Teamwork: Importance and Analysis

This assignment delves into the crucial role of teamwork in achieving success. It examines the advantages and disadvantages of teamwork across diverse contexts. The analysis utilizes techniques such as Force Field Analysis to understand the factors influencing effective teamwork and identify strategies for overcoming potential obstacles.

EMPLOYABLITY SKILLS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Responsibilities and performance objectives of a Human Resource Coordinator in GE.1
1.2 Evaluating the effectiveness of the responsibility and performance objectives...............2
1.3 Identifying Strengths and weaknesses then, recommendation for weaknesses................3
1.4 Motivational techniques to improve the quality of staff performance.............................3
TASK 2............................................................................................................................................4
2.1 and 2.2 Variety of styles and appropriate manners at the various levels.........................4
2.3 Time management strategies............................................................................................5
3.1 Role of People In team.....................................................................................................5
3.2 Team Dynamics................................................................................................................6
3.3 Alternative task for Wok Planning...................................................................................7
TASK 3............................................................................................................................................7
4.1 Evaluating the two tools of analyzing the problems and developing the solutions..........7
4.2 Developing an appropriate strategy..................................................................................9
4.3 Impacts of strategy.........................................................................................................10
M3 Justifying the tools and methods....................................................................................10
D3 Conclusion on the effectiveness of the tools and methods for developing....................11
solutions................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employability skills are the group of abilities that involve the development of a
knowledge base, expertise level and mindset that is highly necessary for attaining success in the
modern workplace. They are the skills and attitudes that enable employees to get along with their
colleagues, to make critical decisions, solve problems, develop respect and ultimately become
strong members of the organization (Taylor, 2016). They are considered to be an essential
qualification for many job positions and likewise, it has become necessary for an individual's
employment success at just about any level within a business environment and its functioning. In
this report, the working & scenario of GE Oil & Gas has been taken. It is one of the key players
in the energy market. It delivers innovative equipment and services that enables its customers, oil
and gas companies, to access and to make more efficient and sustainable use of the world’s
energy resources.
TASK 1
1.1 Responsibilities and performance objectives of a Human Resource Coordinator in GE
As a Human Resource Coordinator at GE oil & Gas, my roles and responsibility is to
manage the staff of the organization by conducting training and development, recruitment,
promotion, allotting salary etc. The activities of like Recruitment and training would help me in
meeting the needs of labour (Shuttleworth and et.al., 2016). It would assist me in generating the
type and the quality of labour which I require for achieving the future tasks of the business. In
addition to this, I would have some more responsibilities which are:
I would ensure and monitor the functioning of recruitment and selection process which
would refine the labour quality and efficiency. Through this, I am able to appraise the
performance of employees and motivate them through financial aspects.
I am responsible for adopting the online performance system, pay roll system and
monthly reporting of the workforce present in the organization's environment. With this,
practice of personnel management is completed that aids in developing record of
employees. This assist at the time of appreciating the employees.
Another responsibility is to manage managing the employee relations in the organization.
I would develop a good network of communication to promote performance level among
the employees (Chopra and Rodriques, 2016).
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My responsibilities are to assist and resolve the queries and problems related to team
members and management which would enhance the functioning of business.
My performance objectives as a Human Resource coordinator would be:
 To have advance performance skills, with a primary objective ofhaving a good command
over my language and a good communication skills.
 To develop and maintain standards for motivating me even at the time of working under
pressurizing conditions.
 To have a better understanding and good knowledge of employment law and employee
relations (Nguyen and et.al., 2016).
 To have a positive attitude towards teamwork and develop motivation among the team
members.
1.2 Evaluating the effectiveness of the responsibility and performance objectives
M1
Assessing the effectiveness of the responsibility objectives of a Human Resource Coordinator, as
per each defined responsibility which are:
 The objectives of ensuring and monitoring the functions of recruitment and selection
process would refine the labour quality and efficiency available in the environment. This
would also help in acquiring the quantity and quality of workforce required in the future
for accomplishing the future goals and objectives of the business (Guglielmi, Chiesa and
Mazzetti, 2016).
 By adopting the online performance system, pay roll system and monthly reporting,
would help me in evaluating the list of efficient and inefficient workers. This would
maintain the interest level of staff and provide a monthly report & financial statement for
the organization which would define the flow of its revenue.
 By assisting and resolving the queries and problems related to team members and
management would help me in stabilizing the communication network & relation
between the staff and would also enhance the functioning of business.
Evaluating the effectiveness of the performance objectives which are as follows:
 By enriching the performance skills would help me in achieving the goals and objectives
of a leader and I would encourage my ability to give the orders & commands to the
subordinates (Carter, 2016).
