Case Incident 2 some very negative publicity for Burger King Team building retre

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Case Incident 2 some very negative publicity for Burger King Team building retreats are big business. Companies believe such retreats, where team members participate in activities an employee of security systeins company ranging from mountain climbing, to truste-building exercises was award $1.7 million in damages in a lawsuit (where tram members let themselves fall backwards into she claimed she had been spanked on the job as their colleagues' amns), to bon arinspired cooking contests (used by UBS, Hewlett-Packard, and Verizon) can roster etlective teamwork. But why do organizations have ercise. One obsev aski retreats said, "Most of the time, people activities aren't interested in real teamwork is organization's primary activities? Howard Atkins, chief Some companies are taking team-bui financial officer at Wells Fargo, believes that corporate a different direction, having their employees retreats aid team building, which in turn improves company hands-on volunteer work. When the breweries gge performance. At a luxury hotel in Sonoma, California, Molson merged, they wanted to use a t participate in activities that seem irrelevant to the they really want eam-bu Atkins-along with several other corporate exectivescise to acquaint the executive teams, but participated in an exercise in which he and his team had to to go the route of the typical golf outings or they didn't To So they helped Habitat for Humanity build a hs build a bridge out of boxes and unstable wooden planks. the delight of his colleagues, Atkins was able to make it has new n managers participate in various across the bridge. The team succeeded. According to Atkins,jects, such as distributing secondhand medical con in developing countries What I have been trying to do is get them to see the power acting more like a team. It's really a terrific success Partofthe success that Atkins is referring to isthe double questionable whether team-building exero as mountain clinnbing, cooking contests, and fir of the effects of the corporate retreats. "Success more may be better to think of such activities as m ofien than not is a function of execution, and execution is According to Merianne Liteman, a professional really about people, so we invest pretty heavily into our retreat organizer, "Where good retreats have a digit gains in earnings by Wells Fargo-gains that he says are result in improved company financial ple. How heavy is the investment? Wells Fargo paid effect is on retention, on morale, on product Given the level of expense, some Jesperson, CEO of RE./MAX International, says, There productivity boost anytime you h feel better about themselves, they feel better about tbe company, and as a result will do a better job." Questions companies ar continuing their team n-building activities outside the organi- zation. According to Susan Harper, a business psychologist, team-building has definitely gone down. People are reluc- tant to spend money on what they think is not an absolute necessity."Atkins believes otherwise: "I know intuitively the payback here is huge. It's a very small investment to make 1. Do you believe that team-building activities increase productivity? Why or why not? What other factors might be responsible for increases in profitabili for the payback we are going to get. Hard drive maker Seagate takes it even further. Every ing a corporate retreat? year, Seagate flies roughly 200 managers to New Zealand to participate in "Eco Seagate," its annual team-building exercise. The tab? $9,000 per manager. Chief Financial Officer Charles Pope says it's one of the last things he's cut 2. What are some other ways besides those described here to build effective teams and increase teamwork among company employees? How might these ahes natives be better or worse than corporate retreatsé from Seagate's budget. 3. What should companies do about employees w It's clear that companies that invest in team-building ts think they're worth the investment. Sometimes, though, they have unintended consequences. In 2001, a lack athletic talent but are still pressured to partic pate in physical activities with their colleagues? Heow might poor performance by those with low athleac ability affect their status within the organi dozen Burger King employees burned themselves while participating in a fire walk--a team-building exercise that requires teammates to walk barefoot across an 8-foot pit urning-hot coals. The results were injured employees and 4. How might you increase teamwork when team memlen re not often in direct contact with one another you think of any"electronic" team-building exercises Can ures: Based on C. Dahle, "How to Avoid a Rout at the Company Retreat," Nae York Times, October 31, 2004, p. 10: S. Mas orale-athon," Business Wek, April 3, 2006, pp. 110-112: M. C. White, "Doing Good on Company Time," Neaw York Ti C6; and N. H. Woodward, "Making the Most of Team Building." HRMagazine, September 2006, pp. 73-76.

Explanation / Answer

Definitely most of the times team building activities directly increased over and productivity as multiple people are working on same goal. But rather than having satisfaction of opening the new factory, for increasing profitability it also provide better support to the overall organisational structure by properly managing the team and improve the overall market situation

Talent management is basically meant for each and every organisation as we have different aspect of work and extreme diversity in the employees. While having the special ability employees which can directly developer talent for maintaining efficiency as well as productivity of the organisation we can literally increase the level of talent implemented into that specific employee. By having inability to analyse and execute the situation for increasing the overall level of talent inside an employee would be very beneficial for the organisation.

For a larger company executive these jobs is easier as they already have a specific training programs going on for tablet development. For smaller organisations or non profit organisations talent management is very essential as well as it provides Basic support to the overall structure of the organisation and can be very beneficial in maintaining the specific efficiency for reaching the goal.

The specific terms ensure

For increasing the teamwork when the team members have made in direct contact, technological advancement could be used. Definitely increase your level of compatibility as well as efficiency of the organisation and would provide a better support to getting.

Some strategies to approach the talent development are as follows

• Creating atmosphere

By creating an atmosphere which proves the Talent development inside an organisation could be very beneficial in developing different functional brain development moduls.

• Creating a talent development team

By implementing a training development team into your organisation you can boost the overall efficiency of the training development by guiding your employees towards the specific strategies used by your organisation with the help of the training improvement team.

• Evaluation

By constantly evaluating the overall growth of the employees to word the specific development program, easily increase its productivity as well as efficiency to copy specific training and development program which is used to develop the skills of the employees inside the organisation.

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