Effective team members of the company is having common goal and clear vision or
perception for achieving organisational objectives with fulfil their group goals and share
ambitions in order to be efficient as possible. Thus, Cathay Dragon company is aims to
developing team by setting out clear vision and mission for enhancing team members towards
their roles and responsibilities or fulfil expectation which clearly understanding through
communicating specific goal and intension(Serra and Kunc, 2015).
This will clearly help each team members of Cathay Dragon company how their practices
supports the bigger picture in respect of other team members. The clear objective allows them to
anticipating for complete their task and taking favourable action by their team members.
Hence, Cathay Dragon Company elevating its goals which helps to achieve organisational
success by formulating and developing good team by balancing their roles with effective
processes.
Dynamic to adapt change:
The Cathay Dragon company moulding its team to becoming flexible and reliable for
adapting necessary changes and responding positively in certain circumstances by facing various
challenges. Thus, team members will be able to really together and meet new challenges head-
on, rather than splintering into factions and banding together to resist changes.
Nowadays changes is an unavoidable part for corporate business due to competition that
is why the Cathay Dragon company is trying to cooperate and coordinate their team with the
purpose of making most effective teams. It will important to enrolling the ability with the
punches and change the way they work together for smooth functioning(Albrecht, 2015).
Create Enthusiastic environment:

The creative freedom of Cathay Dragon Company is creating enthusiastic environment
where all the team members are feeling free to think creatively or generating their own ideas.
Moreover, the company is welcoming thoughts and opinions of their effective team leaders for
perusing new things which helps to create healthy and positive workplace through enthusiastic
engaged culture and cohesiveness.
To get various opportunities, team will inspire towards their certain job roles and well to
do for getting better results or output by given opportunities. It will help to building trust, gain
commitment and accountability by playing their enthusiastic role's for the company. An effective
team building of Cathay dragon company manage successful collaboration by providing
enthusiastic environment. These practices are impacting on all team members to drive their
performance and passion for developing leadership that coach, guide and mentoring for effective
team building, which creates competitive advantages for the Cathy Dragon Company (Cadieux,
2016).
Time Management
Time plays an important role hence, the company is developing its effective team for
time management by various efforts such as making project task list as structure to schedule
Gantt charts to show time effectively and break down activities to weekly task list, creates
template used for future projection. The team is addressing weekly to track their progress and
conducting meeting to control over their less performance and productivity. The company makes
time sheets with project tools which manages tasks online and it indicates time saver due to
having large team. It is a new concept adapting by Cathay Dragon Company to allotting tasks
online on their portals with the purpose of time management and watching the activities of their
team.
Conflict resolutions:
The effective team of Cathay Dragon company is capable to handling grievance or
addressing various issues and disputes with the help of union members and board of committee.
The company provides basic guideline for conflict resolution by formulating certain code of
conduct and every team members must be act according to those policies and following certain
rules(De Jong, Dirks and Gillespie, 2016.).

The Cathay Dragon is following machinery act for handling dispute so the team is
considering and obey such act to maintain peace and harmony within the company. A good team
must be trying to performing in ethically for ignoring various issues.
1.2 Model and approach to evaluate team
T7 model of team effectiveness
Michael Lombardo and Robert Eichinger developed T7 model to measure team
effectiveness. It has 7 dimension. Name of all the dimension starts with “T”. Team's performance
is affected by these elements. There are five internal and two external dimension which are given
below:
Thrust
Team thrust mean, weather team member committed to a common goal or they make
efforts to achieved this shared goal or not (Acevedo, 2018). When higher authorities of Cathay
Dragon's evaluate team performance, they also take “thrust” into consideration. If members
gives more importance to personal objectives, rather than organisation goal, frequent conflict can
arise, which lower the team performance.

