Evaluating Team Performance and Development

This assignment focuses on evaluating the performance of a team within a changing business environment. The candidate analyzes issues hindering team performance, such as internal conflicts and lack of clarity, and proposes solutions to address them. The emphasis is on improving team effectiveness in the context of a new selling environment, including innovative performance measurement, incentive design, and target setting.

Running head: FINANCE FOR BUSINESS
Finance for Business
Name of the university
Name of the student
Authors note

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Table of Contents
Assessment task 3:...........................................................................................................................1
Participate in consultation with managers:......................................................................................1
Initiating meeting with managers-...................................................................................................1
Participate in team meeting:............................................................................................................4
Report on team performance issues resolution:...............................................................................4
Third party report:............................................................................................................................6

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Assessment task 3:
Participate in consultation with managers:
Initiating meeting with managers-
The meetings with managers are informed via the mail and by writing a letter. Team
performance with the adapting business environment has the possibility of being hampered as
there is the likelihood of evolving of team conflicts and lock of cooperation among team
members (van der et al. 2015).
To,
ABC
(Managing director)
Apparel brand Ltd
Respected Sir,
I, XYZ, chief executive officer of company am writing a letter to request a meeting with
you along with different head of departments of organization. I have been responsible to
undertake all directional activities pertaining to launching online platform intended to upgrade
them and increase the market shares. For evaluating the impact of performance targets, a great
amount of research is required to be conducted. However, to inform the managerial practice,
many gaps and issues are identified. The process of target setting undermines effectiveness of
performance targets (Peralta et al. 2015). I am writing this letter to invite you to have elaborative
discussion on the identified issues relating to team performance. Some of the existing issues

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within the team are to lack of coordination, lack of cohesion and miscommunication between
teams. All these issues relating to performance requires immediate attention.
Regards,
XYZ
(Chief executive officer)
Apparel brand
Discussing team performance issues-
Performance of team can be adversely impacted due to existing interpersonal conflicts
among team members that might lead to under performance. Salient barriers existence between
different teams is not possible to be tackled directly and calls for senior management attention.
Other issues relating to team performance is poor quality work and excessive absenteeism due to
lack of motivation.
Developing solutions for improving team performance and resolving issues-
Issues in team performance are felt by Apparel brand due to their intention and efforts of
embracing e commerce opportunities. This provides them with new sets of customers and unable
them to deal with them effectively and arising of issues.
 Team members should be trained for understanding the process that will help them in
cutting inefficiency and waste.
 They understand customer’s requirement in a more effective way and improving their
performance.
 Breaking down internal barriers that lead to improvement in communication.

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 Promoting teamwork for supporting development of individual and improving their
morale.
 Workplace improvement is done by adopting analyzing, planning, verification, problems
identification and their implementation.
Participate in team meeting:
Report on team performance issues resolution:
Stakeholders Communication
method
Frequency Rationale
Employees Conference calls Four times a week Employees will keep
informing management
about progress made in
terms of team
development of getting
adapted to new
business.
Customers Newsletters Once a month Customers will be
informed about the
launching of new
products and diversified
range of fashionable
clothing and footwear.
Purchaser specialists Meetings Once in a 15 days Communication with
such specialist will help
Apparel brand in

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sourcing reasonable and
affordable suppliers.
Consultation service Emails, Phone calls and
Letters
Weekly basis Consultation services
hired by Apparel brand
will be communicated
on weekly basis. This is
so because they will
source different pre
requisites for starring
online business (Ziek
and Smulowitz 2014).
Meeting for planning:
Maintenance and initiation of communication process helps in contributing performance
of team. Process of communication in the organization will be maintained the incorporation of
some vital elements such as message contents that are relevant to employees concern, medium
and language of communication, appropriate engagement and responding at proper time.
Continuous learning and ability to undertake learning improve the growth of team performance.
Information derived from outside should be well aligned with the goals of corporation along with
demonstrating the contribution to marketing (Sušan and Jakopec 2016). Archives of business
thrive by way of cost reduction and brand management. Inputs derived from outside will help
organization in creating interrelation between performance measures and performance targets.
Corrective actions taken for ensuring that team goals are achieved:

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 Managing task efforts and relationship- Team member are trained to deal with the
ongoing issues by acknowledging the current circumstances.
 Development of self-managed teams and cross-functional teams that will promote
coordination among team members (de Poel et al. 2014).
 Using the personnel in an effective way and enhancing division along with collaboration
among employees and team members (Simoes 2017).
Third party report:
Third party report for candidate
Did the candidate provide with information from manager? Y/N
Yes, the candidate provided information that helps in addressing the issues of team performance.
Candidate provided managers with information on issues related to performance and how the
overall achievements of targeted will be impacted. Issues related to performance were witnessed
in terms of internal barriers and interpersonal conflicts among team members. The effectiveness
of target of team members can be impacted by lack of clarity and existence of fairness among
team members. New selling environment of business will require innovative way of measuring
employee’s performance, designing plans of incentives and setting targets (Tasheva and Hillman
2018). Addressing the team performance issues will help in meeting the targets of new selling
environment.
Did the candidate help you to achieve goals by overcoming issues with
achieving activities on performance plan?
Y/N
Yes, a considerable degree of assistance was received from candidates that help in overcoming
issues and solutions development for the individual and team as a whole. The performance of

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employees takes into consideration many factors and for the establishment of target, such factors
play a crucial role (Choi et al. 2017). Management of apparel brand is required to give an
emphasis on all such factors. Alignment of performance measures are done with the strategy
selected that helps in providing motivating to employees for embracing the opportunities of
development of e commerce platforms. Employees are provided with coaching and training for
upgrading their technical knowledge and development of innovative ways leading to enhanced
customer acquisition.
Team members/ Observer name: Signature and date:
Candidates name: Signature and date:

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References list:
de Poel, F.M., Stoker, J.I. and Van der Zee, K.I., 2014. Leadership and organizational tenure
diversity as determinants of project team effectiveness. Group & Organization Management,
39(5), pp.532-560.
Peralta, C.F., Lopes, P.N., Gilson, L.L., Lourenço, P.R. and Pais, L., 2015. Innovation processes
and team effectiveness: The role of goal clarity and commitment, and team affective tone.
Journal of Occupational and Organizational Psychology, 88(1), pp.80-107.
Simões, M.S., 2017. The influence of ethical leadership on team effectiveness: a relationship
mediated by transactive memory systems (Doctoral dissertation).
Sušanj, Z. and Jakopec, A., 2016, October. Do the leaders’ feelings count too? On the way of
recognizing the relationship between leaders’ felt trust and team effectiveness evaluation. In 12th
Alps-Adria Psychology Conference (AAPC16).
van der Haar, S., Li, J., Segers, M., Jehn, K.A. and Van den Bossche, P., 2015. Evolving team
cognition: The impact of team situation models on team effectiveness. European Journal of Work
and Organizational Psychology, 24(4), pp.596-610.
Wuethrich, A.M. and Baldauf, A., 2016, January. A Configurational Perspective on New
Venture Team Effectiveness. In Academy of Management Proceedings (Vol. 2016, No. 1, p.
17914). Academy of Management.
Ziek, P. and Smulowitz, S., 2014. The impact of emergent virtual leadership competencies on
team effectiveness. Leadership & Organization Development Journal, 35(2), pp.106-120.