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. Why is encouraging participation in the planning, decision making and operational aspects of the team's work important for developing team cohesion, and what role does feedback play in doing this. Offering feedback and reinforcements is important because it commends and offers opportunities to review and reward its members for their contribution, and the standard of cooperation to the work produced. Investing feedback in developing team cohesion is vital for the teams dynamics to work, because it inhibits or enables employees to be more productive.
Just managing a change isnt enough a goodleadership is equally important to lead it. Third step is to create a vision for change which explains the members of the organisation how their future is going to be different from the past. This involves linking of ideas and concepts to an overall vision that members can grasp easily.Setting a clear vision can help everyone understand why is this change needed and can help curb resistance.The fourth step is communicating the vision to each and every member of the organisation as frequently and powerfully as possible to that it remains fresh on their mind and remember it. For communicating the vision for transformation it should be simple and vivid.Fifth step requires removing of barriers. There are many people who resist change and become an obstacle which lead to undermine the vision.
With this step, it refers to the support users need. After receiving the assessment reports and beginning to reach our conclusions and justify the conclusions. *We will remind employees of Company’s X intend to users of what we have learned *We will help employees by teaching them what we have learned to prevent misuse of results. *We will prevent employees giving lessons on what the company learned from becoming lost or ignored in the process of making complex or political decisions. Reference: www.ehow.com Reference: www.cdc.gov Reference:
The management team needs to understand that “change is an ongoing and never-ending process of organizational life” (Van de Ven & Sun, 2011, p. 58). After showing the team where they are the next step would be to show them where they can go if they make the necessary changes. During the future state presentation, an outline of how business would increase and improve statistically. Companies often require visual and the future state presentation would provide several visual chart reports showing the company how they will improve their marketability by implementing project management functionality. The increase to employee morale and production would be the closer to this presentation.
By focusing attention on setting understandable performance expectation, it will help the employees know what is expected of them to be successful on the job. HRM defines career development goals as part of the process they make it very clear how the current position supports employee growth and additional opportunities the employee may explore. HRM should inspire employees to strive and achieve the company’s mission statement and objectives. Corporation and the employees should understand how an employee contributes to the organization. With customary discussions on feedback, coaching and position updates encourage flexibility.
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? Set clear targets that are in between challenging and achievable. Challenging enough to keep the team on their toes but make sure it is achievable by considering resources, number of team members, time, etc. Also it would be a good idea to shadow the team at times and see the level of communication they hold. See the individual assignments each team member has within the team to see how they manage their own
Passing Information: Informing others of new sought information is of great importance. Letting others know what you think what effort you take on making information important so they can pay attention. Never doubt to pass on the good news, good news is always lively and should be passed on. When giving or receiving feedback, make sure has to reasons for those feedbacks. Having reasons why gives you the problems a person needs to work on.
The best strategy to build teams would be to perform evaluations of employees and focus on the each person’s strengths and build on their individuality. Weaknesses also play a part in process. Determine if their strengths outweigh their weaknesses and if they can be formed into a positive team member. If training is to play a part in the decision making incorporate that with the recruitment of the team players. The challenges and barriers that may
Besides,(Bass,1998) Transformational leadership motivates and inspire employee by raising their awareness of the value of the task they perform and the importance of organizational goals and by drawing on employee’s intrinsic needs. (Bass and Avalio,1994),Transformational leadership is based on the connections between leaders and other employee and effective transformational leader understand the need and motivations of others and tries to help them reach their full potential . (Bass,1990:Northouse,2004),many contemporary theorists describe leadership as a complex social process designed to influence others, facilities activities and achieve goals within the organization. (Burn,1978:Schriberg & Lloyd,2002),Burn proposed that transformational leadership involves two essential elements, first is it’s relation and second it produces real change. (Schriberg,2002),In broad term, transformational leadership occurs when one interacts
Question 1: - Based on the information given, in the passage, it is said by J.R.Mac Donald that the goal of IBM CSC is to help future leaders “understand how the world works, show them how to network, and how to collaborate with people who are far away” Training objectives: The program should help employees see how they can apply their new skills on the job, deliver rewards for performance, be tied to organizational policies and practices that value diversity, and include a way to measure the success of training. In my own word, the leaders want to have their management trainees to be versatile, so they put their trainees in the form of cultural immersion. It means sending employee directly into communities where they have to interact with people form different cultures. They want to let their trainees to be suffer from difficulties, diseases,… From this, trainees can able to manage in the most harsh situations. In addition,trainees will collaborate with each other, help to point out the weakness of comrades, feel more friendly – not to feel any discrimination between each others (even employees are gay, les, transexual; color skin…) - Based on the information given, the program help their trainees get new skills to apply to the job, deliver rewards for performance, be tied to organizational policies.