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 Developing and maintaining the standards of working under pressured conditions would
encourage my abilities of handling the situations during crisis.
 Better understanding and knowledge of employment law and employee relations would
help me in building a legal framework and operations for allotting the work.
1.3 Identifying Strengths and weaknesses then, recommendation for weaknesses
For determining the strengths and weaknesses in me, for working on the position of a
Human Resource Coordinator in GE, I used Swot analysis for identifying my strengths and
weakness which were:
Strengths -
 I have good and effective oral and written communication skills which would help me in
achieving my performance objectives as a leader and would generate a better leadership.
 I have good skills of managing the time according to the respective tasks assigned which
enhances my skills of attaining objectives during deadlines (Dickerson, Jarvis and
Stockwell, 2016).
Weaknesses -
 I have a habit of time consuming for making any decision, and this generates the situation
of confusion and chaos at the time of functioning and performing any activity.
 I lack in presentation skills which act as a bad mark on my personality and it hinders the
process of conveying ideas and suggestions to the higher officials and staff.
Recommendation to overcome the weaknesses is: Presentation skills: The first priority as a Human Resource Coordinator is to improve my
skills to present the ideas and innovations in front of company’s top management. For
this, I would use options of new technologies like preparing PPT slides with images,
speaker notes and videos. I would also use the method of practicing by demonstrating
presentations in demo rooms with audiences (Jones, 2016).
 Self Assessment: I will regular check and assess my merits and demerits for overcoming
the weaknesses. Self-assessment would bring sense of self-actualization in me and this
would motivate my courage and confidence. It will also bring new options for idea
generation and innovation in performing assigned tasks.
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1.4 Motivational techniques to improve the quality of staff performance
Working as a human resource coordinator, I have discovered that the performance of the
GE staff is declining every year. In order to accomplish the objectives, an organization requires
an effective and efficient staff participation, involvement, working and engagement in the
functions & operations of the business. It is my responsibility to motivate the staff through the
motivational techniques to bring back their attention level towards their roles and performance.
The motivational techniques are: Financial Motivator: As per my concern, to increase the motivation by increasing the
salary or by providing incentives to the effective staff would be an appropriate method.
Money is the first priority to engage and encourage a person in the work. To generate the
level of motivation, I would provide money to the workers in the form of increased wages
and salaries, bonuses, medical reimbursements, bonuses and even profit-sharing
(Schlesinger, Studer and Nagel, 2016).
 Participation: Similar to the above tool/technique, this motivation tool brings a sense of
affiliation and accomplishment of objectives by encouraging employees' participation. It
brings physical and mental involvement of individuals in the decision making process of
an organization. It would help me in increasing the level of employee’s engagement,
participation and involvement.
TASK 2
2.1 And 2.2 Variety of styles and appropriate manners at the various levels.
GE oil and gas works in an ever changing market, which is always in need of skilled
employees. As per the recent statistics, company is facing various industry issues that mainly
include shortage of employees due to its 50 percent ageing workforce. There exist many senior
experts eligible for retirement over the next few years. Thus, workforce planning is the only key
to secure the future of the business. Being the HR of GE oil and gas, I am planning for the future
labour needs which include recruitment of skilled people in this specific area or those who are
graduated in science, technology, engineering or mathematics. In context to it, the line manager
has also been communicated to specify the needs in effectively planning the workforce of the
stated company (Galegher, 2014). As the line manager is directly responsible to manage the
individual employee or team, along with a direct and frequent communication to the HR for
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ensuring company's success. The solution to the current problem includes department staffing to
support the needed workforce in different areas, conducting training and development programs
to provide technical assistance to the newly recruited people and managing their performance by
allocating work to them and monitoring and checking their quality.
2.3 Time management strategies
In order to work smart, one always need to follow the concept of time management which
thus helps in increasing worker's productivity. Also, through time management, maximum
number of work can be achieved in the given amount of time. In the current scenario, the stated
company is lacking employees to work in the future (Maxwell, 2013). To solve this particular
issue, workforce planning is the only key. It requires aligning the needs and priorities of the
organization to meet the respective goals and objectives of the company within the allotted
period. With respect to that, the following two time management strategies namely, Swiss cheese
model and Pickle jar theory have been used. Swiss cheese model- It defines risk analysis and risk management. In the current
scenario, the company needs specialized people with engineering or science background.
In case, I do not meet this requirement, then in future the company will be in trouble and
need to deal with losses.
 Pickle jar theory- This theory emphasis the work balance which states that, scheduling
time for the task will easily fit the tasks into a desired form. Relating it to the present
situation, I need to recruit certain number of workforce within the given time period.
