Introduction
This memo has chosen the scouting company, Jensen Hughes. The business, which has offices worldwide, leverages its presence there more to serve the demands of its local, regional, and worldwide customers. The company serves customers globally across all markets. It is a top engineering and consulting organization, both domestically and internationally. Various businesses, including building nuclear power stations, crucial data centers, and interstate pipelines, are served by Jensen Hughes.
Context
Any company needs cohesive and productive teams that operate on the same page and whose employees can help one another by balancing each other’s strengths and shortcomings. Regardless of the challenges the firm may experience along the way, a tight-knit staff that supports one another ensures the company’s success (Chutivongse & Gerdsri, 2019). The corporate culture of the company of choice fosters an environment that is ideal for the team’s effective management and growth. However, the organization has to improve and intervene because this area of management is weak.
Team Cohesion
The organization lacks team cohesion at the corporate culture level, according to conducted research and observations. Most of the branches are disorganized and have quite different team-building exercises. However, this does not imply that while assembling a group of local affiliates, local circumstances or customs are considered. The research suggests that a strategic vision for the team’s development, which will contain several assessment criteria, is required.
Intervention Proposed
In this regard, Belbin team roles are a crucial tool for team development intervention because they enable one to think about the human components of team growth and create a clear division of roles within one team. Belbin is a research-based system that provides individualized counsel and direction to enhance team effectiveness (Diab-Bahman, 2021). According to Belbin’s research, the most effective teams are comprised of a broad mix of behaviors and functions (Diab-Bahman, 2021). Resource explorer, executor, and other similar roles are examples. Each of Belbin’s nine team roles must be present at the right time to build and develop high-performing teams.
Team Productivity
Team members that get along well with one another can perform better. Members of effective teams are aware of both their own obligations within the team and those of their colleagues. Team productivity is visibly lacking in the company. Teams’ lack of a sense of belonging to the broader vision is evident in poor communication and trailing regional performance ratings.
Intervention Proposed
One of the most effective strategies for quickening learning and developing team productivity is team debriefing, which has team processes at its foundation. The team clearly considers and analyzes previous experiences during debriefing, determining what went well and where changes can be made (Serbati et al., 2020). This is important for team building since it enhances communication, evaluates team performance, and offers emotional support following a significant event.
Personnel Selection
For these interventions, it is important to assign personnel from different teams to ensure the flow of ideas and exchange of experience. It is crucial to consider regional branch representatives working together with the main branch personnel. Top-tier management should supervise the training and offer feedback in an ideal scenario.
Potential Timeline and Schedule
The timeline for these interventions should be scheduled after the individual development and interventions will take place. This is crucial to lessen the possibility of personnel burnout. The appropriate schedule should be developed in order not to disturb personnel from their current tasks and projects. The proposed schedule, therefore, is 3-4 months of training twice a week at agreed hours.
Conclusion
Enhancing team performance is crucial for the organization. It enables the development of organizational image, corporate culture, and overall business competitiveness on a global scale. For an organization with many branches worldwide, it is necessary to ensure collaboration and joint development between different branches, which will aid in overcoming existing issues within the company. The interventions proposed can serve as a basis for further assessment of potential training.
References
Diab-Bahman, R. (2021). The impact of dominant personality traits on team roles. The Open Psychology Journal, 14(1). 15-21
Chutivongse, N., & Gerdsri, N. (2019). Creating an innovative organization: Analytical approach to develop a strategic roadmap guiding organizational development. Journal of Modelling in Management, 15(1), 50-88. Web.
Serbati, A., Aquario, D., Da Re, L., Paccagnella, O., & Felisatti, E. (2020). Exploring good teaching practices and needs for improvement: Implications for staff development. Journal of Educational, Cultural and Psychological Studies, 21(1), 43-64. Web.