Addressing low productivity of the learning and development team through team development

• Main Author: Acorda, Clarice Ann Grace Stephanie V.
• Format: text
• Language: English
• Published: Animo Repository 2020
• Subjects: Teams in the workplace; Employee motivation; Industrial productivity; Performance Management
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/6280; https://animorepository.dlsu.edu.ph/context/etd_masteral/article/13068/viewcontent/Acorda_ClariceA_edited.pdf
• Institution: De La Salle University

This Integrated Action Research addressed the issue of low productivity of the members of the APAC Training Centre of ABC Logistics company with the ultimate goal of improving team performance through team development. Recognizing the characteristics of activities and concrete behavioral patterns of a team in each phase of team development facilitates understanding why things are happening in certain ways on your team. This diagnostic process becomes the basis of approach to planning and leadership and focus in creating action plans. The objective of this paper is standardization of work processes. Creating a standard operating procedure builds a shared understanding of how the team members will work together. This paper also wants to promote the wellbeing of the team members and its stakeholders by advocating a humane organization climate to positively influence employees’ satisfaction and commitment for personal and professional development. Issue was identified through one-on-one conversations, formal and informal meetings, and action research tools such as ORJI, ladder of inference, left-hand column, levels of inquiry, hypothesis thesis, four parts of speech, and force field analysis. Guided by Humanistic management theory, team development model, GRPI model, and Motivation-hygiene theory, we determined that the basis and focus of interventions are appropriate to address the issue through creation of a process workflow in the first cycle to promote an efficient collaborative process with other project members in developing a course and hiring a new member of the team in the second cycle to fill the gap and areas the team lacks based on defined job scope and expertise. In addition, Lewin’s Unfreeze-Change-Refreeze model was used to guide the changes done by the team throughout this action research. Through constant collaboration, the team and I were able to increase output of our team hence addresses the low productivity issue.