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Team Management Discussion 8

Adaptability is critical to both organizational and team success.  To test adaptability, the Gorman, Cooke, and Amazeen (2010) study utilized three training techniques with teams: the perturbation approach, the cross-training approach, and the procedural approach.  After reviewing the article and the textbook, have you personally been involved in any of these training approaches?  Whether you have or have not, which would you say would be the most effective in training adaptable teams?

 ANS :
There are many factors that determine success or failure of an organisation. Typically it's a wide range of things from preparation, to hard work, and even a little luck. Amongst those factors, Adaptability is one of those traits that often can't be taught. It must be learned. In today's ever changing business world, being adaptable is something many businesses hang their hat on. To stay competitive, and in many cases to survive, businesses must be constantly evaluating and evolving to meet the needs of their customers while maintaining best business practices. The same can be said for employees. It is very important to test the adaptability in an organisation to make the working team effective. Among the three training techniques utilised in the article, I choose cross-training approach to make the teams adaptable.
Cross-training, an established method in which team members are trained on the tasks and responsibilities of fellow team members relies heavily on shared knowledge. The prevalence of a cross-training approach in real-world applications leads a lot of people to think that it is the most effective way to train a highly adaptive team.
As the cross-training approach involves in knowledge sharing and division of responsibilities with the team, it bring great co-ordination within the team members. This approach brings some important factors that make team more effective at work. They are: Stability, flexibility, efficiency, and value.
Cross-training approach improves employee morale as every member in the team gets equal opportunity to work. It also builds healthy completion among the team members. (Jamie C. Gorman, 2010)
Reference : 

Jamie C. Gorman, N. J. (2010, JUL 23). Human Factors: The Journal of the Human Factors and Ergonomics Society. Retrieved SEP 14, 2010, from http://hfs.sagepub.com/: http://hfs.sagepub.com/content/52/2/295

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