Slide 1:

Good afternoon, everyone. So, moving on, we will now discuss why teamwork has become a
cornerstone of modern organizations, as the benefits of working in teams are becoming more
impactful.

In the past, even until now, individual achievements were often highlighted. (employee of the
month) However, as the business landscape has evolved, so too has the approach to achieving
success. Organizations now recognize that the collective power of teams can drive greater
innovation and problem-solving.

Today's business challenges are more complex and multifaceted. Teams bring together diverse
skills and perspectives, allowing organizations to tackle problems from multiple angles and
develop comprehensive solutions.

However, the fact that organizations have turned to teams doesn’t necessarily mean they’re
always effective.

Before you decide, ask yourselves first. Are teams truly effective? In this topic, we will tackle
some of the questions, such as what conditions affect their potential? And how do members
work together?

Slide 2:
First, let us differentiate between work groups and work teams.

A work group is composed of two or more individuals who interact primarily to share
information and make decisions. Each member performs within their own area of responsibility,
and the group’s performance is merely the sum of individual contributions. There is no positive
synergy that would enhance overall performance beyond the individual inputs.

So in here, although they are in a group, they do not necessarily need to work together.
What they do is just focus lang kun ano ang naka assign kannada, not minding what
others are in charge of. Kumbaga, iririmaw kamo sa sangka grupo, pero wara man kamo
gabuligay. Kanya-kanya, lang, then i-combine lang ang inubra ka tanan for the final
output or work.

In contrast, a work team generates positive synergy through coordinated effort. Individual
efforts combine to produce a performance level greater than the sum of the individual inputs.
This collaborative approach is aimed at achieving a common goal.

In here naman, they are in a single group, working and collaborating to produce a single
output. Baliktad sa work group, nga may kanya-kanya nga part or responsibilidad. Rigya
tana, they all perform the same tasks. Their individual efforts are combined to create
something greater than their separate contributions.
For example, imagine a project team developing a new product. Designers, engineers, and
marketers work together, blending their skills to create the final product.

However, the choice between a work group and a work team depends on the specific
needs and goals of the organization.

Work group also has its benefits. Since each member has their own assigned task, one can
display his or her individual expertise. No need for hassle meetings, and the likes.

The same with work teams, it also has benefits. Collaboration leads to creative solutions and
innovation. Maka-gather sanda kang solutions from different perspectives.

But as I have said, the choice between a work group and a work team depends on the specific
needs and goals of the organization.

Slide 13:
As we've highlighted the value and growing popularity of teams, it's essential to address the
barriers some individuals face when shifting from a solo mindset to a collaborative one.

Many people are not inherently team players. Historically, organizations have often nurtured
individual accomplishments, especially in societies that value individualism. An example of this
is a veteran employee who, after years of success working independently, received a
negative performance appraisal upon joining a team. This highlights the difficulties faced by
individuals transitioning into a team-based environment.

Since may jan nga nasanay sa individualistic culture of working, suddenly working in a
team can give him culture shock. Like sa example, it was his first time receiving a
negative feedback from his performance.

So we have three options for managers to turn individuals into team players.

First, hiring team players.

Effective team players possess strong interpersonal skills. When hiring team members, it's
crucial to ensure candidates can fulfill their team roles. This combination ensures that they
can contribute positively to both individual and collective goals.

Of course, piliun ta man ang employees nga kaya mag work in a team. May mindset of
teamwork, collaboration. Because hiring an employee who does not value teamwork can
only disrupt ang performance kang whole team.
Creating effective teams often means resisting the temptation to hire the most talented
individuals without considering their ability to work in a team. The case of the Los Angeles
Galaxy's experience with David Beckham highlights this issue. Despite his immense talent, a
lack of focus on team dynamics led to poor coordination and cooperation.

Although he has the talent for the organization, but if he can’t work in a team especially
in an organization that values teamwork, then useless man. Instead nga ma improve and
performance ka company, maduru nalang ang issues and the likes.

In conclusion, while individual talent is essential, the ability to work effectively within a
team is equally, if not more, important for organizational success. By carefully selecting
and developing team players, organizations can foster a collaborative environment that drives
innovation, efficiency, and overall performance.

Next, creating team players.

Many organizations find that simply having high-ability employees isn't enough. For
instance, L’Oréal discovered that their successful sales teams required more than just technical
expertise. They needed to focus on team building to achieve true collaboration and
synergy.

At L’Oréal, the focus on team training led to a significant transformation. According to David
Waldock, the company's senior VP of sales, the training helped turn a collection of
high-performing individuals into a cohesive team with a strong group dynamic.

Developing an effective team doesn't happen overnight. It takes time and consistent effort.
Management must be committed to the ongoing development and support of their teams to
realize the benefits of teamwork.

The benefits of team training are multifaceted:

● Enhanced Collaboration: Teams learn to work together more effectively, leveraging

each member's strengths.
● Increased Productivity: With improved problem-solving and communication skills,
teams can achieve higher levels of productivity.
● Better Conflict Resolution: Trained teams handle conflicts more constructively,
maintaining a positive work environment.
● Stronger Team Dynamics: A focus on team building creates a sense of unity and
shared purpose, driving better overall performance.

In conclusion, training is a vital component in creating effective team players. By investing

in the development of problem-solving, communication, negotiation, conflict
management, and coaching skills, organizations can transform their teams into
high-performing units. Remember, it's not just about having the right people—it's about
building the right team.

Slide 14:

Lastly, providing rewards.

To promote teamwork, an organization’s reward system must encourage cooperative efforts

rather than competitive ones. For example, Hallmark Cards Inc. added an annual bonus
based on team goals to its individual-incentive system. Whole Foods directs most of its
performance-based rewards toward team performance, ensuring that teams select new
members carefully to enhance effectiveness.

Promotions, pay raises, and other forms of recognition should be given to individuals who excel
as team members. This includes training new colleagues, sharing information, resolving
conflicts, and mastering new skills. While individual contributions are important, they should be
balanced with selfless contributions to the team.

Of course, mas better kuno kung may rewards man ang employees or individuals nga nami ang
performance within a team. Because this gives satisfaction to the employees, and make others
strive to become a better member for the team. Thus improving team performances in an
organization. Being part of a successful team can provide a sense of camaraderie and personal
satisfaction. The opportunity for personal development and supporting teammates is both
rewarding and fulfilling.

Strategies for Implementing Team-Based Rewards

1. Annual Bonuses Based on Team Goals:

○ Speaker: Like Hallmark Cards, organizations can introduce annual bonuses tied
to team achievements. This motivates teams to work towards common goals.
2. Performance-Based Rewards:
○ Speaker: Whole Foods focuses its rewards on team performance, encouraging
team members to contribute effectively and select new members carefully.
3. Recognition Programs:
○ Speaker: Implement recognition programs that highlight and reward collaborative
efforts, such as "Team Player of the Month" awards.

In conclusion, reworking reward systems to emphasize teamwork can transform the work
culture, fostering cooperation and enhancing overall performance. By recognizing and
rewarding both individual and collective efforts, organizations can build stronger, more effective
teams.
Slide 15:

Of course, remember, Decide when to use individuals instead of teams.

While teamwork has many benefits, it's crucial to evaluate whether the work truly necessitates a
team. Teams should be used when the complexity of tasks, common goals, and
interdependence of tasks justify the additional time and resources required. Effective teamwork
can lead to enhanced performance and innovation, but the decision to implement teams should
be made carefully to ensure the benefits outweigh the costs.