With a “mature” team this approach is quite successful in that team members feel comfortable sharing their views and feel able to ask for help with their work. Another way to monitor work, e.g. with a new team member would be to define and agree with them SMART objectives re the 3 key performance areas and agree to regularly review their progress ensuring they understand what is expected and that help and support is available whenever required. One way to rectify under/poor performance is to talk to the team member and identify a specific area where improvement is required. Motivating your team to perform Abraham Maslow, in the 1940s-1950s developed the Hierarchy Of Needs theory and concluded that individuals are motivated by needs and these must be satisfied each in turn starting with “Biological” before progressing to the next.
The team leader plays various roles. The team leader needs to have a vision and a clear plan as to what direction the team is going in, and in doing so be one step ahead as to be able to lead the team. The next role I will go over will be the initiator or the brainstormer. This role is someone who suggests new ideas, and who can keep their mind clear to be able to listen to others ideas while keeping the team goal in focus. This title is not usually restricted to one person, in fact there should be several people who are part of the brainstorming.
My study will help develop my managerial skills as well as offer alternative training ideas for newly developing managers within my organization. Supervisor-subordinate communication is an important predictor in employee work performance. It is imperative for a supervisor to communicate when attempting to improve employee work performance, trust and morale. Without a solid communication strategy, the supervisor-subordinate relationship will disintegrate and employee performance and productivity will be compromised. According to Miles “Positive relationship communication focuses on supervisors seeking suggestions from subordinates, being interested in them as people, relating with them in a casual manner, and allowing them to contribute input on important decisions.” (Miles, Patrick & King, 1996, p. ) In order to apply this philosophy in real life, I determined how employees in my organization perceive supervisor communication.
Mdjor tlmct[ol1 Clients need to know that the interviewer has heard what they have been saying, seen their point of view, and felt their world as they experience it. Encouragers and restatements, paraphrases, and summarizations are basic to helping a client feel understood. Once clients' stories have been truly heard, the clients can be much more open to and ready for change. Knowledge and skill in these dimensions result in the following: Clarifying for the client what he or she has said. Clarifying for the interviewer what the client has said.
Also, explaining how their roles align with the organization’s objectives and goals. The possible negative result of this successful solution could be that employees may not be on board with the change. Employees may be used to what “always been” in the organization. Part of the role profile is establishing and defining the behavioral competencies with in the organization. Line managers should also discuss what is expected of staff such as their personal drive, business awareness, teamwork, communication, customer focus, leadership, communication, developing
The main reason for the appointment is that departmental productivity (outputs) has not been meeting the organization's expectations and with this, different problems in team were identified. Therefore, I have the opportunity to suggest strategies or the steps that may help in developing a competent team. Every workplace setting expects the quality performance coming from the contributions of the individuals. However, the idea of teamwork as an excellent way in increasing the performance became one of the trends or strategies to maximize the capability of the organization. It is also part of the strategic and scientific approach of the organizations that can be traced back from the traditional type of organizations up until the present or modern-type of organization.
The competencies exercise revealed my top strengths to be leading, cooperating, coping with pressure, networking, taking initiative and innovating. I am someone who enjoys leading and developing others to achieve results. I can improve upon my critical thinking skills by knowing my strengths and accepting my weaknesses. This will also help with evaluating arguments in a meaningful way. When one knows their competencies they can step up and utilize their strengths and leverage others when needed.
Managers will learn the documentation practices for this process and learn tips on improving this process for the mutual benefit of the company and the employee. HR Advisors will also provide guidelines for the warning signs that indicate where things could go wrong in the performance management process and the proper way to conduct the appraisal and employee review process to mitigate negative outcomes for the company and how to manage termination actions and other outcomes resulting in dissolution of the employee / company relationship Performance Appraisal Method The performance appraisal methods an employer uses should meet the
By showing self confidence when dealing with different personalities that composed a team, the outcome of the task assigned is much more manageable to predict. Knowing how to convey the role and responsibilities assigned to each individual is essential so each member of the group understands what is required of them.
Project 1 A work plan is an outline of a set of goals and targets by which a team and/or person can accomplish those goals, giving the person a better understanding of the extent of the project. Work plans are a great tool as it helps you stay organized while working on projects. Through work plans, you break down a process into small, achievable tasks and identify the things you want to accomplish. It is vital to have time frames on each goal as it helps you work towards the goal quicker and more efficiently; giving you a time of when it needs to be completed by will not only help the organization but yourself. It is very important to ensure that all staff members have the necessary skills and have undertaken suitable developmental activities to complete the work they are given.