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SOURCE: TIGERS Success Series
The TIGERS Success Series 2012 Study of Global HR Professionals presents the findings of 2,830 HR professionals regarding the impacts and value of workplace ‘teambuilding’ in 2012. The discovery lists trust and communication as key criteria for high performing teams.
Bend, Oregon (PRWEB) June 28, 2012
With news about ethical lapses in organizations all too frequent, and as many businesses struggle with employee morale and retention, now is a good time to consider the importance and impact of teambuilding in the 2012 workplace.
The work team-culture development firm TIGERS Success Series set out to discern the impact team building has on the behavior, attitudes, needs and preferences of Human Resources executives across the globe.
The findings suggest that the larger the organization is, team harmony decreases and with this decrease comes less organizational will to correct it.
“This gave us considerable insight into how larger organizations with over 1000 employees will fair in the coming years as more team savvy Gen Y employees enter the workforce,” said TIGERS Founder, Dianne Crampton.
“It also gives us insight into what size of organizations that talented employees that value harmony and team work will feel most comfortable in as efforts are extended to attract and retain them,” Crampton added.
Introducing this Research
A survey was launched on Linked In during January 2012 and ran through May 2012. 2,830 HR professionals responded to the survey, providing valuable insight into the behavior, attitudes, needs and preferences of workplace teambuilding. The findings produced rich information and examine how the concept of teambuilding varies among organizations of differing size, location and ethos.
The survey reach was global with 59% of respondents from North America; 19% from Europe; 15% from Asia; 4% from Australasia; 2% from Africa and 1% from South America. Of the North America responses, 54% were from the United States. The survey reach, however was immense and stretched from Brooklyn to Bangalore and Vietnam to Venezuela and totaled 101 countries.
Respondents were employed by different sized organizations, ranging from those with under 10 employees, to – more frequently – more than 1,000.
? HR professionals are most likely to regard their team development role as
an over-arching one, which assists all of the teams within their organization to find ways to improve their cohesiveness and productivity.
? There is a current feeling that while many teams are perceived as working
above the mid-point on a 1-10 scale of harmonious performance – with an average score of 6.82 – few are working in total harmony. Just 4% of HR professionals awarded their team the maximum, and perfect, score of 10.
? The average harmony score of 6.82 is similar across continents. This suggests that it is less about the country of origin which influences team building, and much more about
leadership and organizational culture.
? What does influence harmony is organization size. There is a consistent trend that the larger the organization, the lower the self-attributed harmony score. This suggests that smaller organizations – in general terms – have more harmoniously working teams than their larger counterparts.
? To achieve harmony, two fundamental values are important. The values are trust and effective communication. These values are consistent across organizations of all sizes and locations and are perceived to be clear drivers for team building.
All percentages have been calculated excluding missing responses. Percentages
have also been rounded and, therefore, may not total exactly 100. The response rate was .77.
Copies of the report are available at http://www.corevalues.com.
TIGERS® Success Series, Inc. helps committed leaders build teams of employees and work environments that support employee commitment and accountability for success, cooperation and positive working relationships.
TIGERS® was founded by Dianne Crampton in 1989 and is an acronym that stands for trust, interdependence, genuineness, empathy, risk and success. These six principles surfaced from Business, Education and Psychology group dynamic research in response to the question, “What is necessary to build an ethical, quality-focused, productive, cooperative and highly successful work team.” Two additional independent studies determined that each value could be measured independently in teams allowing for the development of strategic team interventions that improve team dynamics remarkably fast.
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