Manage Team Performance to Support Strategy

This report discusses the importance of managing team performance to support corporate strategy. It includes critical analysis of the link between team performance and strategic objectives, evaluation of tools and techniques for setting team performance targets, and the value of team performance tools for measuring future team performance. It also examines how to evaluate required performance targets within teams against current performance, the need for individual commitment to team performance, and the implementation of delegation, mentoring, and coaching for achieving strategic objectives. Additionally, it determines tools and methodology for assessing the process for monitoring team performance and initiating changes when required, and critically defines the influence of team performance in contributing to meeting strategy.

MANAGE TEAM
PERFORMANCE TO
SUPPORT
STRATEGY

Table of Contents
TASK 1...........................................................................................................................................3
Critical analysis of link between team performance and strategic objectives.............................3
Critical evaluation of tools and techniques for setting team performance targets.......................4
Critical evaluation of value of team performance tools for measuring future team performance
.....................................................................................................................................................4
TASK 2...........................................................................................................................................5
Examine how to evaluate required performance targets within teams against current
performance.................................................................................................................................5
Identify the need for individual commitment to team performance in achievement of strategic
objectives.....................................................................................................................................6
Critical analysis of implementation of delegation, mentoring and coaching for achieving
strategic objectives.......................................................................................................................6
TASK 3...........................................................................................................................................8
Determine tools and methodology for assessing process for monitoring team performance and
initiate changes when required....................................................................................................8
Determine team performance against agreed objectives of plan and address problematic
performance.................................................................................................................................8
Critically define the influence of team performance in contributing to meeting strategy...........9
TASK 4...........................................................................................................................................9
Identify influencing methodology which can gain commitment of individual to strategy..........9
Critical discussion on the impact of individual dynamic, interest and organizational politics on
securing commitment of individual to strategy.........................................................................10
CONCLUSION............................................................................................................................11
REFERENCES............................................................................................................................12

INTRODUCTION
High performance team are important for effective organizational development. Such teams are
highly focused on organisation objectives and on achieving effective business results. Managing
team performance to support corporate strategy can be easily done through maintaining two-way
communication, establishing positive interpersonal relationship, managing conflicts, appraising
good work and through delegating right job to right person (Anagnoste, 2018). Apple is an
American multinational technology company which was started by Steve Jobs, Ronald Wayne
and Steve Wozniak in April 1976 in California US. The technology company is specialized in
consumer electronics, computer software and in offering online services. This report will define
management of team performance for achievement of organisation objective and all the related
information which needs to be highlighted regarding the team performance and measures which
can be taken for analyzing future performance or setting targets.
TASK 1
Critical analysis of link between team performance and strategic objectives
Team performance focuses on achievement of key business objectives. This involves
development of number of interrelated processes which together can create an impact on the
performance of organisation and enhance organizational productivity, growth and deliver
increased shareholder value.
Strategic objective are challenging components of strategic plan which create bridge
between vision and objective of business which needs to be accomplished. These objectives
create boundary for what an organisations effort must focus on.
Team performance is responsible for creating an influence on strategic objectives of an
organisation. Some of the critical factors which influence team performance are alignment of
team with strategic objectives, understanding the required objectives of business organisation
management and support through training and development, rewarding and motivation of team
and performance management system (Bititci, Cocca and Ates, 2016). The teams must
understand the vision, mission and objectives of an organisation which will be helpful in forming
innovative measures that must be taken by a business. In context of Apple the team must be

