The concept outdoor team building implies a set of consecutive learning experience activities that are mainly conducted in the outdoors with the aim of positively influencing the behaviour of the participant (McEvoy & Buller, 1997:209). According to Wagner et al. (1991:53) this form of team building mainly comprises of centre-based team building programs and wilderness-based team building programs. During CBTB the participants live and eat indoors while the participation in structured team building activities takes place outdoors. In contrast to this, the participants in wilderness-based team building live outdoors and take part in strenuous activities such as rock climbing, mountain climbing, orientation, camping, canoeing and sailing. In the corporate world there is currently a tendency to make use of CBTB to increase organizational effectiveness (Buller et al., 1991:58; Irvine & Wilson, 1994:25; Wagner & Campbell, 1994:4; DuFrene et al., 1999:24; lngram & Desombre, 1999:16; Salas et al., 1999:309-310; WiIliams et al., 2003:45). Notwithstanding the increasing popularity of these programs, there exists much scepticism concerning the real value of CBTB (Gall, 1987:58; Wagner & Roland, 1992:61; Wagner & Campbell, 1994:4). The aim of this study is to determine whether there is a difference between a wilderness expedition and a CBTB with regard to personal effectiveness and group effectiveness. According to Borrie and Roggenbuck (2001:3) the most innovative and comprehensive results of the dynamic nature of outdoor team building programs have been found in the wilderness or a type of wilderness environment, Ewert en McAvoy (2000:15) are of the opinion that the participation in activities in the wilderness can have a significant impact on the individual as well as the group. The test subject is identified by means of an availability sample and is randomly divided ahead of time into a control group as well as two separate experimental groups who participated in the CBTB (Venterskroon, Vredefort Dome) and the wilderness expedition (Central Drakensberg). This study is executed in the form of a quantitative pre-test post-test design (Thomas & Nelson, 2001:321-322). To measure personal effectiveness use is made of the Review of Personal Effectiveness and Locus of Control (ROPELOC) with a Cronbach Alpha-value of between 0,79 and 0,93 (Richards et al., 2002:1-4). The instrument focuses on psychological and behavioural aspects that are key components of personal effectiveness (Richards et al., 2002:1). The ROPELOC consist of 45 questions and is made up of seven main components of which three consist of various underlying subcomponents. The difference can be determined with regard to the main components as well as the underlying subcomponents. For the measuring of group effectiveness use was made of an improved version of Herselman’s (1998:149) group effectiveness questionnaire. It was aimed with this questionnaire to determine the effect of CBTB and the wilderness expedition on group effectiveness, as well as which advantages, if any, it has for the individual. This questionnaire consists of open and closed items on group aspects as well as individual aspects, to determine the participants’ attitude with regard to certain variables before and after exposure to the CBTB and the wilderness expedition. The results of this study showed that both experimental groups (CBTB and wilderness expedition) brought about successful change. With reference to personal effectiveness the paired t-tests showed that the CBTB lead to more change with regard to the main components as well as the subcomponents than the wilderness expedition. This change took place with regard to personal ability and beliefs, organizational skills, overall effectiveness, self-efficacy, time management and the coping with change. With regard to group effectiveness the wilderness expedition lead to more change than the CBTB with reference to group cohesion, leadership development, attitude change, success experience, self-concept, self-confidence and dealing with criticism. To determine whether there was a difference between a wilderness expedition and a CBTB with regard to personal effectiveness and group effectiveness, use was made of a covariance analysis. The results of these tests showed that with regard to personal effectiveness there was only one practically significant intergroup difference, namely stress management, and that with regard to group effectiveness two significant intergroup differences were found, namely creativity and group moral. In all of these cases the CBTB exhibited better. On the basis of these results the assumption that CBTB is more effective than a wilderness expedition, for the improvement of personal effectiveness and group effectiveness, cannot be made. It is recommended that CBTB be given preference if the outcomes of the program is personal effectiveness and wilderness expedition be used to improve group effectiveness. / Thesis (M.A. (Recreation Science))--North-West University, Potchefstroom Campus, 2006

