UNIT 513 POSITIVE OUTCOMES FOR INDIVIDUALS Dear shell i have thrown this together quickly so it may not be too good but hopefully will be ebough xxxx 1. As a manager it is vital that i support my staff team to achieve and demonstrate desirable outcomes with and for the people they support in whatever capacity.By outcomes I mean the specification of the differences that are intended to result from a given activity. 2. Approaches to outciome based practise should be open and transparent, it should involve all of the people supporting the person and the person should be in the centre of it all. Taking into account the opinions of others and listeneing properly to their input will encourage a healthy team and also give the person involved control of whos and what input they would like in their support.
| Celebrating achievements of the team. | Strong bonding and “we feeling” develops among the employee thus making the team very effective. | During the time of crisis members may cause serious damage due to this strong bonding. | 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide the rationale for the decision.
Performing – the final stage when the 'task and the team' combine to provide effective team work. Tuckman's model recognises that teams do not start fully formed and functioning but that they grow and become stronger through different stages and help us to understand the different problems that will occur at each stage of the team development. 2.2 Identify barriers to success and how these can be over come Teams are people working together to achieve a common goal, and relationships among the team are of high importance. The three most evident barriers to team success can occur within any team dispite their common goal - Poor leadership – regardless of the setting or the goal, instructions generally come from management, and if they do not provide adequate direction to all team members this will affect the stability of the setting. Poor communication – good communication is the key to an effective and positive team, it is imperative for the team to work together and grow in strength, sharing all relevant ideas and information within the team.
2. Explain why it is important to establish a clear team purpose. Once plans have been properly developed and all involved personnel understand their roles and the application of the teams systems, the process (discussed previously) of choosing team members and developing teams around organizational goals can be implemented, so that dynamic, systems-based teams are able to contribute to quality-to the maximization of productivity and the minimization of waste. 3. What are the implications of role ambiguity within a team framework and with regard to: a.
Group is maybe the most often talked about quality. Group empowers laborers to discover substantive importance in their work, encouraging them to help collaborators and clients to attain more noteworthy achievement. Inner – life: Inward life is made out of things that get a solitary’s certainty, consideration, to
1. Acquire or Develop Talent In terms of this staffing strategy, Tanglewood should concentrate on developing the talent that they currently have. Tanglewood should employ this strategy mainly because of the inconsistency in management styles and HR practices between stores. Tanglewood encourages employees at all levels to make suggestions concerning operations. Since Tanglewood welcomes the input of employees, they already have an invaluable pool of talented people that knows the Tanglewood way.
Next, the students went back to the groups that they formed the previous day to make final preparations for their performances. Each group was given three minutes to perform while the others watched quietly. If a group correctly guessed the cell structure that was acted out, that group received five bonus points. The teacher used the rubric to grade the group as they performed. The students had fun and correctly demonstrated the cell structures.
The members of the team leave it very rarely; they feel responsible for the co-workers and are influenced by them. The interviewees claim that they feel responsible for the success of others and the group. They are ready to help their colleagues and support
This leader can be a motivator and organizer, a doer, a director, analyzer, people pleaser or performer. Ending up in a team with good dynamics and an experienced qualified leader is more than likely going to give you great results. What about those times when you have people that are placed on the team that don’t have a clue how to communicate or know anything about the project. How about the people that like to take control and there is more than one or two of them in the group, that also have different ideas. A strong leader can help facilitate and get everyone moving forward while using everyone’s talents.
they first started (Mckenna 2006). Goals will be much more preferred to be the motivational goals where employee target and achieve the goal willingly. For each individual, there are a lot of factors and causes that each individual work and to put in effort and attaining results for their work. These measures could be grouped into financial and non-financial category. Non-financial category is known to be intangible factors such as recognition, trust, opportunity for advancement and self-esteem.