capable of monitoring whether their strategies and procedures are supporting the organisation in
achieving the targets or not.
Critical evaluation of tools and techniques for setting team performance targets
Performance management is a corporate management tool which supports an organisation
in evaluating employee performance and their efficiency. There are several performance
management techniques which can be used by Apple for defining team performance targets of
the companies (Hao and Song, 2016). These techniques of measurement must be useful to reflect
the delegated work to employees at each level. Some of these tools and techniques which will be
use by Apple in order to create team performance target explained below:
 360-degree feedback- this technique consists of information from number of sources for
analyzing performance. In context of Apple, the company uses 360-degree feedback
approach for measuring employee performance which will be helpful in providing
feedback to employees individually as well as a team.
 Development planning- Development planning is planning strategy which focuses on
promoting development within the organisation. This technique is helpful for defining
values objectives resources and business abilities for development of organisation. In
context of Apple, this tool helps the organisation in grating performance standards
corporate objectives and benchmarks which needs to be achieved by an organisation.
Critical evaluation of value of team performance tools for measuring future team performance
Team must have insight of performance and how their result will be helpful for business.
In order to measure future team performance, a seven-step process is followed which involves-
terminology, seven-step process and measurement points. The further explanation for the
measurement process followed by Apple for analyzing future team performance of their team has
been mentioned below:
Terminology- The terms 'performance standards,' 'goals' and 'objective' are
interchangeable and are seen by the team as descriptions of some future ideal condition to attain
(Jones, 2016). Performance below the threshold is deemed unsatisfactory, whereas performance
beyond the standard, as demonstrated below, is considered exceptional.

Seven-step process- The seven-step process of measuring future performance comprises
reviving existing organisation measures, defining criteria for measurement, identifying
individual team member accomplishment. It supports the whole team to analyze the progress of
an accomplishment, create team and individual performance which is helpful to measure and
create team and individual performance standard and plan how to track performance.
Measurement points- The performance of employees is measured on the basis of
different criteria’s as per the operation performed by the team. These measurement points can be
measured on the basis of customer satisfaction (Khosravi, Rezvani and Ashkanasy, 2020). If the
team is able to make improvement for achieving organizational objectives, then it can be
analyzed through determining value-added services. Another measurement point can be analyzed
through mapping the process and with the help of the map organisation can identify benefits and
effective strategy is formed by team while following and supporting work process of the
company.
TASK 2
Examine how to evaluate required performance targets within teams against current performance
Performance measurement is managing outcome which focuses on minimizing overall
variations in the product or process followed by the organisation. It is helpful in gaining no
insight regarding the products and service in process which is used by apple to produce a
product. Therefore, Apple follows various performance measures such as analyzing if the
company is meeting their objectives, are their customers satisfied, is the process followed by the
company is in statistical control or determine where change is necessary (Konradt and et.al,
2015). This helps Apple to form innovative required decisions with the help of deep knowledge
and information. In order to analyze the performance standard against current performance can
be done through gap analysis and KPI. In context of Apple, the company will follow
performance measurement tools which will help them in understanding the deviation between
performance standard and actual performance of employees at individual level and while
working within a team. The measurement tool used to analyze the current performance has been
discussed below:
 Gap analysis- In order to analyze the future requirements Apple focuses on
understanding and evaluating the present performance and future requirements of their

employers in teams. By analyzing the performance standards and actual performance of
the employees, it will give insight to the management team of Apple regarding the
deviation in performance of their employees.
 KPI indicators- Key performance indicators are powerful tool performance targets
which delivers strategic chances in business. In context of Apple, the top-level objectives
of their strategic plan can be executed with the help of departmental goals and by setting
targets which are based on KPI.
Identify the need for individual commitment to team performance in achievement of strategic
objectives
Group dynamics is a social process where people interact face to face within small
groups. These groups are controlled through leadership and discipline is ensured through internal
pressure. In context of Apple, the management encourages the members to participate in decision
making which can create a direct impact on their work and enhance their performance (Maruping
and et.al, 2015). Therefore, teamwork plays a crucial role where team process skills involve-
communication skill, leadership skill, problem solving, decision making and goal setting skills
which must be focused for successful teamwork. It is important to encourage individual for
commitment in team performance which will help them in achieving organizational objectives.
Team performance is highly dependent on individual performance.
Critical analysis of implementation of delegation, mentoring and coaching for achieving strategic
objectives
Delegation is the way of assigning to person in proper authorization to get better results.
In context of Amazon, delegation helps team or subordinates to meet the target in effective and
efficient manner. It is essential for management team to delegate all work to team members on
time which will be helpful in achieving target successfully. With the help of effective delegation
in organisation, it supports Amazon in minimizing the project management stress and enhance
efficiency and effectiveness of project management.
Mentoring is a relationship which brings opportunity for people to grow and develop in
the process by sharing their personal and professional skills and experience (Murphy Curtis and
McCloughen, 2016). This relies on encouragement, openness and willingness to learn and share
mutual trust. With the help of mentoring Amazon, the skills and capabilities of the employees by