In this essay we have investigated how team building can make a project group more effective towards reaching the goals of the project. With this question at issue we have interviewed a couple of project managers in the event industry that we believed was well suited for this research. The purpose of this essay has been to view if team building is used in practice and if so is used with the purpose to make the project groups work more efficient. To reach our purpose we chose to use a qualitative method with a cross-sectional design and semi-structured interviews.In the theoretical reference frame there is one chapter about the project manager's influence on the project group, definition of team building, definition of the project group and how a team is created, the groups different stages and pros and risks with having a friendly work relationship. Among other things we used the FIRO-model that presents which different phases a group goes through.The study came to the conclusion that team building can make a project more efficient by having a project manager that is enthusiastic. Team building can also enhance the chemistry within the project group and help the group to get to know each other in a simple way. For example having lunch together or that the company organizes kick-offs before the project goes into intense periods. The study also came to the conclusion that it is good for the group to get to know one another as long as they stay professional in their work role. It is important that the project group is not afraid to speak their minds to help the project grow.This paper is written in Swedish. / Denna uppsats undersöker hur teambuilding kan effektivisera en projektgrupp mot att nå de uppsatta målen i projektet. Med denna frågeställning som grund har vi intervjuat ett flertal projektledare i eventbranschen som vi ansett passat in i vår studie. Syftet med studien har varit att se om teambuilding används i praktiken och om det i så fall används med syfte att effektivisera projektgruppens arbete. För att nå vårt syfte valde vi att använda oss av en kvalitativ metod med tvärsnittsdesign och semistrukturerade intervjuer.I den teoretiska referensramen har vi med avsnitt om projektledarens påverkan på projektgruppen, definition av teambuilding och projektgruppen, hur ett team skapas, gruppens olika faser samt fördelar och risker med att ha en vänskaplig arbetsrelation. Vi använde bland annat FIRO-modellen som visar på vilka faser en grupp genomgår.Studien resulterade i att vi funnit att teambuilding kan effektivisera projekt genom att ha en projektledare som är entusiasmerande. Teambuilding kan också hjälpa till att skapa personkemi inom gruppen och hjälpa gruppen att lära känna varandra genom ett så enkelt sätt som att äta lunch tillsammans eller att företaget anordnar kick-offer innan intensiva perioder i projektet. Det som studien kommit fram till är att det är till projektets fördel att gruppen lär känna varandra så länge de håller sig professionella och fortfarande inte är rädda för att ge varandra konstruktiv kritik som får projektet att växa.

Fourteen years into democracy, South Africans yet need to transform into a truly united society. Transformation entails meaningful change and requires new mindsets, behaviours and worldviews. In this country, such change hinges on interaction and communication between all South Africans to facilitate insight into the unfamiliar lifeworlds and beliefs of others. In 2005 Dr. Steve Booysen, Group Chief Executive of the Absa Group, initiated an internal choir festival as a platform for social interaction and team building of staff across all cultures, age groups and post levels in the bank. This happened in the process of the Barclays Bank investment of billions of rands that would translate to its controlling share in Absa. Recognising the merge as a potential threat to the morale of the Absa work force, Booysen envisaged the choir project as a means to support staff during this phase of transformation in the bank. This study links theories relating to organisational development and the inherent power in music and musicking for positive change. The questionnaire (administered in three interventions between 2006 and 2008) was the primary instrument for obtaining data for this study. Absa’s choir project (the first of its kind in South Africa and possibly elsewhere in the world) offers unique possibilities for investigating the positive effects of musicking, and in particular choral singing, within a corporate environment. For optimal functioning, societies rely on their citizens to trust each other and share a civic culture. With the exception of the Indian community, choral singing is a practised tradition across all cultures in South Africa and thus presents a possible vehicle to promote healing and nation building in post-Apartheid South Africa. Genuine communication between citizens from all cultural backgrounds could help liberate South Africans of superficial prejudgments of each other. Where the inability to speak the others’ language(s) inhibits authentic communication, choral singing proffers unique opportunities for shared communicative experiences. Should choral singing prove to be an appropriate key to unlock such experiences for South Africa of differing cultural and language backgrounds, then choral singing is of great value to this society. / Thesis (DMus)--University of Pretoria, 2010. / Music / unrestricted