Hence, by ensuring it as one of my foremost priority proper time allocation among each
and every step of recruitment is needed to be done for getting the desired amount of result
at the desired time.
3.1 Role of People In team
When working in a team, each team member is assigned with certain set of
responsibilities. It is acknowledged as a key to perform at the best. But at times, there occurs
some dis-balance among the team and its members, in-spite of assigning a clear role to each one
of them. Thus, to create a balanced team, the roles should be purely based on one's observed
behavior and interpersonal style. At GE, the team often plays different roles and responsibilities,
assigned to them on the basis of Belbin's theory (West, 2012). He identified nine team roles,
dividing it into three groups of Action oriented, People oriented and Thought oriented. It also
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defines some allowable weakness, which covers the concerned area and thus needed to be
improved. In the present scenario, the team of human resource management needs to work as a
team to conduct recruitment and plan an effective workforce. By following the Belbin's theory,
the team has decided to play the role from all three categories. The first role is of a shaper, who
is action oriented and takes every barrier as a challenge by always approaching with a solution to
it. Shaper holds the team focus and challenges them to improve. However, they sometime offend
people feeling by their argumentative nature. The second role is of a team worker providing
support to the team, by ensuring togetherness of the team. They are the best negotiator with a
flexible and versatile nature. The potential weakness in them is being indecisive sometimes and
avoiding confrontation. The third role is of specialists, with depth knowledge and understanding
of the work they need to perform. Their job within the team is to be an expert in the respective
area of work, which sometime limits their contribution.
3.2 Team Dynamics
Team dynamics are some unsealed forces operating between different people in a group
or team. They are affected by the behavior, personality and performance of a team. The team
dynamics in the HR department of GE too defines the behavioral relationship among all the team
members, working together in order to complete the same task. Dynamics have a direct effect on
productivity. They have a big impact on company's profit, team and individual performance,
company reputation, etc. Team leaders can easily contribute to a negative group dynamics by
which the HR department of the stated company is currently effected. The team is lacking a
strong leader, due to which a weak leadership has taken charge. Being a dominant member of the
group, there's a lack in direction and due to which, the focus of the team is heading towards the
wrong priorities (Shipman, 2016). This is showing some blocking roles of other team members,
when people often disagrees and either inappropriately outspoken or doesn't participate in the
discussion. Therefore, Team dynamics are sometimes complex and needs to have some
improvement. To determine those complexities and improve the team dynamics, there's a need of
diagnosis to identify the type of approach which will make the right impact. The two major ways
in which it can be improved to increase the productivity are-
Defining roles and responsibilities- In a team, defining a specific role to each individual
as per the skills and quality of that person is very important in order to maintain a
positive group dynamic.
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Focusing on communication- Communicating to one another is equally important by
breaking out all the barriers. An open communication plays a very crucial role, when
working in a team or group. It helps in knowing the team, paying attention towards the
goal and effectively tackles all the problems.
3.3 Alternative task for Wok Planning
To complete the assigned task of workforce planning and achieve the desired results, the
leader plays a very important role by using the two main steps of setting standards and being an
effective communicator to the team.
 Setting standards- It includes setting expectations and providing guidance to easily
achieve the desired goals. For example, in the given scenario of the stated company, I
need to set a criterion of choosing the employees for the organization by recognizing
only skilled based people.
 Effective communicator- Workplace communication is very important in defining some
clear objectives of the company to the employees (Rosen, 2014). Effective
communication helps to understand the mindset of other people and easily grasp the
ongoing situation. Being an effective communicator helps in building an effective team,
together boosting the employee's morale and contributing in the company's achievements
as it also leads to productivity by avoiding unnecessary delay in work.
TASK 3
4.1 Evaluating the two tools of analyzing the problems and developing the solutions
To develop the strategy for solving the problem, using the appropriate tools & analysis
would be helpful to measure the reasons of the problems, the methods to overcome the problems
and its impact on the organization. By using the Force Field analysis to understand the forces
that drive actions and eliminate undesirable behaviors would be befitted to the organization. This
type of analysis operates on the principle of opposing forces which are driving forces(drives the
behavior) and restraining forces (restrain the behavior). The behavioral outcomes of a problem is
determined from the cumulative strength of the opposing forces (Shuttleworth and et.al., 2016).
To carry out the force field analysis, individual has to create a worksheet by following the
specified steps:
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1. Describe the plan or proposal in the middle of the worksheet. For example, 'change the
behavior of the employee'.
2. List all the forces for changes on side and on the other side, all the forces against the
change.
3. Assigning/ Scoring each force, from 1(weak) to strong(5). For example, the result of
analyzing the forces affecting and promoting the change among the employees would be
as such (What Is Force Field Analysis?. 2016).
