The Effect Of Team Building On Employees Productivity In Nigeria

Project and Seminar Material for Human Resource Management (HRM)

The Effect Of Team Building On Employees Productivity In Nigeria


Abstract


This study focused on the analysis of The Effect Of Team Building On Employees Productivity In Nigeria using Nigerian Breweries Plc as case study. The study is was specifically set to; examine the reasons and why some people find it difficult to work as team with a view to prefer solution s to high productivity and progress, identify problems associated with non compliance to team building, identify the contributions of team building to the development of the organisation, and identify ways of building a team in an organisation to the benefits of the society and the individual workers.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 100 responses were validated from the enrolled participants where all respondent were staff of Nigerian Breweries Plc.


Chapter One


Introduction

Team building is a means of improving manpower utilization and potentially raising performance of not just the individual but the organization ultimately, because it can expand the output of individuals through collaboration. Thus, employees who work in teams become the standard for the organization (Alie, Bean and Carey, 1998). With support from top management, employees work confidently in teams to increase organizational productivity. Nowadays, managers are assigning more team projects to employees with opportunities to strengthen their knowledge and develop their skills (Hartenian, 2003).team building has the potential of improving the performance of individual employees and the organization, though it needs to be nurtured over time (Ingram, 2000).


1.1 Background of the Study

Team building has emerged as the most important group phenomenon in organizations that enables managers to harness the energies of all employees to determine their strength and maximize both group and individual productivity. Team building seeks to maximize both individual and group productivity through the attainment of organizational goals and also it is meant to integrate the lower level staff and the top management in organizations so that they can work more effectively and produce more profit. It is an inspiration to boost productivity of employees and it involves a series of activities designed to create cohesion and a feeling of social support (Adiar 1986).

Team building has been used in some organizations where managers ultimately depend on the ability of their members to work in concert to accomplish competitive supremacy. The managers use the team approach to link and align the resources available towards the attainment of the organizational goals and also they facilitate group harmony (Dwivedi, 2006). This shows that in team building, employees and the top management must be in speaking terms in order to work successfully. If communication is not present people tend to have confusion, disunity and conflict in their organizations.

Team building aims at employees coming together voluntarily to find solutions to problems encountered in their day to day working lives. A team can have eight to fifteen compatible members of a department who meet regularly to take the initiative to identify problems and find alternative solutions. These members think of how to implement these solutions in suitable areas and thus cooperation instead of confrontation. Team building has not only helped to improve productivity and performance but also has brought about harmonious relations among employees together with bringing out the creative talents of its members.

Nigerian Breweries Plc employees are confined to work in a busy and isolated environment. Team building helps them to socialize with one another and to be psychologically prepared to work together to achieve the set goals of the organization. Team building in banks came as a remedy to achieve high performance in employees in the late 1980s and early 1990s when there was a reduction in profitability in an organization.


1.2 Statement of the Problem

As much as team building plays an instrumental role in organizations, its actual effect in manufacturing companies has not been fully articulated or felt. Information on the relationship between team building and employee performance in the manufacturing company remains scanty and for this reason, the researcher sought to find out the actual effects of team building on performance of employees.

The major challenge of team building in the Nigerian Breweries Plc is the differences in the level of competence of team members while highly competent team members tries to increase the work place, the lowly competent ones tries to slow down the work place. This leads to the over working/stressing of highly competent team members while the less competent ones are relaxing. Also, individual social/cultural differences among team members constitute a challenge to effective team building.


1.3 Objectives of the Study

The study will be conducted with the following objectives:

  1. To explore the link between employee team building and corporate efficiency in the Nigerian Breweries Plc.
  2. To investigate the effect of team work on employee job commitment.
  3. To examine the relationship between employee team building and job satisfaction.
  4. To find out the effect of team building on corporate competitive advantage
  5. To provide plausible recommendations on how to improve corporate efficiency in the Nigerian Breweries Plc.

1.4 Research Questions

This study will be guided by the following research questions:

  1. Does team building affect corporate efficiency in Nigerian Breweries Plc?
  2. What is the relationship between team work and employee commitment?
  3. How is team building related to employee job satisfaction?

