Essays on Nging Tm and Individual rfrmn Assignment

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The paper "Маnаging Tеаm and Individual Реrfоrmаnсе" Is a perfect example of a Management Assignment. Team management and individual performance play an important part when it comes to realizing the objectives of a group or organization. Effective leadership within a group or team will determine how the members perform a certain task (Mumford 373). Therefore, realizing effective management in the group will take the effort of the leaders to create timely and attainable objectives that the members can relate to. Setting up performance measures that highlight how the members will relate is an important role of the leader as it builds a staunch culture that is relevant for the members.

Through determining the capability of people to realize timely deadlines and create success, a group or company is able to separate it from competitive organizations and focus on long-term success. Among the important factors that build the link between individual, team, and organization is the role played by the human resource manager. As much as they communicate the goals of the company, HR managers play an important role in aligning the individual, team and organizational aspects to realize smooth and steady business processes (Mumford 374).

The traditional role of the HR manager was to take charge of the organizational staff and group members. This comes as an important link that members may use to approach issues such as conflicts and employ strategic decision-making skills with the help of superiors. Similarly, through human resource managers, effective communication is attained. Identify the selection of individual and team objectives for agreement. In order to create smooth business processes, it is important to determine a selection of individual and team objectives that will benefit the group.

Once the group members feel that they are valued, they are likely to perform more vigorously and work together to attain the goal. However, choosing the relevant individuals to formulate the desirable group may be a strenuous process. In most groups, the possibility of conflict tends to hinder them from realizing the objectives maximally (Mumford 389). However, with the desirable individuals, it is possible to blend elements and skills and distribute tasks evenly according to the expertise of each team member. In this case, performance is likely to be attained. To select the most competent individual and group, it is important to consider a number of factors.

In the end, the selection of individual and team objectives for agreement is meant to ensure that the group can be managed efficiently and cooperation is achieved. In this case, any leader or human resource manager is required to evaluate the diverse aspects of a person such as qualifications, skills, expertise, knowledge, values, criminal history, and health records. With the competent selection, the HR manager assures the company shareholders that they are competent enough to manage issues that may arise in business. 1.3 Identify areas of individual and team responsibility in achieving objectives In achieving objectives, the various areas of individual and team responsibility prove important in overall performance.

However, individuals and teams need to realize the overall goals for existence before taking up any tasks. Similarly, the management in the organization needs to stress the importance of individual performance if the team is to succeed. Most companies fail because the team members do not understand the implications of the mission and vision objectives of the desirable companies.

It is the role of the team leader and manager to determine and issue responsibilities to the team members sensitizing the performance objectives and desirable goals (Mumford 372).

Works Cited

Alvord, Brice. Creating a Performance Based Culture in Your Workplace. Wyomissing: Alera Publishing Group, Inc, 2012.

Gilmore, Sarah, and Steve Williams. Human Resource Management. Oxford: Oxford University Press, 2009.

Hurley, Robert F. The Decision to Trust: How Leaders Create High-Trust Organizations. San Francisco, CA: Jossey-Bass, 2012.

May, Bruce. Building a Performance Improvement System: Using the Baldrige Criteria ; a Manual for Transforming Organizations Through Performance Excellence. United States: Expert Knowledge Press, 2009.

Mumford, Michael D. Handbook of Organizational Creativity. London: Academic Press, 2012.

West, Michael A, and Lynn Markiewicz. Building Team-Based Working: A Practical Guide to Organizational Transformation. Malden, MA: Blackwell Pub, 2004.

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