Illustration 1: Force Field Analysis of change of behavior in employees
(Source: What Is Force Field Analysis? 2016)
Similar to this tool, there is one more tool which would help the organization to analyze the
problems, reasons for such problems, solutions for the problem and methods of solving the
problems (Nguyen and et.al., 2016). Critical path analysis studies all the sections and provides
the ability for the individual/organization to:
 Construct an activity network from the table generated.
 Use forward and backward scans to determine earliest and latest event times.
 Discover the critical path in activity network.
 Compute the total stock of an activity.
 Demonstrate a chart for the purpose of scheduling.
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The Critical path refers to the way the illustration shows those activities that must be completed,
and complete in a specific order, so that the objective of solving the problems could be
accomplished on time (Rouse. critical path method (CPM). 2015). The series of lines and circles
visually depicts the critical path. It is the longest path showing the time duration for
accomplishing the desired change.
4.2 Developing an appropriate strategy
For addressing the problems faced by the organization from the lack of trained and
skilled staff, some methods would be used by the management in order to attain the list of
skilled, semi skilled and unskilled workers/staff. They are like staff surveys, feedback's from the
customers and the workers, examining mental and physical ability of the staff etc. from these
methods, management would also ascertain the need of an appropriate strategy for overcoming
the drawbacks of unavailability of skilled staff (Guglielmi, Chiesa and Mazzetti, 2016). The
management could use the following strategy to cover the lacks of staff, which are: Training & development: The process of enhancing the skills by providing training to the
employees, reinforces their sense of value and nature of working, also increases their
ability to handle the situation (Carter, 2016). Though, it costs to the company, but helps
the employees in refocusing to their goals and achievement. It involves the two factors
which are:
◦ Change: To change the staff working and motivate their skills organization requires
the need of training and development which further leads to individual and
organizational change, and the cycle goes on and on. More specifically it is the
technology that is driving the need; changing the way how businesses functions,
compete and deliver the operations performed by the staff (Dickerson, Jarvis and
Stockwell, 2016).
◦ Development: It is again one of the strong reasons for adopting training and
development as a strategy for overcoming the problems of untrained staff. Money is
not the sole motivator for the employees. People who work with an organization seek
more than just employment out of their work; they also look for self actualization and
development. People seek happiness at jobs which may not be possible unless an
individual is aware of the self.
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4.3 Impacts of strategy
Training and development could impact the organizational performance and productivity
in both positive and negative manner. The following are the effects of T&D on organization:
 Employee productivity -
◦ Increases the capacity of the employee.
◦ Rises the ability of the employees.
◦ Generate an effective manner to utilize the resources (Jones, 2016.).
◦ Develops the needs of self-actualization and esteem life.
◦ Advances skills for handling the situation properly.
 Employee performance -
◦ Encourages skills and knowledge.
◦ Motivation for future needs and promotion.
◦ Increases the competitive spirit.
◦ Increases the Capacity & power to take decisions.
◦ Changes the employee's behavior at the workplace.
 Organization productivity & performance –
◦ Increased rate of success in quality of the projects.
◦ It reduces the rate of project failure and defects.
◦ Reduction of staff turnover which is beneficial for the company.
◦ Requires less or minimum supervision for the employees.
◦ Increases the ability to progress.
◦ Rises the capabilities to carry out more projects (Evans and Wilson, 2016).
M3 Justifying the tools and methods
By using the Force Field analysis and Critical path analysis, organization gets to its problems and
the methods or measures to solve such problems. Both the tools generate the tasks and the
activity to be carried out for identifying the problems faced by the organization. They also
provide the points to be concentrated in order to attain the solution for the problems (Carter,
2016).
D3 Conclusion on the effectiveness of the tools and methods for developing solutions
Organization, with a perspective to overcome from the difficulty of lacking skills and
trained staff, takes training as an opportunity to increase long-term productivity. Investing in
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training and development is imperative for any organization, which will realize its importance
with a return on its investment in training and developing its workers. Workers are essential
assets to an organization and should therefore be termed as human capital. The have a direct
relation such that the more is invested in them, the more that can be expected from them in terms
of performance behavior which would encourage the organization poition by its competitive
edge (Dickerson, Jarvis and Stockwell, 2016).
CONCLUSION
As per this report, it is clear that for applying proper retention strategies in order to retain
its employees, an organization requires sufficient information about the business. It can
overcome the factors affecting and impacting its functioning by the use of certain tools, methods
and techniques of identifying and solving the problems. It’s a fact that in an organization, the
employment practices followed by the high level management have a great impact over the
productivity & performance of their employees and even on organization. The needs of
employers are constantly developing which is making the employee's role more responsible
against its duties in the organization.
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