1. The document discusses team building and leadership through a case study using mathematical concepts. It uses diagrams to represent ideal and actual teamwork, showing how team member efforts can be directed in different ways. 2. An example is given comparing the movement of an object to teamwork, showing how maximizing forces in one direction can help achieve goals. 3. Key factors that influence teamwork such as communication, leadership style, and attitudes are examined, along with solutions like improving communication and involvement in decision making.

1. 1
TIKESHWAR MAHTO,
DY. Director of Mines Safety
Bilaspur Region (India)
tikeshwarmahto@yahoo.co.in
TEAM BUILDING & LEADERSHIP
:-A CASE STUDY
ABSTRCT
In mining profession, many of us aim to lead a large team with prestigious
responsibilities. For making a team productive, just being a boss is often not good
enough. You have to learn to be a good leader. Only a good leader can extract the
maximum from his work force and help them grow.
Mining Industry is a manpower based industry. Works are shared by different sub-
groups or sub-teams like Mining (or excavation), Electrical & Mechanical etc. and
which are led by the sub-team leaders like Asst. Managers (for mining), Exec.
Engineers (for E & M). Overall mine is led by the Mine Manager. We can say this a
Leader of whole system (i.e. Mine), who is sole responsible for leading the sub-
teams effectively and efficiently. Our main aim is to produce coal effectively,
efficiently and safely. Effectively means achieving our Target or Goal and
efficiently means economically and also safely means not at the cost of any life.
Hence, a Mine Manager has vast responsibility to lead the team. Some leaders
make the mistake of keeping all the controls of the work that their team performs
with them. Managers must learn to delegate work, else they can never grow. They
must groom team members to function independently and take decisions on
smaller pies of the whole task. Thus you can encourage people by giving them
more power, and at the same time, freeing your time to take larger strategic step
from the growth of your team.
Sub- teams or team members (for small team) are strengths (or forces), which
are applied to achieve the Target or Goal. The direction of application of these
strengths or forces is controlled by the Team Leader or Manager. It means the
Strengths (or Forces) of sub- teams or Team –members should be applied united
in such a direction that the resultant of these strengths is maximum and our
Target becomes easy.
For example – a single finger of a hand has no importance unless all fingers of the
hand are united and maximum strength or force of fist appears when all fingers
apply their individual strength united in pre-decided direction.
In this paper, the author is going to explain this concept mathematically in
subsequent pages.

2. 2
An example of a problem of Physics showing different forces applied to
move a body lying on the ground. The author is trying to correlate this
with `Team work` in an organization to achieve the Target.
Suppose a body (target) having mass `M` is lying on the surface. This body is to
be pushed forward by applying forces like F1, F2 and F3. This is our target or aim
or goal. The maximum force required to push the body is
F= ηR,
where , F = Resistance or frictional force offered by the ground, η = co-efficient
of friction,
And, M = weight of the body, R = Total vertical ground resistance
Direction of these forces applied on the body to push forward are as follows;
F1 = at an angle of `θ1` from horizontal ,F2 = at an angle of `θ2` from
horizontal
F3 = at an angle of θ3` from horizontal
Now resolving F1 , F2 and F3 in horizontal and vertical direction we get,
FH = F1 Cosθ1 + F2 Cosθ 2 + F3 Cosθ 3, and FV = F1Sinθ1 + F2 Sinθ2 – F3 Sinθ3
Assuming θ2 = 0 means , F2 is acting parallel to horizontal plane
i.e. FH = F1 Cosθ1 + F2 + F3 Cosθ3 , and FV= F1 Sinθ1 – F3 Sinθ3
Hence, R (total ground resistance) = M (weight of the body) + FV
Or, R = M + F1Sinθ1 – F3 Sinθ3, and , F = ηR = η (M + F1Sinθ1 – F3 Sinθ3 )
So, in any case FH > F , for moving the body. Hence, if , FH > F, Or FH > η R,
Or,( F1 Cosθ1 + F2 + F3 Cosθ3 ) > η ( M + F1 Sinθ1 – F3 Sinθ3). Therefore , to
satisfy this condition ` θ ` should be minimum i.e. θ ≈ 0
If ` θ1 = θ2 = θ3 = 0 , then FH = F1 + F2 + F3 and FV = 0 ,Thus F = η M
It means all forces F1, F2 and F3 should act parallel (uni-direction) to the
horizontal plane to maximize the resultant of three forces..
TARGET
F = ηRM
F
1
F
3
F
2