which they can engage in employee development. In case of Amazon, the company follows
mentoring to enhance self-confidence and competitiveness of employees in their organisation.
By incorporating mentoring Amazon helps their employees to understand their roles effectively
in the organisation. Therefore, this approach also helps in creating culture and gain better
understanding of organizational rules and regulations.
Coaching is an approach of training individual or group to meet desired targets or
objectives or to resolve certain problems. The approach coaching supports participants in
identifying their own solutions by gaining insight of the situation (Nguyen-Duc, Cruzes and
Conradi, 2015). In context of Amazon, coaching forms an important intervention which is
designed to access and weakness and improve performance of individual as well as of team
through offering coaching to employees. Amazon maximize employee potential for achieving
greater balance in work life and personal life.
Therefore, delegation, mentoring and coaching has been proven some of the effective
approaches which helps Amazon in achieving the targets in timely manner. These approaches are
effective measures for encouraging employees, boosting and enhancing their performance and
increasing their participation in business function.
Critical evaluation of team performance plan for achieving strategic objectives
For successfully managing team performance, an organisation must identify the current
performance standard of the team in order to plan strategies for future development. This brings
opportunities to compare various viewpoints of team members and align them with team vision
and objectives. In case of Amazon, this will support the management in focusing on critical team
performance factors and analyze gaps which can be minimized with the help of action plan and
strategies form for improvement of performance (Song, Park and Kang, 2015). In order to create
a performance improvement plan, Amazon will follow Tuckman stage of teamwork model.
Bruce Tuckman teamwork performance model describes four stages which involves- forming,
storming, norming and performing.
The Tuckman teamwork model in context of Amazon has been explained below:

Forming- In this stage new teams are formed where employees are unsure regarding the
organisation objective. In this stage Amazon, will form a new team where employees will
understand each other's opinions and communicate.
Storming- In this stage of teamwork model, Amazon will encourage their employees to
work up to their capabilities. This will increase challenge to authorities and team mission as if
the company is not able to clearly define the roles and responsibilities of each individual and as
whole team then this might affect the progress of the team for achievement of organizational
objectives.
Norming- This is the third stage of teamwork performance model where Amazon will
focus on resolving performance deviation with the help of strength of individuals within a team
(Thiel and et.al, 2018). The company will also offer constructive feedback which will lead to
stronger commitment towards the achievement of organizational objectives.
Performing- This is the last stage of Tuckman model where all the team members are
collectively performing up to their potential. In context of Amazon, the management will
encourage hard work and will ask employees to follow structured procedure which will help the
team to achieve the targets effectively and efficiently.
TASK 3
Determine tools and methodology for assessing process for monitoring team performance and
initiate changes when required
Team performance is all about collective effort of all employees for meeting the desired
organizational objectives. In case of poor performance, this can affect the motivation level of
employees working in Amazon and in some situations the management will closely work with
their employees to create a sense of belongingness and to encourage them regularly by which
they can effectively complete their assigned work (Van Oorschot, Eling and Langerak, 2018).
The methodology which can be used for monitoring the performance and initiate change involve-
creation of performance objectives, provision of performance assistance and offer feedback on
the basis of the performance by which employees can perform effectively and improve their
weakness by planning improvement strategies.

