Academic journal article Asian Social Science

An Analysis on the Effectiveness of Team Building: The Impact on Human Resources

Academic journal article Asian Social Science

An Analysis on the Effectiveness of Team Building: The Impact on Human Resources

Article excerpt

Abstract

The scope of discussion in this study includes the aspect of human resource management and administration that focuses on the effectiveness of team building in producing employees who are skilled, innovative, creative, competitive and alert to the needs of the organization. In this context, we evaluate and analyze the effectiveness of the function of human resource team building by looking at three key factors: Task Oriented Roles Factor, Relationship Oriented Roles Factor and Self Oriented Roles Factor. In this descriptive study, about 150 ancillary staffs at the National University of Malaysia have been randomly identified as the respondents. This study attempts to analyse the extent in which the effective function of team building may be factored upon the sheer spirit, job motivation and high-level skill of these employees which may indirectly reflect the status and strength of the aspect of human resource management. The data of this study are analysed using the Statistical Package for Social Sciences (SPSS) program (version 17.0 for Windows). It is hoped that the publication of this study will contribute ideas and opinions towards improving and consolidating the function of human resource development that is in line with the mission and vision of the university as well as the government in general, in creating skilled and effective civil servants.

Keywords: Effectiveness, Team building, Human resource, Organizational leadership, Work force

1. Introduction

The style of management and administration of an efficient organization usually stems from a competent and effective management system; whereas a competent system derives from an effective organizational leadership. There are undoubtedly many factors attributed to the fact above and one of the key contributing factors towards a competent management and administration style is team building. Team building is an important catalyst in the organizational relations between organizations; in fact, it is the main stimulus/vehicle in fostering closer ties between the top and bottom management teams or in other words, between the employers and their employees. Oftentimes, a close employer-employee relationship will be influential in determining the management style of the employees in that organization. Besides this, team building is also believed to be capable in reinforcing the skills of the workforce in three main areas namely, attitude, skills and knowledge (ASK).

It is never an easy thing to 'create' a capacity for personalia relationship in an organization. Employers need to strengthen their own repertoire of skills/expertise, for instance, the capacity to relate and interact with their subordinates; to 'read'/ analyze the needs of their staff; to win their hearts with a leadership style that is appropriate and adequate in order to cater for the current context, demands and issues in human resource management. Besides that, employers also have to be prepared and 'alert' to deal with any form of change. Meaning to say, whatever the change is, whether in terms of technology, thinking, relationship, labour demands or external competition to name a few, it will have to be negotiated with insight and discretion. But the persistent question on the extent of the effectiveness of the style of team building practice within an organization remains because it is dependent upon the individual managing that organization. This study is carried out to analyze and identify the effectiveness of team building in the context of the management and administration of a university. This study, which involves the support staff of the National University of Malaysia (UKM), will focus on their views towards the effectiveness of the roles and contribution of team building as a practice within the civil service.

2. Statement of Problem

There are so many issues connected to the organizational problems of human resource management that can be gleaned from scholarships and observations. …

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