Sources: (Team Effectiveness Models to Understand Your Team Better.2016)
Trust
Trust is the base of team building. If team members do not have trust on each other, their
inter personal relation, communication, degree of information sharing, understanding , all things
will get affected directly(Albrecht.and.et.al, 2015) Lack of trust can collapse the team at early
stage. Team leader check the trust level among team members by observation. Leader also take
feedback form employees too. Cathay Dragon ask teams to give and receive constructive
feedback, take accountability for mistake, communicate frustration and problem with other.
Talent
Team is heavily depends on individual ability, skill, behaviour and knowledge. Cathay
Dragon expect sound technical skill to accomplish work, better interpersonal skill to make
relations. Team member performance is examined through Behaviourally Anchored Rating Scale
and Competency Model.
Teaming skill
Illustration 1: T 7 team effectiveness model

Individual's teaming skill is related his ability to work in team. It is not necessary, that
all employee have acceptance to work in a team. Some individual want solo work, as they have
low teaming skill like limited socializing skill, motivate others, introvert personality, lack of
coordination and comparatively weaken communication skill(Cadieux, 2016.).
Task skill
Effective and efficient execution of work, also a prat of team effectiveness. Team's output
must be match with time limitation , quality, quantity of work. Result of team effort should meet
customer's expectation and employer's objective, then only it can consider as a good team(De
Jong, Dirks. and Gillespie, 2016.) Like Cathay Dragon's market team has huge contribution in its
success because team 's market research help to add and improvise the services according to
passenger's expectation. Team also able to please passengers by rendering them customised
service.
Dimension of team effectiveness
Apart from T7 model, Cathay Dragon examine its teams on various dimensions. These
dimensions plays role of benchmark, that has to meet by teams, which are given below:
Product output
Any organisation make teams, for certain work or project. This work is known as
“product”, which team makes. For instance Cathay Dragon's research and development team
brainstorms and design aircraft , hence Improved aircraft will be the product of team.
Apart from interpersonal relation, leader also examine the efficiency of product making.
Efficiency is check by measuring the cost, time, wastage done by members(Dietz.and.et.al,
2018.). For instance R&D team of Airline company completed its work within 2 months, where
deadline is given of 3 months. It indicates team effectiveness. At the time of performance
appraisal manager also take feedback form passenger, whether they are happy with updated
version or not.
Contribution to personal well-being
Good team render carrier growth and personal development opportunities to its members.
Even this personal development is not related with team's work and purpose. Individual's growth
also contributes in team performance. So manager of also evaluate well being opportunities
provided by team to its members(Ferreira, 2017) This is done by taking feedback from employee
about how they feel in working in team.

Enhanced capability of interdependence
Team must do work in such way so that, in future all members wants to work together
again. High animosity inspire members to commit collective failure, rather than getting success
by share knowledge, skill and experience. In effective team, members creates positive and
supportive environment. Healthy atmosphere enhanced capabilities of people. They also happy
to come together again(Gomez-Mejia.and.et.al., 2015). For instance senior team member of
Cathay Dragon's team, facilitate support and guidance to juniors. They do not put all the pressure
on new people. It motivates good interpersonal relation as well as productivity of team.
Frequency of conflict, gives idea to manager about team's rebuilding potentiality.

Illustration 2: Team Effectiveness dimension
Sources:(3 T E A M P E R F O R M A N C E E V A L U A T I O N
M E T H O D S , 2 0 1 8 )