After ten years of experience as team building consultant, a literature study, an overseas study tour and the attendance of several national and international seminars on the topic, pointed out that adventure as educational tool is founded in Human Movement Science. This emerging phenomenon draws on knowledge from several disciplines. This interdisciplinary character causes confusion and uncertainty amongst practitioners. Team building is relevant especially when people have to manage the consequences of a changing environment. Contemporary science calls for a different approach to practice which coincides with the demands of a changing business environment. Adventure experiences can be optimised to the level of an educational tool. The educational value of adventure is not a recent phenomenon but can be traced back as far as ancient Greek philosophers like Plato (427 B.c.) and Aristotle (384 B.c.). This was rediscovered by a German philosopher and educator Kurt Hahn (1886-1974) who founded Outward Bound. In 1970 Outward Bound principles were integrated within a high school Physical Education curriculum. The success of Project Adventure made adventure experiences accessible to other disciplines including organisational development through team building. Whenever adventure experiences are optimised to a learning experience it is referred to as adventure related experiential learning. This process consists of a macro and micro phase. This study argues that adventure related experiential learning has it's roots in Physical Education and therefore holds the potential to act as interdisciplinary and intradisciplinary bridge in Human Movement Science. The aim of this study is to revitalise the image of a discipline that became fragmented. / Na tien jaar praktykverwante ervaring as spanboukonsultant, 'n oorsese studiereis, literatuurstudie en die bywoning van internasionale en nasionale kongresse oor die onderhawige onderwerp, wys daarop dat avontuurgerigte spanbou binne die menslike bewegingskundige vakterrein gefundeer is. Hierdie ontluikende belangstellingsveld toon 'n sterk interdissiplinere karakter en dit veroorsaak verwarring en onsekerheid by operateurs. Veranderingsbestuur is 'n gemeenskaplike doelwit van spanbouprogramme. Die eise van 'n ontluikende wetenskapsfilosofie stem ooreen met die eise van 'n veranderende besigheidsmilieu. Avontuurbelewing kan as opvoedkundige hulpmiddel aangewend word. Die gebruik van avontuurbelewing vir opvoedkundige doeleindes kan teruggevoer word tot anti eke Griekse filosofiese sienswyses (Plato 427 v.C. en Aristoteles 384 v.C. ). Die opvoedkundige waarde van avontuurbelewing is deur 'n Duitse filosoof en opvoedkundige Kurt Hahn ( 1886-197 4) herontdek. Hahn se opvoedkundige idees is praktykgerig gelmplementeer onder die vaandel van Outward Bound. Die Outward Bound-beginsels is in 1970 met 'n liggaamlike opvoedingkurrikulum by 'n hoerskool in 1970 gelntegreer. Dit het as Project Adventure bekend gestaan. Die sukses van hierdie program het vinnig uitgebrei na ander dissiplines, onder andere korporatiewe spanbou. Wanneer avontuurbelewing tot leerervaring geoptimaliseer word, word daarna verwys as avontuurgerigte ervaringsleer. Hierdie gebeure-georienteerde proses bestaan uit 'n makro- en mikrofase. In hierdie studie word geargumenteer dat die oorsprong van avontuurgerigte ervaringsleer tot Liggaamlike Opvoeding teruggevoer kan word. Daarom kan avontuurgerigte ervaringsleer interdissipliner en intradissipliner brue slaan vanuit die Menslike Bewegingskunde. Die doel van hierdie studie is om opnuut impetus te gee aan 'n vakterrein wat gefragmenteer is. / Dissertation (MA)--University of Pretoria, 1997. / Biokinetics, Sport and Leisure Sciences / MA / Unrestricted

Gaps. Building an effective team and optimizing team functioning in sport is an important, albeit complex and challenging endeavour involving several processes (Bloom, Stevens, & Wickwire, 2003; Collins & Durand-Bush, 2010; Yukelson, 1997). Unfortunately, our knowledge of what constitutes optimal team processes, and how these are developed and maintained within specific sports, remains limited. Although several frameworks targeting a few or several group processes have been put forth in the literature, limitations regarding their theoretical foundation, comprehensiveness, and application have been identified. Collins and Durand-Bush (2015a) made a call for grounded theory research in order to provide an in-depth understanding of team processes required for optimal functioning in specific sports. Given that none of the existing frameworks in the literature have been developed using a grounded theory approach, and none have been tailored to meet the needs of particular sports, this type of inductive research is warranted. Aims. This dissertation had two general aims. The first aim was to critically review theoretical/conceptual frameworks in the literature directly or indirectly addressing team processes in sport and derive implications for professional practice (Article 1). The second aim was to use a grounded theory research approach to investigate (a) factors that contribute to the development and maintenance of optimal team functioning within high performance curling (Article 2), (b) strategies used by high performance coaches and athletes to optimize team functioning (Article 3), and (c) specific roles that curling coaches play in this process (Article 4). Methods. To address the first aim, a critical review of frameworks targeting team processes that were used to guide research and/or practice in sport was performed by first identifying frameworks by searching electronic databases, then doing a content analysis to identify specific team processes that were explicitly reported or could be implicitly inferred based on the literature, conducting a second level of analysis to extract broader team processes, followed by a third level of analysis to identify general themes, and finally comparing specific team processes, broader team processes, and general themes. To address the second aim, a constructivist grounded theory approach (Charmaz, 2006) was used to collect data from 19 high performance curling teams (N = 78 athletes and N = 10 coaches). Of these, seven were men’s teams, 12 were women’s teams, and the 10 coaches were men. Overall, data collection and analysis involved eight steps: (a) conducting interviews (face-to-face focus group interviews with teams of athletes and individual telephone interviews with coaches), (b) transcribing the data (c) reflecting and writing memos, (d) coding the data, (e) performing multiple coder checks, (f) verifying and re-coding the data, (g) developing the grounded theory model, and (h) verifying the model. Results. As indicated in Article 1, seven frameworks used to guide research and/or practice in sport were identified. Three frameworks were borrowed from general psychology while the other four stemmed from the sport psychology literature. On average, the frameworks targeted five general themes (e.g., roles/norms, personal characteristics), six broader team processes (e.g., establish roles, identify team characteristics,) and the outcome of cohesion. The general theme pertaining to roles/norms was the most prevalent one as it was addressed in six out of the seven frameworks. One of the least prevalent general themes related to goals; it was only discussed in two of the seven frameworks. Results show that all of the frameworks were developed using a deductive approach. Article 2 shows that developing and maintaining optimal team functioning in high performance curling is a dynamic process involving numerous factors that influence each other. The Optimal Team Functioning (OTF) model was inductively created to outline key attributes (N=4) and processes (N=17) deemed necessary by high performance curling coaches and athletes for optimal functioning within different contexts. The model comprises eight components under which attributes and processes are grouped: (a) Individual Attributes, (b) Team Attributes, (c) Foundational Process of Communication, (d) Structural Team Processes, (e) Individual Regulation Processes, (f) Team Regulation Processes, (g) Context, and (h) Desired Outcomes. The OTF model is unique because it is comprehensive, sport-specific, inductively derived, and applicable with a strong focus on actions. As seen in Article 3, coaches and athletes reported using many strategies to develop and sustain optimal team functioning. A total of 155 strategies were linked to the eight aforementioned components of the OTF model, which can be targeted when working with teams. Both individual (e.g., journal, apologize for mistakes, do self-assessments) and team strategies (e.g., establish a decision-making process, establish a support team, discuss leadership behaviours) were identified, some of which served multiple purposes (e.g., create a player contract). Unique to the present study was the importance of individual regulation strategies, suggesting that team building interventions should focus on both the team itself and individual members. Communication was involved in most of the strategies, thus methods aimed at enhancing communication within teams should be prioritized. Finally, Article 4 demonstrates that coaches played five major roles in optimizing team functioning: technical/tactical specialist, mediator, facilitator, manager, and motivator. Both coaches and athletes saw value in each of these roles, however, they did not necessarily perceive the importance and characteristics of these roles the same way. Perceptions were dependent on athletes’ needs as well as both coaches and athletes’ personal characteristics and competencies. In order for coaches to effectively help teams optimize functioning and achieve desired outcomes, specific training should be provided as both coaches and athletes reported that skills and attributes to successfully perform roles were sometimes lacking.