1.5 Significance of the Study

The importance of this study is mainly for the expansion of knowledge whether the employees are encouraged by some motivational factors or encouraged by their habit to work hard in order to achieve organizational goals or objectives.

An unmotivated employee is a threat to any organization concerned, When an employee fails to achieve a goal or perceive that he cannot achieve a goal, he feels frustrated and could develop other peculiarity characteristics of the position in which he finds himself.

No matter how good an organization is, it does not get anything done properly until people who make the organization do it.


1.6 Scope and Limitations of the Study

For the purpose of this study as the topic depicts, the scope of the essay will be focused on motivational factors on employees performance.

However, the study has some constrained and limitations which are:

(a) Availability of Research Material:

The research material available to the researcher is insufficient, thereby limiting the study

(b) Time:

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

(c) Finance:

The finance available for the research work does not allow for wider coverage as resources are very limited as the researcher has other academic bills to cover.


1.7 Definition of Terms:

Team Building

It is a collective term for various types of activities used to enhance social relations and define roles within teams, often involving collaborative tasks. It is distinct from team training, which is designed to improve the efficiency, rather than interpersonal relations.

Employee

A person who is hired to provide services to a company on a regular basis in exchange for compensation and who does not provide these services as part of an independent business.

Productivity

It is an average measure of the efficiency of production. It can be expressed as the ratio of output to inputs used in the production process, i.e. output per unit of input.


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the analysis of The Effect Of Team Building On Employees Productivity In Nigeria using Nigerian Breweries Plc as case study. The chapter consists of summary of the study, conclusions, and recommendations.


5.2 Summary of the Study

In this study, our focus was on the analysis of The Effect Of Team Building On Employees Productivity In Nigeria using Nigerian Breweries Plc as case study. The study is was specifically set to; examine the reasons and why some people find it difficult to work as team with a view to prefer solution s to high productivity and progress, identify problems associated with non compliance to team building, identify the contributions of team building to the development of the organisation, and identify ways of building a team in an organisation to the benefits of the society and the individual workers.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 100 responses were validated from the enrolled participants where all respondent were staff of Nigerian Breweries Plc.


5.3 Conclusions

In the light of the analysis carried out, the following conclusions were drawn.

  1. Team building contributes to organisational development, as it improves organisational productivity, improves organizational effective/efficiency, increases innovation, and enhances flexibility.
  2. Factors which enhances team performance include; adequate levels of complementary skills, establishment of clear approach to the team’s work, a sense of mutual accountability, defined appropriate leadership structure, positive corporate culture, and climate of cooperation and collaboration.
  3. People find it difficult to work in a teams because of apathy and lack of involvement, lack of initiation, imagination, innovation, conflicts or hostility, Individual differences, lack of appropriate office etiquette, and discrimination or favouritism.

5.4 Recommendation

Based on the responses obtained, the researcher proffers the following recommendations:

  1. Managers should therefore endeavour to ensure that each team compose of the necessary skills that will enable the team to perform effectively without having too much of each skill to the disadvantage of others.
  2. Organizations should develop effective approach to high performing teams by allowing open communication structure and empowerment evaluation to increase team effectiveness and performance. The selection of team members should be based on individual ability, technical skills and competencies in order to stimulate team member’s interest to task meant to be accomplished and in the fulfillment of the team’s role.
  3. Team building activities should be designed, planned, executed and monitored in such a way that it will enhance open communication, collaboration and flexibility in order to create effective cohesion and synergy to enhance team effectiveness and performance.
  4. Team‟s esprit de corps is a situation in which a group of people jointly depend on one another. This should be strengthened by making sure that people of like minds are put together in a team so that the organization can enjoy the full potential of such teams.
  5. Team trust has the highest coefficient in the model thus showing the relative importance of trust in a team. When all appearances of mistrust, distrust and suspicion are reduced, the right atmosphere for increased/enhanced productivity from the employees will prevail.
  6. Recognition and reward in a team should be encouraged by the organization but caution must be exercised to ensure that cooperative efforts rather than competitive ones are recognized and appreciated to achieve the desired optimal performance from the employees.

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