13.4. Barriers to Effective Teams LEARNING OBJECTIVE 1. Recognize common barriers to effective teams and how to address them Problems can arise in any team that will hurt the team’s effectiveness. Here are some common problems faced by teams and how to deal with them. Common Barriers to Effective Teams Challenges of Knowing Where to Begin At the start of a project, team members may be at a loss as to how to begin.
Project 2 1. Identify your goal (i.e. describe the behaviour or situation you wish you change). I would like to change my attitude for the better I can sometimes take on too many tasks and get stressed out trying to rush around trying to get everything done before a certain time. When I come into work sometimes a lot of stuff is missing or not put away in the right place or just not cleaned properly that is something I would like to change.
The proper education and training is very essential and crucial. This has contributed to the fact that managing the project was a total failure. Furthermore, the work load might have been too mixed and too much to handle. A specialization on the industries norms and regulation would have been the better way to go i.e. according to application or customer requirements.
They need to be educated to make use of them and encouraged to abandon apathetic attitudes and fixed habits.’ Too much disengagement would lead to ‘stagnation’ and a loss of mental and physical skills. Elderly people need to stay somewhat engaged in social activity to avoid becoming completely isolated from society (Aldworth, Billingham and Connor, 2010). In this assignment I have discussed about ageing explaining two theories (Disengagement & activity theory) I will explain what these theories are. References Aldworth, C., Billingham, M. and Connor, J. (2010).
By briefing him prior to the meeting gives him an advantage of understanding the meeting’s objectives and goals and help him not to miss important point. Minute would normally include date and time of the meeting, issues at hand, members present, any resolutions, and matters discussed and allocated task and time fixed for the next meeting. It is recommended to have minute ready at the earliest to make people remember matters discussed. To minimise error of recording should there have been any. D. Laws are designed to guide companies on how to behave and operate in a common environment in order to b fair and honest to each other.
Therefore, I like to think of performance reviews just like sales calls, where I work to gain agreement during each step of the discussion. My goal during a performance review is to make sure I have a complete understanding about the employees’ performance, their achievements and failures/pitfalls, their next year’s goals and objectives, and their development plan. By focusing on gaining agreement during each aspect of the review, it helps me ensure that they hear my point of view, that I hear their point of view, and that we reach a mutual understanding on our shared view of their working area and future. Key learning points. 1.
Ultimately, management opted to make use of briefings and consultations in order to ensure that employees were fully informed as to the current situation. There was complete honesty and employees were encouraged to voice their thoughts and opinions. Participation and involvement by employees eventually led to the unanimous agreement by employees to implement a work sharing system. Under this suggestion, employees agreed to take a pay cut of 8.5% and share work time rather than implementing compulsory workforce redundancies. Not only did this approach avoid conflict but it also was very successful and resulted in increased production.
What is reflective practice? Reflective practice is self re-evaluation of your practice with the customer. Making sure that all issues is reported to management and daily records are kept up to date, on and after every visit. It’s a process that makes you stop and think about your own practice and your actions. Refocusing on your thinking and knowledge to generate new ideas.
Supervisions are regular, between myself and my manager. They are designed to help improve the way I work, they offer practical and guidance and support in areas that I need to improve. After supervisions are the appraisals. They evaluate what was covered in the supervisions to make sure that improvement is occurring and to set new goals. My supervisions are taken on shift, my manager will watch how I work, how I integrate with the team of staff and with the clients in the care home and put forward any ideas on what I could do differently but also explain what I am doing well.
Manage own performance in a business environment The purpose of planning work is to ensure that I make the most effective use of my time and knowing what I have got planned throughout the day the lowers my chances of my work clashing with a meeting or other tasks. If I make a written account of my plans and my manager asks what I have done, I am easily able to show them and be accountable for my work. The purpose of agreeing realistic targets for work is to complete my tasks to a good standard, if targets are set too high I may feel under pressure or incapable of completing them. It is always important to agree targets so I know I am able to complete and reach them. 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.