TASK 2
2.1 Motivational factors affecting on different teams
Motivation is driving to assessment for all of actions where team members expects in
return to performing on certain task through which they desired outcomes. Motivational factors
are the key to reaching the highest possible results by the efforts of effective team and it is also
helpful to measuring lower performance of the team. These motivational factors are impacting on
the Cathay Dragon Company on the basis of their various performance by different teams. The
motivational factors are divided into Two categories such as monetary and non monetary
components which are as under-
Monetary components-
Salary:
Salary plays an important role to receiving payments by the different team members
which will fulfil their economical needs of the employees. In Cathay Dragon company there are
different types of team members either they inspiring or demoralise with various monetary
components by their payroll management team. Fundamentally it is impacting on another team
members because each department is interdependence.
However, salary on its own is a short term satisfaction, in long term prospective salary
isn't motivational factors to inspiring team to increases their performance because pay rise
frequently has only a temporary impact. In contras some other team members are only satisfy
through monetary values by getting high salary with short term aspects(Gomez-Mejia. and
2015). These includes Compensation, Gratuity, Bonus, fringe benefits, incentives, cash
allowances and appraisals.
Non Monetary Components:
The non financial rewards are a way of satisfying ego of team members which will fulfil
self actualisation needs. Thus, Cathay Dragon Company conducting research over their
motivational factors by the industrial relation service to evaluating non monetary rewards which
helps to fulfil organisational objectives at relatively low cost which is practising by their research
and development team and also discovering over non financial incentives can be executed

immediately as opposed to financial rewards which can take monthly or weekly effects on over
all performance of their teams.
There are wide range of non monetary incentives can be used by Cathay Dragon
company for motivating their team members. These are intangible form and receives in kind not
in cash. These components stand for long term aspects which includes Job security by promoting
upward position, social welfare and employment Policies, job satisfaction by awarding public
appreciation and acknowledgement of a job or task well done, also rewarding as a good team on
the various level of performance contributing towards each team members. Some other benefits
like gift's voucher, entertainment allowances, free rides, free or subsidized drink and meals and
also giving opportunity to work from home by flexible working arrangement(Hansen, 2017).
Above benefits are not considerable for every team members due to having some
technical reasons because service industry like Cathay Dragon company engaged 24*7 hence,
different team members getting different kind of allowances so it will create dissatisfaction
among all team members due to measuring in equality which affects on the nature of
performance.
Increased responsibility:
Team Motivation and productivity can be enhance and improving by meaningful work
and process to maximizes the factors that affect performance. The Cathay Dragon company
adapting sense of accomplishment to hand over major responsibilities for their creative and
innovative team.
These factors are easy to understand and analytically measurable which can added
tremendous value for their team by increasing responsibilities for promoting each team members
with the allotment of suitable work according to their interest which resulting perfection by their
various performance. The previous knowledge or experience is to be considering and
appreciating each team by recognition of their quality of work and advancement towards certain
job roles(Katzenbach. and Smith, 2015).
To getting achievement by every team members will inspire each other and try to perform
better than others hence, it will be influencing activities of every team for developing their skills
by enhancing healthy competition among all team members.

Opportunity Advancement:
The Opportunity stand for every team to developing knowledge and capabilities of
particular field or department which brings learning skills to facing various challenges. The
Cathay dragon company enrolling their team by advancing opportunities with the subject of
personal and professional development. It is especially important to acquire new skills and
continuing their process with the latest technology advancement and up-gradation.
The Cathay Dragon Company being analyse that its most of team naturally performing
their good job for achieving their full potential through Learning and development process. It is
the best way of educating and guiding their team members on the area and aspects that will help
them to develop progress. According to various research and evaluation of motivational factors
by the Company it has been assessed, the lack of professional development is one of the main
causes of job dissatisfaction among team members(Mehta. and Mehta, 2018).
2.2 Evaluation of Motivational theory
Maslow's Need Hierarchy-Theory:
This motivational theory indicates the human psychology on the basis of hierarchy of
needs. The Cathay Dragon company apply such theory for team developing to fulfil basic needs
that must be met before they become motivated to achieve higher level needs. The hierarchy is
made up with five levels to satisfying those basic needs are as under-
Physiological Needs:
According to Maslow, Physiological needs are universal human needs. These needs will
be satisfy by Cathay Dragon company in order to met and fulfil primary needs of team members
for their survival such as food, water, shelter cloths, and proper sleep. This concept derived to
cultivate the foundation for motivation. Hence, this theory states that human are compelled to
fulfil these physiological needs which is perusing intrinsic satisfaction on a higher level. If these
needs are not achieving by various team of Cathay dragon company then it will create
displeasure within team members and impacting on the level of performance.
Safety Needs:

