If the answer to such a query is in the negative, it would be better for the organization to let go of such an individual and rely more heavily on how well they work in the form of their own space. However, there are many examples of individuals who would absolutely cherish the idea of working in a team, as long as it makes them think, feel and experience the dynamics of growth and development within the organization that they are getting hired in, across the board. In terms of recruitment, it is of paramount significance that the aspiring employee knows well in advance that he would be required to commit to a task which is in the middle of a team, and hence team building domains would be required of his professional self (Maddux & Wingfield, 2003). If the organizational values are such that the employees need to work in unison with one another, then it is only natural that the aspiring candidates for achieving employment know beforehand what is expected out of their realms and how they will go about completing these tasks and objectives that shall be assigned to them with flying colors. What remains to be seen is the management’s stance, and more so with the changing global dynamics, the perspectives have been aligned all the same. Since recruitment measures within any organization of the world are always on the move, it is of the dire essence to understand what the key requirements are in terms of the team building measures. This shall pave the way for a better understanding of the team development routines, and how these have benefited the organizations in the long run. What is most important is how well these organizations have been benefited by the team development measures, and what steps are being promulgated by them to make sure that the new and aspiring employees know beforehand what would be their job nature and indeed the manner in which they will have to complete their chores once they get into the realms of the job itself (Michaelsen, 2002).
Bonner, H., 1959. Team Dynamics Principles and Application. Ronald Press
Hanlan, M., 2004. High Performance Teams: How to make them work. Praeger
Maddux, R. & Wingfield, B., 2003. Team Building, 5th ed. Course Technology: Thomson Learning
Michaelsen, L., 2002. Team-Based Learning: A Transformative Use of Small Groups. Praeger
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