3. 3
So, in the above problem loss of efforts (forces) have been minimized in the
useless activities (i.e.FV = vertical forces) and the Goal setting efforts or forces (i.e.
FH = horizontal forces) have been maximized to achieve the target (i.e. FH > F). All
forces or efforts were made uni-directional and effective by minimizing the useless
forces (i.e. FV = 0). This technique can be also used in `Team work` to align the
team efforts in pre-decided direction to achieve the goal.
Mathematical Model of an Ideal Team Work
FIG: 1
Sub- Team `A` = A small team or an individual member having strength or
capacity ` FA `
Sub- Team `B`= A small team or an individual member having strength or
capacity ` FB `
TARGET
F = ηRM
F
1
F
3
F
2
TEAM
WORK
Sub-
Team-A
`A`
Sub-
Team-B
`B`
Sub-
Team-C
`C`
Sub-
Team-D
`D`
Sub-
Team-E
`E`
AIM OR GOAL
AIMLESS
DAMAGE
FA
FC
FD
FB
FE
Green
Minded

4. 4
Sub- Team `C` = A small team or an individual member having strength or
capacity ` FC `
Sub- Team `D` = A small team or an individual member having strength or
capacity ` FE `
Sub- Team `E`= A small team or an individual member having strength or
capacity ` FD `
In ideal team work , sub- teams or team members work in pre-decided direction (
means uni- direction ), as shown in the above figure. It means every team
members has single motive or goal. There is no any energy loss or wastage of
efforts of team members in aimless or damaging activities. Total team is
structured, united, punctual, sincere and positive attitude towards their goal.
Hence, the author has denoted all the team members with same colour i.e. green.
Mathematical model of an Actual Team Work in
Practice
FIG:2
Sub- Team `A`(Dark Green) = A small team or an individual member having
strength or capacity `FA`
TEAM
WORK
Sub-
Team
`A`
Sub-
Team
`B`
Sub-
Team
`C`
Sub-
Team
`D`
Sub-
Team
`E`
θ1
θ2
θ3
AIM OR GOAL
AIMLESS
FA
FC
FD
FB
FE
Red Colour
DAMAGE
Green colour indicates positive attitudes, sincerity, honesty,
unanimity and a good co-ordination & co-operation among team
members and team leader
Dark Green
Light Green
Light Green
Yellow

5. 5
Sub- Team `B`(Light Green) = A small team or an individual member having
strength or capacity ` FB `
Sub- Team `C`(Light Green) = A small team or an individual member having
strength or capacity ` FC `
Sub- Team `D`(Yellow colour) = A small team or an individual member having
strength or capacity ` FD `
Sub- Team `E`(Red colour) = A small team or an individual member having
strength or capacity ` FE
In actual team work , which is in practice is totally different from Ideal team work
as shown in the above figure, where efforts of sub- teams or team members are
not applied uni- directionally (or pre- decided direction). They are divided on their
goal. Some members are partly inclined towards their goal. Some are doing totally
aimless activities and some are having totally damaging attitudes, as shown in the
above figure. Due to this reason, the Team becomes unable to achieve the goal or
target. And all this happens mainly due to ineffective and inefficient Team leader.
A Team leader has great role in channelising the efforts of team members in the
direction of path of success.
In the above figure, the author has denoted different sub- teams or members with
different colours. Dark green colour shows total devotion of team member towards
their goal, Light green colour means partly devoted towards their goal, yellow
colour shows total aimless attitudes and red colour shows totally aimless and
damaging attitudes
Dark Green colour indicates positive attitude, sincerity, honesty,
unanimity and a good co-ordination & co-operation among team
members and team leader.
Light Green colours indicates some negligence, carelessness
towards their duty and responsibility.
They are not fully devoted.
Yellow colour indicates total aimless attitude. Such type of persons
take salary from the organization, but their contribution to the
organization is zero. Their duty is only for time pass.
Red colour indicates totally aimless and damaging attitude. Such
type of persons are very dangerous for the organization.

6. 6
Solving the above mathematical concept
FIG:3
Separating `Team work attitudes (Dark green) , `aimless attitudes (yellow )` and
`damaging attitudes (Red colour)`of sub- teams or team members as shown in
the above fig. : 3, we can analyse the team efforts. This figure also separates
weaknesses and strengths of the Team. This figure also shows efficiency of team
work
Sub-
Team
`D`
Red
TEAM
WORK
Sub-
Team
a
`A`
Green
Sub-
Team
`C`
Sub-
Team
`B`
Sub-
Team
`E`
Sub-
Team
`B`
Sub-
Team
`C`
Sub-
Team
`E`
AIM OR GOAL
AIMLESS
DAMAGE
`A`
Yellow

