Two internationally renowned authors, Joan R. Kadaba and Douglas K. Smith, pointed out in the book "The Wisdom of Team": "Team does not refer to any group that works together. Teamwork represents a series of values, encourages listening, actively responds to others' opinions, provides support for others, and respects others' interests and achievements. "

Investigating a successful team, it is not difficult to find that they all have one common feature: first, the most basic component of the team-team members, are selected and combined and specially equipped; Second, every member of the team is doing something different from other members; Third, team management is to treat each member differently, and through careful design and corresponding training, let each member's personality get continuous development and play.

In this way, the distinct difference between the team and the general collective appears-creating team performance. Where does team performance come from? Fundamentally speaking, it comes from the individual achievements of team members first, and then from the collective achievements. In a word, the team relies on the contributions of individual members and gets tangible collective results. All team members are not required to sacrifice themselves to accomplish the same thing, but to strive to do everything well.

It can be seen that one of the characteristics of the team is that the team members must complement each other. * * * The guarantee to achieve the goals and tasks is to give full play to everyone's strengths and make them have synergistic effects.

The resultant force needs the centripetal force and cohesion of all members. It makes the collective move from the loose collection of individuals to the team, which is the highest state cohesion of team spirit-team spirit.

So what exactly is team spirit? Can it be said that there is such an atmosphere in the collective: the potential talents and skills of team members can be continuously released, so that employees can feel deep respect and attention, encourage frank communication, avoid vicious competition, find the best way to cooperate with their posts, consciously identify with their responsibilities and wishes for a unified goal, and make contributions to it.

Second, the team culture and its characteristics

Team spirit must come from the inner motivation and values of team members. Team culture, as all members of an organization's team have the same values and moral standards, as well as the same spiritual pursuit and code of conduct, which is the external expression of team spirit.

And team culture also has the following functions and characteristics:

1, boot function. It points out the development direction of team efforts and guides team members to move forward towards the team goals set by the team. What the team advocates, what the team members' attention will inevitably turn to. The stronger the team culture, the less detailed rules and regulations are needed.

2. Improve the function. Advanced cultural concepts can improve the aesthetic feeling of team image and increase the added value of team brand.

3. Cohesion function. Team culture recognized by team members, like a banner, makes team members consciously surround themselves, attracts the latter to follow, and also attracts team partners and customers.

4. Incentive function. Lofty culture will produce great thrust, give team members hope and expectation, give partners outside the team the motivation to cooperate, and inspire their confidence in customers.

5, the function is stable. There is an assimilation force in the correct culture, which weakens and transforms some negative "sub-concepts", thus making the correct concept "unify the whole country" and the team in an orderly state, thus running smoothly and effectively.

Third, the relationship between team culture and corporate culture

An enterprise is an economic organization with management as its means and profit as its purpose. The implementation of the survival and development behavior of enterprises as an economic organization, like other social behaviors, is permeated with cultural details. As the spiritual embodiment of enterprise organization and employee behavior, enterprise culture can better reflect the quality of an enterprise. Successful enterprises have a strong culture, that is, all employees identify with and consciously abide by the company's values, systems and behaviors, identify with and love the company's logo and brand image, and have strong internal cohesion. Therefore, it is a strategic choice for enterprises to take the road of sustainable development to cultivate excellent corporate culture, nourish and enhance their core competitiveness.

Project management team, as a collective organized by enterprises to achieve specific projects and phased goals, is also inseparable from the influence of corporate culture. More importantly, it is necessary to establish the team culture owned by the team under the background of corporate culture.

With the formation of team culture, every employee in the team is no longer a loose individual, but a member who has the same understanding of the vision, mission and core values of the enterprise. In the composition of team culture, "vision" is a description of the ideal state that the team wants to achieve in the future, and it is the expectation and pursuit for the future. It can summon and drive members to work hard, and inspire and encourage members to devote themselves wholeheartedly; "Mission" points out the focus and direction of team efforts; "Core values" are some guidelines to guide members' daily behavior and improve their adaptability to the external environment and internal coordination ability. The vision, mission and values of the team are not only slogans, but also must be implemented in the behavior of each team member.

Fourth, the necessity of project management team culture construction

In order to build our team into a passionate and energetic team, we must pay attention to the following aspects:

1, change the attitude of every employee in the team.

The attitude of employees and the vitality of the team determine the fate of the team. Only by making employees change their working attitude can the whole team be dynamic. In fact, for anyone, doing a repetitive job every day will one day become very tired of this job. Therefore, as a team leader, the first thing to do is to make employees enthusiastic about his work and make him like it, which is more effective than any incentive method.

2. Determine and achieve the common goals of the team.

Team goal is the core driving force for the team to form team spirit. To achieve the goal of the team, it is necessary to strengthen the integration of the team and the driving force of the individual.

Ideological integration, enhance team cohesion. Only when managers are highly unified in thinking and have no differences can we ensure that the policies and measures of the enterprise are implemented step by step from the middle level, ensure that the individual strength within the team is consistent with the target direction, and avoid the phenomenon of "internal friction".