Determine team performance against agreed objectives of plan and address problematic
performance
For resolving performance related problem in an organisation must address that issue.
The two most successful an effective improvement effort combined with strategy for improving
each other ability and motivation which helps Amazon to create positive work and scenario
where their employees can feel supported. This will help the employees to reach their
performance potential and feel valued by the efforts of organisation for enhancing their
personality and shaping their career (Wang and et.al, 2018). Therefore, team performance can be
determined against agreed objectives of plan and resolve problematic performance issues with
the help of enhancing abilities, skills of employees and by offering development opportunities of
employability for ensuring employee performance up to their potential and use of effective
motivation techniques on regular basis to create healthy cooperative and positive working
scenario.
Critically define the influence of team performance in contributing to meeting strategy
Organisation have three levels of objectives which are individual level 3 and organisation
as whole based upon which measures can be identified. In creating an integrated set of approach
for ensuring alignment of organisation objective, team goals and individual goals is essential.
Therefore, team performance leads to success of business with effective outcomes. In context of
Amazon, team performance is helpful in achieving strategic organizational objectives. Some of
the strategies and operations which are focused by the company discussed below:
• Enhancing employee productivity- Performance and productivity are the sources which
can be improved over time with the help of team effort (Williams Jr and et.al, 2018) By
working in a team, it is helpful to minimize the amount of work and time required
perform task. However, working in a team can bring diversity in thoughts and ideas.
• Development of organisation- Organisation development is helpful for effective team
performance as this will enhance each employee performance what will support in
achieving organizational objectives through effective team effort.
• Effective employee management- Effective team performance can provide better
management through assessment of team roles and effective delegation of work.

TASK 4
Identify influencing methodology which can gain commitment of individual to strategy
There are five approaches to overcome performance problem in relation to lack of ability.
These approaches involve resupply, restrain, refit, reassign and release. In case of Amazon these
five approaches are explained underneath:
Resupply will help Amazon to focus on the resources which are offered to employees for
performing their assigned job roles in order to meet the expectations.
Restrain will support Amazon to provide additional training to the team members which
will support them in exploring their skills which will be helpful for them to complete their
assigned work effectively.
Refit is all about fitting the job to the person if the above two measures are not sufficient
where the management of Amazon can try out different combination of task and abilities and
analyze the competence of individual for the work.
Reassigning the job role will be helpful if such situations in problems are ignorant then
this can decrease in demand of the role by reducing the need for the following.
Release is the final option for lack of ability where the employee must let it go as there
are no opportunity for reassignment or refitting (Williams and et.al, 2019). In such case, Amazon
must let employees go to find other work in which they can perform effectively.
Critical discussion on the impact of individual dynamic, interest and organizational politics on
securing commitment of individual to strategy
Individual dynamics are sources which are responsible to create an impact on team to
achieve the objectives. Individual dynamics can strongly influence individual behavior, reaction
and bring positivity or negativity which can be seen in team performance. In case of Amazon, the
positive effect of individual dynamics can be seen through effective communication among team
members for discussion, social groups and improvement in commitment and motivation of all
employees who willingly focus on achieving the organisation objectives (Wilson and Narayan,
2016). The negative effect of individual dynamics can be observed by management of Amazon
by analyzing miscommunication and misunderstanding which leads to poor collective
performance.

Individual interest can differ from person to person which is responsible to create an
impact on individual as well as team performance. In case of Amazon, the individual interest of
the employees can be helpful for encouraging employees and ensuring self-motivation for the
achievement of organizational objectives in timely manner.
Organizational politics can be based on internal or external factors. In case of Amazon,
organizational politics can create an impact on individual commitment to the achievement of
corporate objectives.
Therefore, individual dynamics, individual interest and organizational politics can create
positive impact on employee which can boost their moral and enhance their performance where
they will participatively engage in business activities for the achievement of strategy and
objective.
CONCLUSION
From the above-mentioned information, it can be summarized that strategic management
plays a crucial role in effective performance of a business and for achievement of organizational
objectives. Managing a team is a hectic activity whereas, this bring diversity and productivity to
the business if team is effectively managed. Moreover, there are numerous challenges which can
be faced by an organisation due to ineffective team which can hamper performance and
profitability of business.

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