With a “mature” team this approach is quite successful in that team members feel comfortable sharing their views and feel able to ask for help with their work. Another way to monitor work, e.g. with a new team member would be to define and agree with them SMART objectives re the 3 key performance areas and agree to regularly review their progress ensuring they understand what is expected and that help and support is available whenever required. One way to rectify under/poor performance is to talk to the team member and identify a specific area where improvement is required. Motivating your team to perform Abraham Maslow, in the 1940s-1950s developed the Hierarchy Of Needs theory and concluded that individuals are motivated by needs and these must be satisfied each in turn starting with “Biological” before progressing to the next.
When one knows their competencies they can step up and utilize their strengths and leverage others when needed. With my strength for leading and taking initiative, I can take command of a situation while working well with others to critically think through ideas and discuss the quality of the arguments and evaluate potential solutions. My ability to cope with pressure can help me to maintain a calm atmosphere for the group. I possess the ability to network well and that will allow me to seek out others to obtain their point of view. Being innovative will also help with assessing arguments through critical thinking.
When it comes to delegating authority this method can be quite useful when working with different types of individuals. With employees that do not need to be micro managed by delegating authority it can help with keeping them engaged. The leadership team basically gives their employees a certain amount authority to work with so that they are free to act without having to constantly seek approval from management. These individuals can easily end up becoming apart of the leadership team, so using this method is a great way to identify these personnel. When a problem exists a great way to tackle it is to create task force.
The more effort and practice you put in, the mire instinctive your communications skills will become. Communication between people enables us to exchange information and ideas. It also helps people to feel safe, to form relationships and to develop self-esteem. Poor communication can make an individual feel worthless, vulnerable or emotionally threatened. Effective communication is direct because you go straight to your point without no one or nothing in between, so basically you just everything done without interruptions.
Performing Stage The performing stage of team development, sometimes called total integration, marks the emergence of a mature, organized, and well-functioning team. Team members are now able to deal with complex tasks and handle internal disagreements in creative ways. The structure is stable, and members are motivated by team goals and are generally satisfied. Adjourning Stage A well-integrated team is able to disband, if required, when its work is accomplished. The adjourning stage of team development is especially important for the many temporary teams such as task forces, committees, project teams, and
: An effective way of introducing change in a timely manner with minimal disruption. : Can be used to provide feedback (negative or positive) to individuals or groups. : Gives your colleagues confidence in yourself if you are and effective communicator of information and receiver. The stages in the communication cycle are : Sender, information to be delivered, how this to be channelled, how this will be decoded and received. The sender needs to encode the information so that it is fully understandable to their audience or recipient, the sender then needs decide the best method of transmitting the information, the receiver then decodes the information and then responds with appropriate feedback or action.
Having an environment where everyone is treated fairly will result in employees of H&M feel more valued, happy and more willing to give a better service. They are not like physical or technological resources; humans need to be dealt in certain ways, as they are protected by legislations and laws. • Training: In H&M there will be a invariable change of different order of products that the customers wish to purchase, for this reason the staff will have to be trained for any of these occasions. H&M manage their training system by making sure they give relevant teaching for employees to develop key skills and move up in the hierarchy. This will help bring knowledge to employees and give them the
Argyles Communication Theory M1 Argyles Communication Cycle This cycle ensures you to get the message across effectively and correctly, and this is what the communication cycle is: 1. A person has an idea: You have an idea that you want to communicate, for example you see a friend and you already have the idea to communicate with then. 2. They code their ‘message’ (using words or non-verbal means): This is the process of transmitting the information that the recipient can easily understood like for example by choosing the right words, grammar and punctuation, body language and tone of voice. 3.
I should always keep people informed about progress as they may need to know about changes in targets as it allows them to make amendments to the way they handle their work, if they are not informed it may affect their working abilities. The purpose of letting other people know work plans need to be changed is so they can plan sufficient timescales and it gives them time to adapt to the new changes. By giving them notice it increases their chances of completing the task more efficiently and to an expectable standard. The purpose and benefits of recognising and learning from mistakes is so I know where I have gone wrong and I am able to prevent the mistake from happening again. The purpose and benefits of taking on new challenges if they arise is so I am able to put myself to the test by using my strengths and strengthening my weaknesses, this helps me achieve self growth opportunities and gain new skills to use in more challenging situations.
Not only are looking for a theoretical solution to the problem, but implement the solutions proposed by the team. Each member of the group preparing the issue, which he/she wants to talk with others (for professional matters). Action learning method supports the organisation in the face of the need to make breakthrough changes affecting organisational culture. In the team there positive developments on personal development, communication and build trust, focus on the development of the entire organisation. Meetings using the method action learning could take place regularly e.g.