Assignment on Change Behaviours
Added on 2021-04-21
5 Pages1275 Words79 Views
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This paper has been elaborated on the expectancy effects, especially the “Change behaviours”. It has shed light on how change in behaviour towards an individual can change his attitudes and way of behaving towards the very person. This topic has been chosen as it is one of the most aligned topics to my PDP output where I am mainly focusing on considering the view-points and opinions of others. Being part of a sales team, my role is to be accountable to achieving specific targeted annual quotas. It becomes very hard when I am not only answerable and responsible for my target but for the full team. As a person, I have been in the field where I have a track record of achievements. This has directed me towards leading the team to follow my path in conducting their activities with their clients. By doing so, it feels like dictating my team about doing the things they feel right. This also has an impact on the team’s autonomy.The hypothesis of the paper is when giving my team members enough space and motivation for executing their styles and knowledge in order to perform their given task; they will be performing better than before. This will be highly beneficial for the entire team and the company both as the same time.We have conducted weekly team meeting to go through each individual’s forecast. During our meeting we discuss about the opportunities,targets, challenges and closing date. I help the team in meeting their challenging by motivating them and by giving them examples from my own experience. For this experiment I will be focusing on my low performer
employee, I will behave as I always do in the first meeting and note her response and subsequent behaviour during the week.I have aligned with my peer to attend the first meeting as an observer. The meeting went as usual discussing the deals, challenges and actions on how to move forward. During the meeting the high performer objected some of my advices and we discussed them through out the meeting hours and agreed on the actions. My low performer employee is as usual very quiet in the meeting and took the directions as directed to him. The rest of the week was normal- discussing about the targets and guiding the employees, and receiving emails or calls (unplanned interactions). Usually, my low performer employee avoids face to face interaction and only updates me through sending mails bout the actions I have been suggested to her. At the time of our weekly meeting, I asked the team members to sharethe closing dates and opportunity size and if there are any changes they noticed as compared to the last week. Finally, I stated that, “I believe in yourability and knowledge. I do know that you know your clients better than me. Ialso believe that you all can overcome all your challenges in your own way towards success. Do remember that there is no better way to learn than learning from your mistakes and feel free to reach out to me whenever you need my support. Wishing you all a very successful week”. The team was a bit concerned at the beginning till I left the meeting room. 10 minutes later,
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