7. 7
THE EFFORTS APPLIED BY THE SUB-TEAMS OR TEAM MEMBERS AS
INDICATED ABOVE CAN BE WRITTEN IN ALGEBRIC FORM
FIG:4
In algebraic form, the resultant of different forces acting on the body is ,
→ → → → → →
R = FA + FB+ FC + FD + FE
Team efforts = FA + F`B + F`C
Damage of Team work = F`E
Aimless efforts = F``B + F``C + FD + F``E
The fig:5 shows the algebraic sum (or Resultant) of team efforts. The resultant
`R` (team effort) is having both `aimless & damaging efforts` and goal efforts`
So, it is Team leader, who can convert the aimless and damaging efforts of the
team members into goal efforts, as shown in fig: 6,below. That is total team
members can be made uni- directional and uni- colour.
FA F`B
F`CF`E
FD
F``B
F``C
F``E
AIM OR GOAL
DAMAGE
AIMLESS

8. 8
FIG:5
RESULTANT OF ABOVE MENTIONED ALGEBRIC FORM
So, here is the role of a leader to change the Aimless & Damaging attitudes of
team members into goal efforts.
FIG:6
RESULTANT OF ABOVE MENTIONED ALGEBRIC FORM CHANGED ,DUE TO QUALITY LEADERSHIP
F
AIM OR GOAL
TEAM
WORK
R
AIMLESS
TEAM
WORK
F
AIM OR GOAL

9. 9
Factors behind poor team work and poor leadership damaging the motto
of the organization are as follows.
 Vast communication gap among the team members and team
leaders;
 Bossism and dictatorship ;
 One way communication ;
 Not caring personal and practical problem of team members;
 Lack of friendliness between team leader and team members;
 Lack of familism.
 Written disciplinary action against team members;
 Lack on unanimity on decision making;
 Job dissatisfaction of team members;
 Lack of job delegation.
 Hard and fast rule.
 Leading from back.
 Deviation from Line Management.
 Passing down the orders or Instructions of higher officials without
filtration or purification
Following points to be remembered for a good leadership and
good team work
1.No any communication gap should be there among team
members and team leader. -- It is necessary to communicate to everyone
working under you about things that are going on in the company. Deciding things
on your own and not bothering to inform or communicate can be de-moralizing to
the team. In fact, it is nice to involve team members in the decision making
process.
2.``Boss is always right ``is not true at current scenario.-- When
a person is leading a team, he should forget about his status and behave like a
friend. Team members should feel free to discuss any thing with the leader and
the leader should involve team members in the decision making process. Written
instruction without any discussion among team members and leader is dangerous
for the organization and the team. It is very common in public sector organization.
3.Two way communication system.--
Whatever the team leader tells, the team members should listen and
whatever the team members tell, team leader should also listen
patiently.

10. 10
Team leader should care about personal problem and also
practical problem at work place.- You make to realize that you are
always with team members.
4.A great leader touches the heart of his followers, and not the
body.--It is the great quality of a great leader. A leader who becomes successful
in touching the heart of his followers/ sub-ordinates/team members, his aim
/target/goals become easier. There should be no any communication gap among
the leader and team members. They should behave like friends. A `praise` or
`thank you` takes very little time to say, but is remembered and treasured by the
receiver. Appreciating people on tasks `well done` should be something the leader
should make a point to follow. It keeps the team inspired and spirited.
5.The organization is like a family. ---The organization is a family and all
employees including top officials are family members. Higher officers should
behave like guardian (family head) with the other members of the organization.
When a senior officer comes for visit or site inspection, he should shake hands
with the site in charges and other employees. It reduces the communication gap
and feel free to express any thing or any problem with the higher officers (or team
leader) , so that the problem will come out and will be immediately solved. In
public sector organization, it is main problem. A public sector officer comes for
inspection like an Inspector. Every body will be in fear that there should be no any
mistake during the inspection. No body wants to share the problems with such
type of officer (or team leader). And this is not good for growing organizations.
6.Written disciplinary action is like a cancer and oral punishment
is like a boon.
The written disciplinary action against the team members (or any employee)
damages team work and it effects directly on the `Goal` of the organization. His
motivation changes from constructive to destructive. But, if he gets oral
punishment his motivation level becomes doubled. He becomes inspired and
spirited. He corrects his mistakes not to reoccur in future and tries more and more
for the organization. Generally no body does mistake intentionally.
7.Unanimity on decision making;
Unanimous decision` is mere a phrase of story book in Public sector organization.
Team leaders just pass the order and do not think necessary to take suggestion
of team members on decision making. Every team member should take part in
decision making. This is also the one of the main reason for the public sector to lag
behind. Private sectors take benefits of this technique to manifold the goal or aim.

