BSBWOR502: Team Performance Management Project - NNEC Analysis

This project comprehensively addresses team performance management, using a case study of Netball North East Coast (NNEC) in Australia. The project begins with organizing a team meeting, including crafting an invitation, outlining meeting ground rules, and documenting the meeting's purpose. It then details the meeting agenda, including team building techniques, and the email communication to team members post-meeting. The core of the project involves documenting a team performance plan, covering outputs, conduct, skills, support needed, and performance evaluation methods. The plan includes specific goals, actions, and timelines, as well as the development of a team performance plan template. The project also addresses the key result areas for NNEC, outlining strategies, actions, timelines, resources, and performance indicators for membership growth and volunteer development. Overall, the project provides a practical approach to team performance management within a sports association setting.

Running head: TEAM PERFORMANCE MANAGEMENT PROJECT
TEAM PERFORMANCE MANAGEMENT PROJECT
Name of the Student
Name of the University
Author note

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Assessment task 2. Project:
Part A. Organising a team meeting:
Review of the case study provided:
The review of the case study reveals that Netball North East Coast or NNEC is a sporting
association based in NSW, Australia. The main moto of the association is to encourage growth of
netball as a sport in East Coast region of NSW. The vision of NNEC is to elevate net ball as the
most played sports in the region. The mission of NNEC is to develop a stronger base of players
by providing strong leadership and continuous flow of information among the members of the
netball community. The management of the association targets to increase the number of netball
players by 4 percent and increase the number of female participants by 2 percent. This means
that the association is not only targeting to expand its present number of members but also
seeking to adopt diversity management.
Sending invitation for a team meeting:
To. (Official ids of the team mates)
From. Official id of the marketing and communication manager
Subject: Invitation to attend performance planning meeting
Dear Sir/Madam,
This is to inform you that Netball North East Coast (NNEC) is going to host a meeting to deicide
performance plan for the year 2019. You are here being cordially invited to grace the meeting by
your presence and contribute towards making it a successful event. The purpose of the meeting

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would be taking decision regarding the performance parameters to be achieved in the year 2019.
The presence of the members would lead to the development of a clear understanding of the
goals and objectives of the year. The meeting would also include discussion of the roles and
responsibilities of the delegates. The members are hereby being request to review the operational
operational plan and the tasks for which they would be responsible/accountable. Their feedbacks
and concerns would also be noted. Please find the operational plan attached for your kind
perusal. The meeting would be held on January 1, 2019 and would commence from 10.00 am
sharp. The duration of the meeting would be 15 minutes. The attendees are hereby requested to
carry their respective copies of operational plans attached hereby and their respective notes
prepared on the basis of the same.
Your honourable attendance and participation at the meeting would be expected and appreciated.
Regards,
………………….(name)
Marketing and Communication Manager,
Netball North East Coast, NSW, Australia
Date: December 1, 2018.
Part B.
The team members would be welcomed at the meeting and briefed about the purpose of
the meeting. The purpose of the meeting as already mentioned would be discussion and gaining
consent on the performance targets which would be achieved in the year 2019.

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The following are the team ground rules:
1. The team members must treat each other with utmost respect, dignity and professionalism
during all circumstances.
2. The communication of the views and ideas, even if conflicting should be polite and
professional.
3. The invitees are expected to participate in the meeting in person or through their
representatives. The invitees appearing through their designated representatives should inform
the management at least a week ahead about the same. The representatives must carry original
power of attorney on made on stamp paper of relevant value carrying consent of the principles
concerned.
4. The participants on board are expected to deal with conflicts in the most professional manner.
Any sort of rude and uncalled for conduct would lead to strict disciplinary actions according to
the policies of Netball North East Coast. The discretion of the chair person would be considered
final in case of any conflicting arguments.
5. Members to be present at the meeting are hereby being requested to cooperate and support
each other.
It is important for the attendees to participate in the discussions in an active manners and
the same would be indicated to them. This is because the feedback to the different target
proposals which would come to the forefront would also be incorporated with forming the team
performance planning decisions.

