Running head: Technology Implementation 1 Technology Implementation MonaLisa Void TEC 401 February 5, 2012 Doug Brtek Running head: Technology Implementation 2 At some point change is inevitable in today’s organizations. In order to survive and stay competitive with the competing organizations, it is imperative to stay abreast of any new technology available. As a manager, it is imperative to follow the necessary steps when implementing new technology into an organization. It
Whether it is one or more issues at a time, they juggle each one to resolution. Behavior approach has two categories task and relationship. Knowing how to complete tasks is an important key for leaders, especially for deadlines to meet. Leaders also need to know how to include staff efficiently on the assignment to be finished, and have already a connection to each individual to be an effective leader. This approach strength is multitasking to get the job complete.
Investing feedback in developing team cohesion is vital for the teams dynamics to work, because it inhibits or enables employees to be more productive. Feedback maintains focus for team cohesion, builds strong relationships and trust for the team 3. Teams can actually work against each other if they are not managed well. How can you ensure that the teams within your organisation work
When goals are supported by plans then it is possible to help the team to reach the target which is deliver quality standards to customers. We need to first break the goals into smaller achievable, measurable steps. We need the members to be clear about the actions they need to take in order to achieve the goals, the goals that involves customer service, objectives and standards has to be clear. Time frame, milestones and deadlines has to be identified. Specific roles will have to be given to individual team members and allocate resources that help goals to be achieved.
It is important that staff work as a team and give support to one another. Teams take time to work well and it’s success will depend on how well the team is managed, ground rules should be established that will ensure people can work together in most situations e.g. * Recognise that every team member, regardless of their role or status, has an essential contribution to make. * Always ask for advice and clarify anything you are not sure about. * Find out the ways decisions are reached and the team members that should be included.
Things have to make sense in my own mind before I make a decision. Keirsey also states, “In their careers, Masterminds usually rise to positions of responsibility, for they work long and hard and are dedicated in their pursuit of goals, sparing neither their own time and effort nor that of their colleagues and employees. Problem-solving is highly stimulating to Masterminds, who love responding to tangled systems that require careful -1- sorting out. Ordinarily, they verbalize the positive and avoid comments of a negative nature; they are more interested in moving an organization forward than dwelling on mistakes of the past.” I agree with
AT3 project-BSBWOR502A 1) Establish your team and the team’s performance plan A group of people does not nesessarily constitute a team. The first and most important task is to mould this group of people into a cohesive team. The first stage in developing a positive and efficient working team involves the developement of a range of stratergies that will assist in establishing both productive and positive relationships within that group so that it becomes a team. The initial stratergy will be involvement of team members in the establishment of the team’s goals and objectives, which encompass both the Mission and Vision statements. The mission statement is a written statement that states your team’s purpose and helps to inspire and motivate your team; the vision statement takes this one step further and looks at the desired future for your work team.
A team cannot be effective if there is confusion and chaos in the tasks. Each person's contributions are important, so each person needs to know what is expected of them at all times. It is also important for the team to be organized, so that at any given time they can meet to discuss the project at hand and see the progress that is being made my each individual team member and to see if any changes should be made. If there is a lack of communication or if confusion runs amok, then the effectiveness and efficiency of a team will be negatively impacted. "Almost
Activity 1: The CIPD Profession Map 1.1 The CIPD Profession Map is an interactive tool which can and should be used by all HR Professionals; there are also applications for use by organisations to measure the capability of the HR function. As part of ongoing CPD it allows individuals to reflect on their current level of competence in ten clearly defined Professional Areas and eight behaviours. There are four bands of competence from band 1 which is suitable for people starting their careers to band 4 for those in senior management roles. The My HR Map tool then gives recommendations on how further development can be achieved. The ten professional areas are composed of two core areas “Insights, Strategies and Solutions” and “Leading HR” along with eight specialist areas.
Explain the procedures that might be followed to ensure that team members work together and understand their roles and responsibilities? Develop policies and procedures to ensure team members take responsibility for own work and assist others to undertake requited roles and responsibilities. "Policies and procedures may refer to: - organisational guidelines and systems that govern operational functions - procedures that detail the activities that must be carried out for the completion of actions and tasks - Standard Operating Procedures" How can team leaders support and guide colleagues with regard to involvement in innovative and creative problem solving? Managers and team leaders can be encourage creative contribution from team members by providing an environment that supports new ideas and recognises contribution. It is then up to supervisors, managers and senior management to support and sponsor those i How is it possible to monitor the work of teams and to reflect on how well teams are working?