Integrate from action to achieve maximum integration within the team. The progress of the team needs to keep up. On the basis of unified thinking, we should train, guide and help the "short board" players at any time, and give full play to the complementary role of the players' skills.

Integrate from the realization of value, and combine individual self-realization with the interests of the team. Individual drive is based on employees' psychological needs such as self-esteem and self-realization, which makes employees eager to constantly improve themselves, give full play to their potential, and actively participate in completing tasks.

3. Create a supportive human resources environment and cultivate the pride of team members.

In order to build a high-performance team, the management should strive to create a supportive human resources environment, including: advocating members to think collectively, leaving enough time for everyone to communicate, and expressing confidence in members' ability to achieve results. These supportive practices help organizations take a necessary step towards teamwork.

Every member wants to have a glorious team, and a glorious team often has its own unique logo. If this logo is missing or damaged, the pride of employees as team members will disappear. The pride of team members is the spiritual motivation that members are willing to contribute to the team.

As can be seen from the above, to build a passionate and energetic team, it is inseparable from the cultural construction of the team.

Five, the method of project management team culture construction

1, repositioning team culture.

Excellent corporate culture produces the same values and sense of identity, strengthens the communication and coordination between employees and departments, and breaks down the barriers between them, which is very important for building the core competitiveness with the whole enterprise as the carrier. Once the values and beliefs in corporate culture are formed, they tend to remain stable for a certain period of time, while corporate strategy and core competence are in dynamic development due to continuous learning, innovation and changes in external conditions. Therefore, the corporate culture accompanied by corporate strategy and core competence in the previous stage will have a great impact on the construction of corporate strategy and core competence in the next stage, and it is often unfavorable in most cases.

The rules of corporate culture limit the ability to work and the effective operation of enterprises, which requires a leading team with the courage to change, which can constantly update and change corporate culture (that is, reposition corporate culture), create a good working environment for talents, and make corporate culture always play an active role in the implementation of corporate strategy and the building of core competence. As a management team, it is necessary to reposition the team culture.

2. Refine the core values of the team

If any organization wants to survive and succeed, it must first have sound core values as the premise of all policies and actions, and the most important factor for team success is to faithfully follow these core values. If these core values are violated, they must be changed.

When positioning culture, the key point is to grasp what you really believe, not what other companies set as values, nor what the outside world thinks should be ideas. This is the core value of the refining team.

Firstly, define the elements of team culture, and then through repeated communication from top to bottom and from bottom to top, finally determine 3~6 as the core values of the team.

3. Combine team culture with human resource management.

It must be clear that the formation of team culture must be combined with the human resource management of the team to a great extent, so that the abstract core values can be integrated through specific management behaviors, which can be truly recognized by team members and conveyed to the outside world through their behaviors, forming a team culture that is widely recognized inside and outside the team and truly establishing the external image of the team.

Combine core values with team selection criteria, implement the requirements of core values in team training, and let team members understand team culture, especially the core values of the team. When formulating post and employee development policies, it is necessary to clearly tell team members that the team only cultivates and develops those employees who are highly compatible with the team culture.

4. Incorporate the requirements of team culture into the performance and motivation of employees.

In the team performance and incentive management system, the content of team values should be regarded as a part of evaluation and incentive content. The specific method is to describe the team's core values in detail with various professional behavior standards, and to achieve the purpose of interpreting the team's core values by encouraging or opposing certain behaviors.

5. The formation of culture should be combined with the system.

Through various flexible and pragmatic communication mechanisms, the core values can be understood consistently from top to bottom, thus truly forming a sense of identity among team members. Symbolic celebrations, ceremonies and commemorative activities can be held, and typical heroes and legends can be set up to clearly tell members what to advocate and encourage, so that members can know fairly well. Of course, this also requires all managers to participate in it and become an example of faithfully practicing the team's core values.

At the same time, we should start to revise the part of the system that is inconsistent with cultural construction, and use core values to guide the revision and improvement of various management systems. According to the requirements of core values, take time to train managers, so as to make corresponding improvements in management methods.

Ending of intransitive verbs

Team culture and team management have a natural and inseparable relationship. Team culture is the product of generalization, summary and refinement in the process of continuous innovation of team internal management, and it is the foundation of team culture construction. Without team management, there is no team culture construction, and it is impossible to cultivate it for the sake of culture.

To build team culture, we must take strengthening team management and innovation as the carrier, market as the guide, public demand as the purpose, economic benefit as the center, and humanized management as the means, strive to shape team culture with its own characteristics, improve the cultural content in team management, closely combine team management with cultural construction, and create an atmosphere of management culture in the team. The construction of team culture must be combined with five aspects: team values should be closely combined with human resource management to fully mobilize the enthusiasm of employees; The concept of team service should be combined with service management, treat people with sincerity, and truly embody the purpose of "customer first"; The management concept of the team should be combined with market competition and advocate striving for first-class team spirit; The concept of team management should be combined with the goal of team management, and strive for standardized and efficient management; Team culture construction should be combined with employees' ideological and political work, and the concept of learning and innovation should be established.

Therefore, we must improve the level of team culture construction through management innovation, and improve the team management taste through team culture construction.