Report On Objectives Of Individual, Team & Whole Organization
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Task 1: Individual, Team and Organizational ObjectivesThe objectives of an individual, the team, and the whole organization should align together sothat all the objectives are attained simultaneously. For instance, if an individual aspires togrow further in the same function, then that individual will contribute to the team incompletion of the project. This will help the organization as a whole in completion of theoverall project within the set timeframe (McLean, 2006). For instance, if the goal of anindividual is to have work life balance, and the project being handled by the team requires 18hours of work every day. This conflict in objective will negatively impact the overall output,as one member of the team is not ready for the challenge. To build the organization to itsoptimum capacity, it is important that the goals of individual, team and the organization areinterconnected. It can be done through the promotion of the skills and attitudes that areimperative for the successful completion of projects and are also desired by the individualswho are expected to work over the same. For a successful contribution from the individuals,the managers within the organization have to understand the training cycle of theorganization and also the initiatives that are generally taken in order to collaborate with everyindividual in the organization.During agreement to come up with the goals for team and individual, the first thing thatshould be taken into consideration is the workload (Bluck, 1996). It should be ensured that nomember of the team is taking unnecessary stress. It is to be ensured that work is distributedamong all the members equally. The managers and negotiators should ensure that they areprepared in advance to conduct an effective negotiation. The essential support required byeach individual should be fulfilled by the management while deciding over the goals andobjectives. Moreover, involvement of each individual into the discussion and placing thebigger picture during the decision making will result into fruitful results.The individual and team responsibility should be identified distinctly as the overall result ofthe team will be the collective effort of each of the member within the team. The members ofthe team should report as per the usual communication channel to the team leader(Margerison and McCann, 1990). For instance, the normal reporting will be done to theseniors and the communication of the whole project can be done to the project manager. Task 2: Conflict and SupportBuilding informed and supportive trust within the organization will help everyone grow. Allthe big organizations trust their employees and that is the reason why they are able to handlesuch huge business collaborations. These organizations are Apple, IBM, Microsoft andothers. For an effective business, the trust factor should come with two characteristics andthey are supportive and informed. Supportive trust factors works when there is verticalstructure of trust in the organization, on the other hand, the informed trust factor works whenthere is acceptance of level of trust that are being exhibited by the bigger organizations. Theorganizations can begin the culture of trust by investing in right individuals during hiringthem. They should be trusted and caring which will be carried in the whole organization bydefault (Dimitrakos, 2012). The second thing would be to helping these people stay informed
about all the happenings around the block and also keeping enough patience while in theprocess of guiding them towards the next goal and achieving the success. The other waysround can also be taken to effectively bring the trust factor in the organization. They areidentification of key individuals in the organization and involving them in the activity. Thenext step would be to create a framework that can help the employees stay up to date with theinformation. Moreover, celebrating any success and failure together can be beneficial inbuilding the environment of trust. Along with that, having the key assessment of the all theindividuals and providing them periodic feedback on their improvements will also help inbuilding trust.In general there are four causes of conflict that occurs in the workplace (Black, 1971). Theyare:(i)Less information: If the employees in the workplace feels that any change isbeing not informed to them or they are being kept aloof from any informationintentionally, then it give rise to conflict.(ii)Less Resources: If the available resource is less and the demand is more from themanagement side, then it leads to conflict as the handler cannot finds themselvesin difficult situation of fulfilling the need with fewer resources.(iii)Relationships: The environment at the workplace can be stressful or productiveand this depends entirely on what are the current relationships of the employeeswith each other.(iv)Management: If the management of the organization is not competent enough tohandle the changing situation and any other issues, then this may lead to conflicts.The management of conflict can be achieved through the following available strategy:(i)Understanding the point of view of the other party can help the former tounderstand the real cause behind the conflict. Each employee should understandthat it is important to look at things from others perspective also.(ii)Emotions: Keeping emotions in check while resolving the conflict is important asgetting angry might worsen the situation. It should be handled calmly andcompassionately.Task 3: Individual and Team PerformanceIn the individual performance evaluation, the individuals’ performance is measured againstthe various already defined objectives. The evaluation allows the organization to understandwhere the individual is standing at the moment and the things that need to be done in order toachieve the required objective. This type of performance is dependent on the feedback andrecognition of the employee. The team performance appraisals have become important asaccomplishment of challenging tasks can be easily undertaken by the teams in an effectivemanner. The performance evaluation of the team can be the sum of individual performance,or the overall performance of the team in comparison to the already defined objectives.
The feedback methods to individual and teams can be given through three techniques that arementioned below:(i)Feedback Sandwich: This kind of technique can be used to provide feedback tothe individual or team by following the middle path where the feedback includesthe corrective steps that will be taken by the listener, and also the praises are givenfor the things that are performed very well (Dohrenwend, 2002). The only thingthat should be kept in purview is that, the communication should be clear andconcise and should not confuse the listener. (ii)EEC Model: The EEC model consists of Evidence, Effect and Change, where thefocus of any feedback is the improvement of the individual performance and theteam performance. For instance, giving feedback on schedule recovery to the teamabout the deviating timeline by the project manager to the team can be taken in thepurview of EEC Model where the feedback is constructive and has space forimprovements only.(iii)Group Feedback: The group feedback entails that feedback is given to the wholeteam at once. While this method generally leads to the misunderstandings aseveryone in the team has different orientation and capacity to grab the idea(Adelson, 1975). That is same message cannot be tailored according to everyindividual at once. The most common systems of recording the performance of individuals or team are ratings,narrative, rankings, and or 360 degree. Ratings generally include performance on the job,skills that are with the individual, behaviour, and the knowledge possessed. These variablescan be rated on the scale 1 to 5. Placing specific notes besides each rating can help inunderstanding the reason of such ratings when compiled later. The second method isNarrative, where a summary is written about any individual’s or team’s performance. Whengiven certain structure, the narrative can be the most effective way to deal with the evaluationas it gives greater detail. The third system is Rankings, where individuals are rankedaccording to variables and based on that required trainings are imparted or the employees arefired. The fourth method is 360 degree, where the feedback about the individual is collectedfrom the peers, superiors, and various other linked sources. Task 4: Performance and ImprovementPerformance improvement cycle helps the manager in supporting the employees in reachingtheir potential (Wysocki, 2004). This is done in three steps that are: (i) review the things thathave been completed, (ii) plan the things that are required to be done, and (iii) acting on theformulated plan. The first stage is the plan where the future requirements regarding theperformance are brought down on paper and priorities are set as per the requirements fromthe individuals. The second stage is developing the plan where the current expertise isimproved to meet the expectation of the plan and also the opportunities are identified. Thenext step is performing where the actual action takes place and the plan is given existence.The last step is reviewing the whole planning and the actions. This step identifies whether the
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