This thesis called Start Building an Economically Stable Business deals with those activities which may not be forget by any future entrepreneur. From the initial idea, through the organization of the future business to the rules of competition. It is aim was to outline the readers pitfalls that they may be in efforts to build their own business wait to highlight the places where often there are problems and conflicts and to propose solutions to prevent such situations, or is directly addressed. Consequently, these findings are applied to the company Hightech Development Ltd. like the improvements in the design of the existing distribution system.

This study is about the recruitment process. It started with a big picture of Work-life and narrowed down at the beginning of the career when candidates are applying for a job. There are different problems in the recruitment process. It is a stressful and uncertain experience for candidates. Also, the organizations will take damage by selecting an inadequate candidate. And, the recruiters have a hard time making a decent decision. This study investigates how to improve the experience of the stakeholders of candidates, organizations, and recruiters. The model of the design innovation process is the methodology of the project. The result is a candidate workshop framework that is a tool to get a deeper understanding of candidates. Designing a workshop can help to select an adequate person when there are the last few candidates. This workshop is complementary to a job interview, which can be before or after the job interview. It can be a physical or remote workshop. The workshop is about testing the abilities and soft skills that are not easy to measure by a traditional job interview. As a result, this solution can create an opportunity to gain better experience as teams and organizations meet people who are going to work with, and candidates get better feedback.

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There are a number of organisations offering Employee Wellness Programs (EWPs) to South African companies, while other businesses have established their own in-house EWPs. Broadly speaking, EWPs are designed to promote employee wellbeing in order to increase productivity. The purpose of this qualitative research study was to determine whether a music therapy intervention could address employee wellness needs. A single music therapy workshop was conducted with five participants who were employees at a South African Employee Wellness Organisation. The workshop comprised active and receptive music therapy techniques. Participants were interviewed in a focus group after the workshop. Data were prepared by means of thick description and transcription and were analysed using thematic analysis. The following themes were identified: ‘making and feeling connections’, ‘navigating boundaries, ambiguity and change’, ‘quality of group music-making’, ‘the workshop experience’, ‘personal development’ and ‘team building’. Findings indicate that the music therapy intervention addressed wellness needs associated with personal development and team building. Reflection was shown to have a significant relationship with both personal development and team building. Other notable relationships within these categories included stress-relief, acknowledging diversity and increased trust in the group. A model was proposed illustrating the embedded and interconnected conditions present during the workshop that addressed the employee wellness needs of team building and personal development. / Dissertation (MMus)--University of Pretoria, 2018. / Music / MMus / Unrestricted