While team of Cathay dragon company has been satisfied by their physiological needs
then their safety needs take precedence which includes personal and financial security, emotional
security health and well-being or safety needs against accidents & illness(Mone. and London,
2018). The Company also covered safety needs through physical damage due to war and natural
disaster, family violence etc. and also considering economical safety due to an economic crises
and lack of work opportunities, these safeties are contributing towards job security of team
members. The company is providing safe environment it will help and seeking to find safety
before they attempt to meet any higher level of survival.
Social Needs:
After fulfilling physiological needs and safety needs the Cathay dragon company
fulfilling Social needs for its team which affects the individual's ability to form and maintain
emotionally significant and relationship in general aspects. These needs involve feelings,
friendship, intimacy and family relationship where team members are comparing their living
standard by their society under which they are living.
At this stage the company is try to improving relationship among its team members with
their co-workers for developing better coordination and cooperation to fu fill social needs such
as; loneliness, social anxiety and clinical depression thus, these needs for belonging may
overcome the physiological and security needs depending on the strength of the peer
pressure(Parboteeah, Hoegl and Muethel, 2015).

Esteem Needs:
Basically, esteem needs are stand for ego and status by which team members are feeling
confident and respected by others. To fulfil such esteem needs the team members of Cathay
dragon company are concern with getting recognition of self esteem and self respect, checking
their own status, importance of their job positions, and expecting respect from each other.
The Cathay dragon company is following two versions of Maslow's esteem needs to
fulfilling satisfaction of its team members; a lower version and a higher version. A “lower
version” is standing for getting respect from others it involves a need for status, fame, prestige,
and attention whereas a “higher version” indicates the need for self respect for example, the team
and group of individuals have need for their strength and competence, mastery, self confidence
independence and they want to enjoy freedom(Pennington and 2017).
Self-Actualisation:
According to hierarchy of needs, this stage is evaluating after fulfilling all physiological,
safety, social and esteem needs has been satisfied. The self-actualisation needs stand over the
desire to achieve everything by the team leaders of Cathy dragon company at higher level
Illustration 3: Motivation Theory
Sources:(M a s l o w ' s H i e r a r c h y o f N e e d s , 2 0 1 8 )

positions. These needs help to feel good about themselves and to be recognised for their
achievement by performing various results.
These needs can be fulfilling by the top position on the hierarchy level, like managers and
team leaders of the company. They perceive or focus on this need very specifically, for example
managers may have a strong desire to become an idol parent for their team members. Other team
members are motivated to peruse this level for seeking and understanding about their growth and
prosperity through utilising abilities and their talents, pursuing a specific goal, seeking
happiness, parenting and mate acquisition(Warrick, 2016). The self-actualisation needs
empowering towards personal fulfilment and need to growing and developing their skills and
ability of an individual that interstitially peruse certain values or goals.
TASK 3
3.1 Approaches of team setting objective
Team objectives is the shared goal among team member, which they try to achieve by
collective efforts and accountability. These goals, outline number of activities that need to be
perform by team to get work done. Cathay Dragon set team objectives by giving opportunities to
team member to share their idea. Organisation allow people to formulate strategies for process,
and methods by their own(Hansen, 2017). This flexibility only given to experienced team. For
new people company, render less participation of member in objective setting, as these people
does not have enough knowledge and experience yet. But it does not mean Firms is strict to
them, team leader first know their capability, accordingly work assigned to them. Here is the
approaches use by Cathay Dragon to set team objectives, which are given below:

