Organizational Behavior - Strategies for Project Teams, Recruitment, and Team Building

This article discusses the strategies for project teams, recruitment, and team building in Organizational Behavior. It explains the importance of team building and recruitment strategies for J&J Company and provides insights into the organizational chart for project teams. The article also covers the strategies for building a team and the estimated time taken to implement them.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Nam of the University
Author Note

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Organizational chart for project teams:
Organizational chart of J&J Company
Project team can be defined, as a group of members where each of the members are
subjected to the same goal and objective. However, the way the members of the group approach
towards work are different. It is not necessary that project teams will be having only fulltime
employees. In many cases, p art time employees are also recruited in project teams. In order to
organize a team and make it execute its roles properly, the team needs to undertake some
functional roles. In the perspective of accessibility, it is the functional responsibility of the team
to review the requirements of the team and perform the functional role of auditing products. It is
the task of the team to make strategic business plans and that can be done at its best by
developing and making a constant maintenance of the documents. It is necessary to identify the
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basic requirements and finalize the same before implementing the plan. Apart from that, it is
imperative for team to focus upon change management (Adair 2011).

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Strategies of recruiting members
Recruiting members though sound simple, yet, it takes a toll on any company to make a
proper recruitment strategy. There are a number of recruitment strategies available. However, it
is imperative to delve deep into the pros and cons of the recruitment strategies in order to analyze
that what are the possible strategies that can be incorporated in the recruitment system of J&J
Company. Before incorporating recruitment strategies in the company, J&J needs to assess
certain aspect upon which the recruitment strategies would depend. At the very first hand, J&J
Company needs to analyze the demand of its customers. Understanding the purchasing choices,
the purchasing power and the purchasing frequency of the customers J&J Company would be
able to figure out what exactly are the type of employees that the company needs to recruit.
Another important factor that must be looked into is having clarity og understanding about the
niche of J&J Company.

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The company must ensure that all of its existing staffs are sure about the goals, aspirations,
future plans and objectives of the company. The last aspect on which recruitment strategy of the
company would depend is assessing the needs of the employees. The management of J&J
Company must understand the problems that the existing employees are facing. In some cases,
the work is over-pressurizing and in other cases companies do not have appropriate staffs for
specific designs demanded by customers. Analyzing the needs of employees would give an
insight about the number of employees that it needs and about the type of employees required.
Thus, the recruitment strategy can be based upon the type and number of employees recruited. In
order to ensure that the company goals and objectives are met in stipulated time, it is imperative
to recruit skilled and capable employees. The following strategies can be used J&J furnishings to
recruit its members:
 The company can focus over pipeline approach that incorporates the concept of
continuous recruitment of able employees through workforce planning and on-boarding.
 Focusing on employment branding is another way of recruitment, which is basically a
long-term recruitment strategy aiming upon making the company attractive enough to
fetch fresh and skilled employees (Warmelink et al., 2017).
 J&J must ensure that the notices of vacancies are available on a global context, which is
on internet. It is likely that the talent and skills that a company looks for ay not be
available within the local distance.
Strategic approach Estimated time taken to implement
The company can focus over pipeline approach
that incorporates the concept of continuous
recruitment of able employees through workforce
20 days

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planning and on-boarding.
Focusing on employment branding is another
way of recruitment, which is basically a long-
term recruitment strategy aiming upon making
the company attractive enough to fetch fresh and
skilled employees (Warmelink et al., 2017).
J&J must ensure that the notices of vacancies are
available on a global context, which is on
internet. It is likely that the talent and skills that a
company looks for ay not be available within the
local distance.
45 days
30 days
Strategies of building a team:
Having a proper built team is crucial for any business. Whether it is a business organization,
or sports, or Society Park cleaning, team building is one of the most important work before
starting of any project. It is needless to assert that having an improper team is one of the major
causes of project failures (Aga, Noorderhaven & Vallejo, 2016). Building up a team follows a
few common ideals like all the team members share a common goal. The goals and objectives of
the team are crystal clear to the members of the team and thus refrains and hurdles seldom blocks
the way of work. Building a team ensures that all the team members are committed towards the
goal of the organization and are dedicated towards their work. There lies a difference between

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building up a team and an existing team. Building a team ensures that the team members are in
the team out of their own free will and they are not forced to be with the team (Wong, 2007). The
members work out of their own free will. Work is not dexterous to the members; rather members
take initiative to approach towards work. J&J Company can focus on the details of team building
so that the company goals are achievable within the designated time (Cohen, 2007). The
strategies that can be used by the company are listed below:
 The company, irrespective of the duties executed by them, should value each of the
employees.
 The company should be aware of the fact that if any company policies are getting against
the emotion of the employees.
 It is the responsibility of the management to incorporate and induce the feeling of trust
and faith for each other among the employees.
 The management must ensure the team members are cooperative and shares information
within.
 Facilitating of communication is yet another important factors that must be taken into
concern while building a team.
 Each team member should be aware of the pre determined goals and objectives of the
company. Having a clear insight of the company goals enables the management to
evaluate the team performance in perfection. That is, the management can well decipher
whether the team is working according to the channels that would ultimately fetch the
company goals (Perez-Prado 2017).
 Another interesting strategy is to hire an existing, hard working employee for the senior
post in case vacancies are created. This would not only result in saving the energy and

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fund, but also at the same time would require less training program for an existing
employee.
Strategies Estimated time span
The company, irrespective of the duties executed
by them, should value each of the employees.
The company should be aware of the fact that if
any company policies are getting against the
emotion of the employees.
It is the responsibility of the management to
incorporate and induce the feeling of trust and
faith for each other among the employees.
The management must ensure the team
members are cooperative and shares
information within.
Facilitating of communication is yet another
important factors that must be taken into
concern while building a team.
15 days
18 days
20days
25 days
15days

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Reference List
Adair, J. (2011). John Adair's 100 greatest ideas for effective leadership. John Wiley & Sons.
Aga, D. A., Noorderhaven, N., & Vallejo, B. (2016). Transformational leadership and project
success: The mediating role of team-building. International Journal of Project
Management, 34(5), 806-818.
Cohen, A. (2007). Influence in global cross-functional teams [Video file]. Nashua, NH: Skillsoft.
Perez-Prado, A. (2017). Team Writing for Team Building: A Collaborative Writing Approach
for Use in Traditional and Online Classrooms of English Language Learners. HOW
Journal, 10(1), 53-66.
Warmelink, H., Mayer, I., Weber, J., Heijligers, B., Haggis, M., Peters, E., & Louwerse, M.
(2017, October). AMELIO: Evaluating the Team-building Potential of a Mixed Reality
Escape Room Game. In Extended Abstracts Publication of the Annual Symposium on
Computer-Human Interaction in Play(pp. 111-123). ACM.
Wong, Z. (2007). Human Factors in Project Management: Concepts, Tools, and Techniques for
Inspiring Teamwork and Motivation. San Francisco: Jossey-Bass.