Teams have become an integral part of most organisations, which aim to enhance co-ordination, co-operation, creativity and innovation, to empower individuals and to decrease overhead costs. The aim is to increase individual productivity, accomplish organizational goals and to gain and maintain a competitive position in terms of market share. However, these benefits of team based work will only be realized if teams function effectively. The University of Victoria (2008) has produces a team effectiveness model which team can use to improve their effectiveness by focusing on improving their functioning in five key areas which when adhere to, will overcome the challenge team performance. The model consists of the following:
-the should have clear goals, vision, mission, values and plans that the team aspires to achieve.
-there should be clear roles and responsibilities, team structure, job descriptions, accountabilities, competencies, resources, tools and equipment should be provided to ensure each member of the team can play the role required of them.
-clear procedure should be provided for solving problems and making decisions, communicating, managing conflicts, completing tasks, planning meetings, managing change and evaluating performance, all in a bid to ensure the team conducts their work together as a team.
-there should be positive relationships, mutual respect and trust, support, inclusion, involvement, value diversity and listening to feed-back and positive disagreements, ensuring that team members get along well with each other and work as a team.
-the leader should be able to show strong leadership skills, personal credibility, strategic focus with clear expectations and communications, engagement and involvement, developing people and teams. All members being responsible and accountable, managing change and earning recognition and supporting the team in achieving results.
Challenges such as team consistency and lack of staff moral can be overcome through holding team meetings where staff are invited to express their opinions and ideas on ways to improve and move forwards as a team. We have a communications book for staff who may not be on shift together for a long period can express any ideas or note tasks that need to be carried out by others. This is a great way to keep the team up to date and consistent within their roles. It can feel very draining and repetitive if one is constantly repeating or reminding others to carry out certain tasks that are not being completed, therefore if this continues to happen, one to one supervision can be held to address these issues.
Supervision can also help overcome staff conflict, i.e if two or more members of staff have a disagreement and are not willing to move on from this, one to one supervision will be held with the intent of group mediation will all staff involved. Supervision is also a chance to discuss with individuals any areas that need improving; professional progression; praise their practice; reflect on work practice and discuss any concerns of the individual. Appraisals are a great way to empower staff and highlight their strengths and improvements, thus enabling individuals to feel proud of themselves and their role within the team.
Workplace: In my area I have experienced challenges which I needed to solve as a Manager. There were a complaints from new members of staff relating to senior member not supporting them, seniors blaming slow learning abilities and poor coping mechanisms. This was causing problems for myself as a manager and that of service users as the orientee and the senior carers were hesitant to work together as a team. They don’s agreed ways of working and could have had a potentially the orientee to give up the job and could be possibility os shortage of staff.
I quickly identified this and addressed this issue as a group in our area meeting. I spoke to all the team without identifying anyone in particular and telling what was happening and asked them to work in group, help and support the orientess or junior carers as this will benefit the group and the way how to render care to out service users, and explained how it could impact on them and service users as well as the employer if team work in not working within the team. By supporting each other this enabled them to make their duties and responsibilities more easier and realise the impact it could have on their own work and pay. I feel by doing this we were able to clear and solved any issues, talked to them as a group and encourage good practice and team work. My plan was to encourage the orientees to voice out the managers what they think is not right through out their probationary period most especially how they receive support from senior members of staff this way mistakes may be corrected as soon as possible so from the beginning of the career they are aware of expectations and impacts on their own performance. This put me back as the manager and leader of the group and ensuring they worked in the correct manner.