Focused Team Workshop:
Leader shares vision, mission, goals and value of Cathay Dragon with teams. Manager
also communicates the expectation, which its stakeholder have with company. Then Team
member asked to make list of their idea and suggestion for team objectives. Afterwards, leader
collects the different suggestion given by people. Duplicate ideas are eliminated by leader while
screening. Now manager has pool of relevant and different advices. These remaining ideas are
discussed with higher authorities. Till this step, company get a big picture about team goals. Boss
also take information about resources required by team to achieve(Katzenbach. and Smith,
2015). Finally, a group discussion is conducted, where manager render some options( selected
suggestions) from bigger pool of suggestion. Employee ask to vote the most favourable
objectives via secret ballots votes. An objective which is highly accepted by all the people, is set
out as team objective.
Team Retreats:
Illustration 4: techniques of setting team objectives
S o u r c e s : ( T e a m B u i l d i n g a n d G o a l S e t t i n g . 2 0 1 7 )

It is informal get together of team member, where member have fun and informal talk.
They also take initiative for goals in behalf of organisation. These goals have improvement
orientation, which eventually help Cathay Dragon to in attain its vision(Mone. and London,
2018). For instance production team brainstorm for solving daily business issues which they
faced in their department frequently. Leader make action plan to resolve the issue, which become
team goal as well. This approach enables objective formalisation from bottom to top.
Approaches to evaluating team performance
Airline company Cathay Dragon does not adopt single method of performance appraisal
because organisation have teams, which perform work of different nature. All team has different
stakeholder, to whom they are accountable. For instance R&D team, do not interact directly with
customer, so here 360, may not give perfect result(Parboteeah, Hoegl. and Muethel, 2015.). For
teams who perform technical work get evaluated by techniques like management by objectives,
team evaluation , team KPI and rating scale. Where team, who has to deal directly with other
stakeholder like supplier, customer and investor are examined by 360 feedback.
Behavioural centric approach:
In this approach leader give more emphasise to team's behaviour and attitude with other
people and with in team. For this purpose Cathay Dragon use 360 degree appraisals. Leader seek
feedback about team performance direct from customer, peer, Subordinate, Superior and
self(here team). Apart from team, each member's performance also get check via this. Company
design online and offline questionnaire. This forms include question about team attitude,
behaviour, with people. Also, customer give their opinion about team's product render them
satisfaction or not.

Result oriented approach:
Result and output of team is taken into consideration in result oriented approach. This
approach concentrate more on product, rather than process For it Cathay Dragon develop matrix
for its teams. Matrix has different key indicators, on which team get judged. Common
dimensions of team matrix are team quality, quantity, time, team's initiatives, helpfulness,
conflict resolution, personal growth, profit generated by team etc(Serra. and Kunc, 2015.)
peer Evaluation approach:
To know the overall productivity of team, leader asked member to examine each other's
performance as well team's as a whole. Leader frame general question as well as project related
question.
Comparative approach
In this performance measuring system, one team is compare with another team, who is
performing the same work in same time. Manager keeps same achievement parameter for all the
Illustration 5: 360 degree appraisal
Sources:(360 degrees Performance
Appraisal,2019)

teams. Like company currently have 4 team who is working on same project. Manager compares
both team's quality, quality, deadline meet duration and behaviour with related stakeholder.
Goal centric approach
This approach focus on team's product as well as process. Manager measure effectiveness
of team, on goal and objectives, which is formulated by organisation as well as team itself. For
instance leader ordered marketing team to enhance awareness about its new discount
scheme(Warrick, 2016). Now marketing team's output is measured by number of passenger avail
the discount benefit. Management by objective also use by Cathay Dragon. In MBO manager
and team come together and make objectives by mutual consent Leader only measure team
performance on these, dimension only.
3.2 Recommendation to improve team performance
Team is made by group of employees, who work together to attain specific goal or to for
project. Team's performance, can improve by remap organisation structure, upgrade individual's
performance and create positive environment in which team can do its work seamlessly.
Although, team leader and manager of Cathay Dragon already doing fanatics job, but they can
improve by imply suggestion, which are given below:
 Company should share its vision, mission as well as its short term objective with team
members. Member also get to know more about their role and responsibility for the team
and organisation. To meet goal and expectation, member will align their efforts towards
team, rather than their personal interest.