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The chairperson would talk about each aspect of the operational plan on which the
attendees would have to express their comments and feedback. The attendees should take down
notes as the outcomes of the meeting either in their note books or white boards.
The chairperson would discuss each section of the team performance meeting template
like outputs, projects and deliverables (question 1 of the template). The attendees should take
note of each section of the template.
The attendees should listen to the feedback and issues which are likely to cause concerns
pointed out by fellow attendees. They should note the speeches and opinions of the fellow
attendees.
The marketing and communication manager should use team building techniques like
explaining the goals and desired outcomes, roles associated with individual jobs and
accountabilities of the team members.
The marketing and communication manager should paraphrase and comprehend the
views and opinion put forward by the attendees at the meeting.
The MC manager should interrogate the concerned attendees to clarify the doubts he may
feel regarding their opinions and views.
The marketing and communication manager should use non-verbal communication like
greeting gestures to make the attendees feel comfortable and at ease.
The manager should respect and acknowledge the ideas, concerns and views of the team
members.

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Email to the team:
To. (Official ids of the team mates)
From. Official id of the marketing and communication manager
Subject: Outlining of the team ground rules agreed at the performance management meeting held
on January 1, 2019.
Dear Sir/Madam,
Netball North East Coast feels graced by your presence and would like you appreciate your
endeavour in the performance management meeting held at January 1, 2019 at 10.00 am. The
letter in question is actually an extension of the meeting held on the date mentioned. You are
hereby being requested to express your feedback regarding the meeting and the decisions taken
by consensus. Your participation is appreciated once again.
Regards,
………………….(name)
Marketing and Communication Manager,
Netball North East Coast, NSW, Australia
January 3, 2019

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Part C: Documenting the performance plan:
To. (Official ids of the team mates)
From. Official id of the marketing and communication manager
Subject – Meeting for agreed rules
Dear Sir/Madam,
The purpose of this meeting is to agree on the rules for the play. The teams drive business
performance and lead to organizational success. The high performing team operates at the
maximum potential that increases productivity, efficiency, and effectiveness, and it helps to
generate new opportunities for the future. The team performance plan provides a detailed plan
that is used to provide the future direction of the team and identifies the desired performance
level of the team. This also identifies how the performance level can be achieved and provides
guidance and the direction to the team, this team plan measures the progress towards the desired
performance levels. The team performance plan includes the team vision and the team purpose
statement, the performance measures and the action plan are need to be measured for achieving
goals (Trequattrini, Lombardi and Battista 2015). The specific goals of the team development
will help the members to set the goal for increasing their team consistency. The proper team
planning including the growth of the internal customer feedback is needed and it is only possible
if the team have an internal support team (Mendes et al. 2016).
Documenting the performance plan
The most effective team planning can be followed by the discussions that allow the team
members to describe their working role, their strategic plan, and their own business plan. The

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team members also need to share what they are enjoying in their team, their career goals. The
decisions need to be taken place where the team members will be able to open up their honest
views and could provide the positive approach and the focus on their future goals(Trequattrini,
Lombardi and Battista 2015). The member needs to be allowed to have realistic expectations
from the other members. By following the discussion the marketing manager needs to implement
the follow-up actions based on the discussions and the manager need to make the team perform
as per the discussion. The manager needs to be clear to what he wants to get out of the discussion
and also need to plan how he wants to facilitate the discussion. The manager needs to
communicate as per his own expectations and he needs to be open towards the employee’s views
and the suggestions. The manager also needs to check with the team members whether they are
able to understand the manger’s expectations from their performances.
10th January 10:00 am First Meeting
10th February 10:00 am Second Meeting
10th March 10:00 am Third Meeting
10th April 10:00 am Fourth Meeting
10th May 10:00 am Fifth Meeting
10th June 10:00 am Half yearly Meeting
10th July 10:00 am Seventh Meeting
10th August 10:00 am Eigth Meeting

