Employee involvement is creating an environment in which people have an impact on decisions and actions that affect their jobs. Employee involvement is a management and leadership philosophy about how people are most enabled to contribute to continuous improvement and the ongoing success of their work organization. Being a particularly solid team at Tesco that cooperate with each other gives Tesco a friendly atmosphere. This assists create a positive relationship with other businesses which attract new customers and generate more revenue as well as getting on well with shareholders.
People in every workplace talk about team building, working as a team, and my team, but few understand how to create the experience of team building or how to develop an effective team.
Most people at some times in their working lives will have to work as part of a team. For example, this might be something as fairly straightforward as planning the staff Christmas party or as complex as creating a new training programme for the induction of new staff.
Every member of the team, no matter what its purpose, will have different skills. Some people are good at organising; some at writing up lists of what has happened and who will do what; yet others have an eye for detail.
While the make-up of one particular team will be different from all other teams, there are some qualities and skills that all team members must possess. The ability to:
- Communicate easily with other team members.
- Inform others in the team about new ideas.
- Start new activities
- Discuss ideas
- Listen to others carefully
- Respect each other’s ideas and views
- Collect and organise information
- Help others in the group
Team effectiveness in Tesco is enhanced by a team's commitment to reflection and on-going evaluation of their work. In addition to evaluating accomplishments in terms of meeting specific goals, for teams to be high-performing it is essential for them to understand their development as a team.
When a team performs together and member in the team feel satisfaction in the team's progress. Tesco’s staffs are a high achieving team because, they share insights into personal and group process and are aware of their own (and each other's) strengths and weaknesses. Members feel attached to the team as something greater than the sum of its parts and feel satisfaction in the team's effectiveness. Members feel confident in their individual abilities and those of their teammates.
Team members are able to prevent or solve problems in the team's process or in the team's progress. A can do attitude is visible as are offers to assist one another. This is what makes Tesco such a successful team and a profitable organisation as a whole. Differences among members are appreciated and used to enhance the team's performance. As the teams understanding of each other increase the commitment to the team's mission will increase and the competence of team members also increases. Team members continue to deepen their knowledge and skills, including working to continuously improving team development. Accomplishments in team are measured and celebrated in Tesco to demonstrate appreciation for their hard work. While working on a high-performing team may be a truly pleasurable and satisfying experience
The team still needs to focus on both process and product, setting new goals as appropriate.