 Team should equipped with all the resources, which it required to complete its work,
without wasting time. Like information, optimum budget, T&D, smooth and open
communication channel, autonomy in decision making, motivation, support should render
to team.
 Work should assign to Members as per their interest, capacity and background. Also,
leader should take their feedback, to know about their training need to perform such task.
Personalised training and development should give in place of standard T&D, Because
common improvement programmes do not satisfy the individual learning need.
 Leader should create team environment, in which sense of belongingness, mutual
support, respect, sharing, open communication within team, trust should encourage. To
achieve this purpose manager can use informal team building tools. Family tours,
informal parties, night outs can be plan on periodic basis.
 Team goal should be formulate by taking suggestion , feedbacks and consent form
employee. It not only help manager to increase employee engagement, but also member
feel valued. It will boost their confidence and morale.
 Leaders already have team measurement tool with them. Company should provide
performance measurement tool, even at individual and team level. It enables people to
examine their performance by themselves so that corrective action can be take on right
time. For instance Objective and Key Result (OKR's ) is a software, developed by google.
This software facilitates the such option.
 Monetary and non monetary benefit should be given, not only for overall team
performance. Even these incentive should be given for individual's participation and
contribution. Team should receive appreciation for different dimensions too. For instance
if team accomplished the work with desired quality, with given duration. Then team
should get appraisal for quality as well as meet the deadline as well.
 Performance is not all about hit the deadline and meet the numbers. There are some
situations come while performing the job, when team use its own experience, thinking
and skill, to resolve the issue. These efforts should be recognise as well.
 Leader should foster and encourage innovation in team. Like team should be given
opportunity to make innovation in process and method in getting the work done. Also,
Firm should facilitate the latest technology to team.

 Leadership style should be adopt according to the nature of work, tolerance of control in
people and organisation structure etc.
 Team should also have idea about organisation value and ethics because even an
ineffective but unethical team will damage Firm's image.
 Immediate feedback should give to team member and whole team. Prompt feedback
means , team should know it's mistake as soon as possible. Late review obviously affect
the team performance as member correct their error only when they get to know about it.
 In case team gives some suggestion or feedback, then leader should let the team know
about how their valuable advice is taken into consideration. It strengthen the employer-
employee relation. Group also, feels they are listened by manager. This will raise the
team's effort.
 Leader should render carrier opportunities to team mates. Like organisation should send
its employee to international, tours, cooperate conferences and give them training of the
latest update in come in industry. Employees will get exposure and latest knowledge-
based by this Patrice, which they use in their daily work.
 Manager should allow people and team to tell their story with each-other and with other
department. Team can share its experience, individual learning and team learning with
other personnel. It enables people to learn form other's mistake then commit by
themselves.
 Apart from employee focus HRM practices, HR manager should make best HRM
strategies for team too. Like for any team work, HR should select candidate, which have
team skill already.
CONCLUSION
From the above study it has been summarised that team are as important part of
organisation as employee . So organisation tries the best model, approaches and techniques to
build and manage teams. Firm uses performance measure according to the nature of work.
Motivation plays a critical role in team performance because member looses, inspiration speedy
in team, as compare of individual work. Objectives are set by manager only after having
consultation with team. This help manager to intent employee engagement. Team evaluation
include measure to examine each member of team as well as team as a whole. Attribute of
effective team, gives glimpse to leader and manager about a good team feature. Leader makes

policies according to requirement, which is needed to transform a team into an effective team.
Company can make a sound by taking proactive and personalised effort, in place of reactive and
standard polices. Personalisation always gives more result, as compare of one size policies. Hr
should formulate its recruitment and selection process aligned with job requirement, It's will
lower the T&D cost and conflicts. Manager should focus more on, human side of team, rather
than technical one. Because often, it is find that team become failure, not because of their
technical skill, but because of their poor interpersonal relation.

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