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10th September 10:00 am Ninth Meeting
10th October 10:00 am Tenth Meeting
10th November 10:00 am Eleventh Meeting
10th December 10:00 am Twelfth Meeting
Team performance plan
Name of team: Team AB
Plan timeframe: 1month
Name of manager: XYZ
Date of performance planning decision: 2nd Jan, 2019
Date of mid cycle review discussion: 2nd Jan, 2019
Date of end cycle review discussion: 2nd Feb, 2019
1. Outputs, projects and deliverables: What will your main work be this year?
Being the team leader of the organization my business plan is to contribute to the
effective performance of the team. This year I will grow the strong bond of feelings among the
team members, this will ensure the effective group performance.

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My objectives is to develop the healthy relations among my team members and grow the
employee involvement strategies. This will improve the lacking skills of the team members and
increase the team productivity.
I would like to develop the charismatic leadership qualities in my leadership styles as this
will bring increase in the team productivity.
2. Conduct and behaviour: How will your team work and interact with others?
I will bring up the charismatic type of leadership qualities, which will make sure the team
members follow the instructions of the leader. The team members will have the healthy
interactions among them; this will encourage the employee involvement among the team
members. I will motivate the team members to take help from the other team members in the
areas where they are lacking behind. This will grow the relations among the team members thus
bringing effective team productivity.
3. Knowledge and skills: What does everyone in your team need to do to work well this year?
The development program will help the team members to improve their performance
skills. I have acknowledge that the team members need to improve their technical skills and
apply the updated technologies, those will bring efficiency in their workings.
The team members should be motivated to implement the new skills and technologies in
their workings. The team member will be able to develop the learning attitude and the learning
environment for gaining the new skills and the technical skills for their better performance.
4. Support needed to do the job well?

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The changes will be brought in the working place like in the working hours the team
members will be given training for the technology advancement. This changes will make the
work more easy and once the team member will get accumulated with the new changes they will
be efficient enough in implementing the updated technologies in their job role.
5. How everyone in the team know if they are performing well? What about if there is poor
performance?
The team member will be able to judge their performance by the reviews of the clients,
the organization should motivate the employees to grow relationships with the clients. The
performance can be self-detected by the employees by the client reviews. This will also help the
employees to enhance their performance quality by updating their own skills.
The negative reviews of the client will ensure the poor performance of the client and the team
member are need to be motivated to improve their performance level. The poor performance will
cause monetary deduction that will ensure that the team members will be looking forward to
improve their performance.
Part D. Performance management
To –
From – (Claire)
Subject – Performance management meeting
The team performance management introduces the hope in the netball southeast coast that
this will bring improvement in the way the group operates. The main focus of the team
performance management is to achieve the key business objectives that are to reduce the gap

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between the enablers of the team building and the business performance results. The team
performance management depends on the three principles that are;
The team behavior needs to be quiet different towards the individual behavior that is most of the
competency framework include the framework but these generally refers to the role of the
individuals in the team and not consider what the team does together (Mendes et al. 2016).
The behavior is the key factor that makes the team a successful vary from one team to other and
from time to time.
The team behavior can also be altered by the use of the team performance management process.
The team performance management includes the establishment of the behavioral goals,
measuring the current behaviors for identifying the gap between the present and the desired
behavior profile, implementing, monitoring the changes that close the gap.
These principles can be achieved by establishing the behavioral goals that can be closely
allied to the team performance management by using the ideal team profile questionnaire. The
current behavior needs to be established by implementing the team management roles like an
indicator. The target and the current behaviors can then be compared in analyzing the behavioral
gap. The insight gained from the gap analysis could be used to take the proper action for closing
the gap and the shifting of the behaviors closer to those that are required for the optimum
success, the team performance will improve (Trequattrini, Lombardi and Battista 2015).
Policies and procedures
The policy of the team helps the members to improve their standards and behavior
towards the group as the members see the group as the high standards which they are required to

