Explain in details of how would you develop strategies to ensure team members have input into planning, decision making and operational aspects of work team. In order to increase the participation of their team members, managers need to focus on developing new strategies of working with people. They need to create structural flexibility which will enable employees to be more productive and participate within the team. In order to solve problems, to respond effectively to change, and, more importantly to pre-empt change, managers, need employee commitment to both short and long-term organizational objectives. Managers must, therefore, be prepared to invest in their personnel, and, to take some risks at both the personal and organizational levels.
I have the following understandings of the company and I am able to provide recommendations to build a stronger staffing strategy for Tanglewood. The staffing strategy requires making key decisions about the acquisitions, deployment and retention of the organizations workforce. Organizations require a staffing strategy that will provide revenue for company, quality of both employees and products of the company, and create principles that allow the company to be organized. Staffing Levels: 1. Acquire or Develop Talent Tanglewood should do both acquire and develop talent.
Policies, procedures, checklists.. etc. This is to ensure that composistion understands their role and also the role of others in the team. A statement of conduct. Which provides and clarifies employees their new responsibilities, outcomes and most important individual performance. Feedback should be practiced for each individual employees via meetings, or other devices to reinforce team performance and effectiveness with intention of providing motivation for team 2.
* Reflect on the dynamic of the interaction between themselves and those using services. * Develop their own interpersonal skills. * Use their intellectual capabilities to form professional judgements, decisions and plans. It is believed that a whole system approach is necessary for the delivery of effective supervision with senior managers engaged in establishing the supervision culture and expressing this through a clear policy statement which includes a clear commitment to delivering effective supervision throughout the organisation. An important part of this approach is ongoing development opportunities for supervisors and regular opportunities for them to reflect on their practice.
You are responsible for setting work and development objectives for your team and for monitoring performance and achieving business results. Task 1: Explain why it is important for individual and team objectives to link into overall organisational objectives and, use a practical example to demonstrate how this is achieved. Identify the factors you need to take into account when agreeing objectives for your department or work area and when agreeing objectives with individual team members. Given that objectives link together and often overlap, there is a need to agree individual and collective responsibilities for the part everyone will play in their achievement. Identify how you would organise the agreement of responsibilities with team members and colleagues, using examples where possible, and acknowledge the potential pitfalls when this is not done well.
Use and develop systems that promote communication 1. Be able to address the range of communication requirements in own role Within Calon Lan we have to address a range of groups which we have to communicate with, to enable effective communication, evidence of communication and to adhere to each person’s job role. Directors - It is the responsibility of all directors to inform their managers of all company policies and procedures on order for the business to run according to how they want it to be run. It is also essential for directors to have good communication with their managers so that corrects methods of work procedures are put into effect. Good communication practice between the directors and their managers will ensure that the company is run smoothly and that the managers can then ensure that their line staff can work accordingly.
It is the duty of the team leader to identify areas where they feel that the individual can improve and either educate them through one-to-one tutoring by the leader, or book them onto a suitable training course. Make Decisions An important responsibility of a team leader is to make decisions that help the company achieve its objectives. In doing so, a leader may wish to consult their team through in-depth discussion, and it is also a responsibility of the leader to ensure that all discussion is focused and productive, leading toward a decision. Motivation A team leader has the task of motivating his or her team to work toward the objective, boosting morale where it is found to be low through taking the group on a team building activity or identifying
Having an original performance appraisal system in a human service organization is very important. They should be used in any organization or business, but especially in human service organizations for many reasons. Performance appraisal can be viewed as the process of assessing and recording staff performance for the purpose of making judgments about staff that lead to decisions. It is important for managers and leaders of the organization to know what is going on with their employees. The performance appraisal gives the employer the upper hand on what goes on throughout their organization and allows them to make sure that things are done correctly.
The “Domtar Difference,” as it is called, is reflected in the statement, “tapping the intelligence of the experts, our employees.” Employees must be motivated to become involved in developing new ways of doing things. The company was aware that in order to motivate its employees that it would have to supply some type of reward system. The company wanted the employees’ attitudes to change, to be more open to accepting change. The success hinged on internal structural changes. Domtar’s’ managers allowed its employees to be a part of the change not just accept it.
Goal management is about more than just the assigning goals and reviewing of employee performance. It’s about getting every employee to use and develop their talents, skills and experience to help the organization meet its overarching goals. Goal alignment plays a key role in effective goal management. Every employee's role and every employee goal should be tied to the organization's overall strategy, not just to their manager's success. That way you can rationalize conflicting priorities, based on a higher level common goal.