BSBWOR502A: ENSURE TEAM EFFECTIVENESS Assessment tool 2 (AT2) 1. If you were appointed the leader for a newly established team, describe how you would ensure that all memebers of the team knew what they had to accomplish. As a leader for the development of a new team performance plan, the following steps should be considered to ensure roles, duties, and outcomes for each individual is achieved. Roles should be clarified and liased with upper management so members understand their purpose. Conducting meetings, interviews, brainstorming sessions, communication via email, newsletter or other devices.
Though members of the team’s views are heard you may not agree with them, it would be easy to dispute good notions with favouritism. A team they may potentially feel that as a manager you do not have the ability to resolve problems or think of new concepts. Transactional: Transactional Leaders a more target driven. It will be useful to have a transactional leader if you have a perfectly smoothly running office/organisation and the main role for the leader is to ensure nothing changes in any of the procedures to maintain it. This kind of leader has a good working knowledge of all of their staff’s roles.
LEARNING TEAM CHARTER – Course Title | PSY/211 Team Ground Rules and Guidelines What are the general expectations for all members of the team? Each team member shall contribute equally to team projects and assignments. Deadlines set for rough drafts, reviews and final projects should be kept by all members. Check in regularly to the team forum for updates from team members and instructor. Follow course syllabus for course requirements and deadlines.
This will provide a cohesive transition from the paper proposal to the oral presentation. Often proposal are lost because of the oral presentation of the proposal. Ensuring that the information is the same, correct, reliable and understandable is vital to winning the contract. Discuss how a successful debriefing could benefit a company in future proposals (including the areas of importance to discover in debriefing and what information is available to those who were not awarded the contract). There are two types of debriefings that are
You should also ensure that team members are aware that they can contact or approach you at available times. You will need to gather as much information as possible, so things such as employee training histories, projected targets/figures and actual target/figures, time frames for tasks and who is delegated to what tasks. Explain the strategies you might use and give reasons for using these methods. Why do you consider that they are the most efficient and effective ways of involving the team in the problem solution? Individual performance reports, the team member uses it comment on their work.
It is a good decision for any company to be proactive for any unforeseen issues that might arise. Since employees are going to be developed and retained, the recruiters should be looking for specific KSAO’s with an acceptable workforce quality.
This approach also ensures that the best expertise is employed within the functional unit that is assigned with the responsibility to ensure that the crucial project aspects are attended to ensure project success. The disadvantages of the functional organization is the lack of focus given that the functional units have their normal organization work to do. This may lead to pushing off the project responsibilities to do the routine work which has expectations. The time wasted in waiting for one functional team to be done, for another one to take over the project may cause the project to delay or stall. There is poor integration of the functional teams with the various experts showing minimal concern to the allocated
Activity one 1. Describe why teams need to have a clearly defined purpose. With a clearly defined purpose everyone in the team can focus on the purpose and make is possible for the team to achieve the goal more efficiently. A clear purpose allows team members to focus on what is important and what needs to be done. 2.
He presented current issues that the firm was facing, and his opinion that the firm was not operating at their full capacity. Recognizing these factors throughout the case allowed our group to understand the change agent is not subject to be someone with prior experience, but also involves, and is crucial for the individual to have ambition, drive, organizational skills, and ability to measure the company and strive to develop his or her skills further to benefit/fit the needs of the company. This case was a great reminder to our group that creating change becomes real when you believe on a personal level that it is possible. Reflecting back to previous cases, a major factor that made creating change challenging was when individuals were not inspired to evaluate situations and determine alternatives to the way they are working. We understand that this does not necessarily mean that the way an organization is working should always think of ways they can change, but more or less be prepared for situations when it should be happening.
Staff need to be fully aware of what signs to look for. There are agreed standards set out and all staff should be able to follow these to help prevent and protect. Training may also be supplied to help develop a more clearer and detailed understanding. 2.1 - Describe potential conflicts or dilemmas that may arise between the duty of care and an individual’s rights. Individuals receiving care,