wk 5 assessment How would you do an assessment for a team building checklist, if
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wk 5 assessment
How would you do an assessment for a team building checklist, if you were the OD Consultant for a video game organizational, how would you break it down from the checklist 1 to 5, how would explain the highest to the lowest numbers from the question below.
Team Building Checklist[1]
Problem identification (to what extent do you see evidence of the following problems in your work unit?)
1 Low evidence
2
3 Some Evidence
4
5 High Evidence
1.Loss of production or work unit output. 1 2 3 4 5
2.Grievances within the work unit. 1 2 3 4 5
3.Conflicts or hostility between unit members. 1 2 3 4 5
4.Confusion about assignments or unclear relationships between people. 1 2 3 4 5
5.Lack of clear goals, or low commitment to goals. 1 2 3 4 5
6.Apathy or general lack of interest or involvement of unit members. 1 2 3 4 5
7.Lack of innovation, risk-taking, imagination, or initiative. 1 2 3 4 5
8.Ineffective staff meeting 1 2 3 4 5
9.Problems in working with the boss. 1 2 3 4 5
10.Poor communications: people afraid to speak up, not listening to each 1 2 3 4 5
other, not talking together.
11.The lack of trust between boss and member or between members. 1 2 3 4 5
12.Decisions made that people do not understand or agree with. 1 2 3 4 5
13.People feel that good work is not recognized or rewarded. 1 2 3 4 5
14.People are not encouraged to work together for a better team effort. 1 2 3 4 5
Scoring: Add up the score for the 14 items and interpret as follows:
14–28: Few indications of a need for teambuilding
29–42: Some evidence of a need, but no immediate pressure unless two or three items are very high.
43–56: Seriously think about a team-building program
57–70: Make team building a top priority.
[1] William G. Dyer, Robert H. Daines, and William C. Giauque, The Challenge of Management (New York: Harcourt Brace Jovanovich, 1990), p. 347.
Explanation / Answer
The primary role of an Organizational Development consultant is to work on the organizational effectiveness by ensuring strong relationships are formed between appropriate team members and amongst separate teams as well. The role of an OD consultant can vary from being a medium between teams and core management committee, to being a process consultant working closely with a group involved in a highly critical process.
When it comes to team building assessment, a systematic planning and design is required right from framing a questionnaire for the team members to assessment of results and then finally follow up activities.
In order to implement team assessment in the organization, following tools should be provided to the participating members
If the team size is considerably large, then it is advised to take a sample from the population, which will have a fair representation from all the concerned departments.
Assessing the responses, the following statistical tools can be analyzed.
The most critical factor to this exercise would be sharing the findings of the study with the team members and suggesting ways to bridge gaps, if found any.
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