11. 11
8.Job satisfaction of team members;
Good remuneration is not the only factor to satisfy the employees. Other factors
also necessary for job satisfaction are:-
 : Excellent work place,
 : Good leadership,
 : Good working relationship etc.
9.Job delegation;
Job delegation means decentralization of Authority, power and Decision making to
subordinates, sub-team leaders or team members. Some leaders make the
mistake of keeping all the controls of the work that their team performs with
them. Groom your team members. Managers must learn to delegate work, else
they can never grow. They must groom team members to function independently
and take decisions on smaller pies of the whole task. Thus you can encourage
people by giving them more power, and at the same time, freeing your time to
take larger strategic step from the growth of your team.
10. Flexibility in decision making:
There should be no hard and fast rule for team members. There should be some
flexibility at implementation level. Otherwise sub-team leaders or team members
will not be satisfied from their jobs and they will be like a postman.
11. Leading from front:
The author has observed that, in Public sector organization Team leaders generally
lead from back. They just pass instruction to sub- team leaders or team members.
They do not bother about the hardship or difficulties of team members. They want
only result. If the team becomes failure, total blame goes on team members. They
get disciplinary actions, humiliation, torturing etc. Team leader does not take
responsibility of failure. Therefore, the team leaders should be front leading like
our freedom fighter leaders Mahatma Gandhi, Subash Chandra Bosh etc., to make
the team successful. Front leaders can understand the difficulties, problems of the
team. It will minimize the communication gap among team leader and team
members, and the task will be easier.
12. Following Line Management principle:
One Sample example of Line Organization at area level is shown below.
GM - AGENT - MANAGER-ADDL. MANAGER/ OR DY. MANAGER --
UNDER MANAGER -OVERMAN--MININING SIRDAR--WORKMEN
In Line Organization every person should behave and perform their duty as per
Line Organization and don`t deviate from line. No body should pass instruction
bypassing or overtaking their sub-ordinates. This type of attitudes makes
encroachment into the authority and power of sub-ordinates, which causes
paralysis in their working attitudes and enthusiasm. They become jobless, relaxed

12. 12
and unhappy with their jobs. It is shown in below chart `How the people make
encroachment into the authority and power of their sub-ordinates`?
One example of Line Organization in Opencast Working in which a Manager of the
Mine gives instruction to sub-ordinates deviating from Line Organization.
MANAGER-ADDL MANAGER/ OR DY. MANAGER -OVERMAN --
WORKMEN
In the above Organization chart a Manager gives working instruction directly to
Overman or Workmen bypassing his sub-ordinates (Addl. Manager or Dy. Manager
or Under Manger). What happens, if this occurs in the Organization?. The
bypassed sub-ordinates become idle, jobless and unhappy with their jobs. Their
Team work becomes a one man team. So, the author’s suggestion is that every
instruction should pass through their immediate sub-ordinate.
13. Filtration of every instruction of higher officials before
passing it to the sub- team leader or team members:--
The atmosphere at implementation level should be cool and peaceful.
The harsh instructions and orders of higher officials should be filtered
at many levels before reaching finally to implementation level. If it
does not happen, the team leader and team members will feel
discomfort at work place and their target will be difficult to achieve.
One simple example of `Filtration of instruction` at Project level is
shown below.
Agent (Addl. GM)`s Order or Instruction
↓
Manager
↓ Filtration level- 1
Asst. Manager
↓ Filtration level- 2
Overman
↓ Filtration level-3
Workmen

13. 13
Here, author has put an idea of `Filtration instruction` based on his
own practical experience. Filtration instruction` means filtration of
crudeness in instruction. It is quality of team leaders or sub- team
leaders, which purify or filter the harsh order or instruction of their
higher officials before passing to the team members or workmen. If a
team leader passes the orders or instruction of their higher officials in
the same tone to their team members, it shows his immature
leadership.
Conclusion
Progress of any Organization depends upon the style of management
at different levels in the organization. The Organization spends huge
amount of money in the form of salaries to their Qualified Leaders
(Line Managers). Direction of progress of the Organization is decided
by the Decision making of Line Managers. And a good `Team work and
Leadership` quality of the Line Managers decides the path of the
success of the Organization.
Declaration :
All the observations made by the author in this article are personal and
not necessarily to the organization.
TIKESHWAR MAHTO
Date 26-1-2014 DY. Director of Mines Safety,
Bilaspur Region (India)
+917898033693
tikeshwarmahto@yahoo.co.in