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meet. For this, the team first need to develop the group’s policy manual, which will involve all
the policies and the procedures of performing in the netball southeast coach (Mendes et al.
2016). The group members should keep a copy of that so that the team members can easily
handle it. Every group members need to be involved while creating the policies and the
procedures. These will also save time and most importantly it will help everyone to become a
part of the process.
The policy, which every group should have are the health and safety, code of conduct and other
policies like the weed control, drug, and alcohol, confidentiality, and equipment. The clear
language which the team member would be able o understands are need to be used in the
policies.
Part E.
The purpose of the policy and procedure would be ensuring a fair and transparent method
of measurement of the target achievement of NNEC.
The scope of the performance management plan applies to all the managers, assistant
managers and subordinate staff members. The performance management also applies to the
associated bodies like clubs and players as well.
High performing work team leads to superior performance and over achievement of the
target set.
Poor performance leads to losing motivation and under achievement of targets.
Email:
To. (Official ids of the team mates)

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From. Official id of the marketing and communication manager
Subject: Policies of the performance management system of Netball North East Coast
Dear Sir/Madam,
Netball North East Coast feels graced by your presence and would like you appreciate your
endeavour in the performance management meeting held at January 1, 2019 at 10.00 am. The
letter in question is actually an extension of the meeting held on the date mentioned. Please find
below a brief of the policies:
1. The formal reviews would be held on December 1 every year prior the Christmas celebrations.
2. Poor performance (for example less than 60 percent of the target) might encourage the
management to call the concerned staff into meeting.
3. The staff would require to correct their performances within 6 months.
4. The staff concerned on failing to show improvement after 6 months would invoke a warning
letter from the management.
5. The management would review the performance of the staff concerned after the designated
time frame of 6 months expires.
6. All the communication is monitored and recorded.
Regards,
………………….(name)
Marketing and Communication Manager,

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Netball North East Coast, NSW, Australia
January 3, 2019
Part F. Team rewards and recognition.
To –
From –
Subject – Rewards and Recognition
The team members need to be rewarded based on the performances of the team involving
the extrinsic rewards like the pay raises, bonuses, gift cards and the other types of the tangible
rewards that can be given to the person in recognition for their performances. This will be highly
motivating for the group members if they are provided with their desirable reward and the
rewards are a need to attract that will be able to increase the appeal of the employer to attract the
higher caliber candidates and as per the perspective of the employees. The organization would
be-be able to compensate for the job with the low rate pay by the introduction of the reward
system for the team members (Mendes et al. 2016).
The team members can be rewarded intrinsic manner that is by the recognition, which
involves the psychological rewards for the great performance in the group. This can involve the
verbal or any written recognition for the employment achievements and the skills for the overall
performance. The major significant thing for this process is that it does not involve financial

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investment and this also increases the employer’s sense of competence, resulting in the increased
pride and the care in the work. This recognition system also helps to build the meaningfulness
for the employees by contributing to the job satisfaction and can be the great way to reinforce the
organizational values and for improving the teamwork (Trequattrini, Lombardi and Battista
2015).
These rewards are considered to be the best as they will motivate the players to work
harder and earn wins for the team. The winning of a team is not only rewarding for the team
memebers itself, but also for the entire country where the team belongs to.

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References
Mendes, M., Gomes, C., Marques-Quinteiro, P., Lind, P. and Curral, L., 2016. Promoting
learning and innovation in organizations through complexity leadership theory. Team
Performance Management, 22(5/6), pp.301-309.
Trequattrini, R., Lombardi, R. and Battista, M., 2015. Network analysis and football team
performance: a first application. Team Performance Management, 21(1/2), pp.85-110.