High Performance Team Essays (Examples)

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High Performing Team Here I Would Like

Words: 656 Length: 2 Pages Document Type: Essay Paper #: 84125312

High Performing Team

Here I would like to highlight some of the main qualities that are required in the best performance teams. I would like to add here that I want to be a pharmacist in the future. In the past, when I had free time, I worked in a sushi restaurant. I was serving in that restaurant as a server or a waiter and I learned a number of things there.

I mentioned here that I want to be a pharmacist in the future. One of the main jobs of pharmacists is to make sure that the best of the medicines are provided to the healthcare professionals where they are also briefed about the best ways to use the medicines facing the minimal side effects. Thereby being a pharmacist, one of the main responsibilities is to make sure that the safest and most effective medicines are provided to the…… [Read More]

References

Guttman, M.H. (2008). Great Business Teams: Cracking the Code for Standout Performance. John Wiley & Sons.
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High Performance Organization the Intent

Words: 792 Length: 2 Pages Document Type: Essay Paper #: 40556261



H3. The higher the domestic market competition, the more likely the organization use of high performance organizational practices.

H4. The higher the international market competition, the more likely the organization use of high performance organizational practices.

H5. The higher the domestic market competition, the less likely the organizations adopt bureaucratic structure.

H6. The higher the international market competition, the less likely the organizations adopt bureaucratic structure.

H7. The higher the percentage of organizations adopting bureaucratic structures in an industry, the more likely the organizations adopt bureaucratic structures in the same industry.

H8. The higher the percentage of other organizations adopting high performance work practices in an industry, the more likely the organizations adopt high performance work practices in the same industry.

esearch Design

The researcher has chosen to use the 1996 -- 1997 data set from the National Organizations Study (NOS) that is based on a series of computer-assisted telephone…… [Read More]

References

Yang, S. (2008). Bureaucracy vs. high performance: Work reorganization in the 1990s. Journal of Socio - Economics, 37(5), 1825.
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High Performance in a Learning Organization Every

Words: 643 Length: 2 Pages Document Type: Essay Paper #: 39601192

High Performance in a Learning Organization

Every business must have a specific, routine way, through which it conducts its daily operations. Often times, the people at the head of the organization must take into account various personalities, modalities of work, etc. In order to ensure that the organization both functions smoothly and attains its goals. Often as well, routine operations must be rethought in order to be recreated in a more creative, more productive way. In order to attain all these elements successfully, heads of enterprises must be thorough and organized and must be part of a fantastic team, as well as recognize various elements that can enable them to be as such, as well as enable them to lead a better performing organization with smoother processes of work. This paper will elaborate on the subject, and will focus specifically on the elements of high performance in teams and in…… [Read More]

Katzenbach & Smith. (2009). "Qualities of High Performance Teams." Team Building. Retrieved,  http://www.teambuildingportal.com/articles/team-performance/qualities-high-performance-teams .

Lear, G. (2009). "Dynamics of High Performance Organizations." Resource Development Systems. Retrieved, http://www.rds-net.com/articles/The%20Dynamics%20of%20High%20Performing%20Organizations%202009.pdf.

Holmberg et. al. (2008). "The High Performing Learning Organization." Vital Enterprises. Retrieved,  http://www.vitalentusa.com/learn/the_hplo_model.pdf .
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High Performance Workplaces High-Performance Workplaces

Words: 705 Length: 2 Pages Document Type: Essay Paper #: 7907839



A sense of democracy, treating worker with respect by compensating them fairly rather than using airy slogans about being a team player and sacrificing for the good of the collective, valuing the quality of employee's ideas more than the employee's place in the corporate hierarchy, and thinking outside of the traditional box of how an organization operates are all characteristic of Google. Google is a high-performing workplace because it makes employees want to perform to a high standard, rather than tries to compel them to obey.

A high-performance workplace is defined as a company with 'a flatter and less hierarchical organization structure; a willingness to adopt new working practices; an emphasis on empowerment and teamwork; and high levels of employee participation and learning" (High performance workplace, 2010, Business dictionary). Google embraces all of these strategies and approaches, but it is perhaps its emphasis on organizational learning, from its generous tuition…… [Read More]

References

High performance workplace. (2010). Business dictionary. Retrieved February 24, 2010 at http://dictionary.bnet.com/definition/high-performance+work+organization.html

Top ten reasons to work at Google. (2010). Google. Retrieved February 24, 2010 at http://www.google.com/international/en/jobs/lifeatgoogle/toptenreasons/
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High Performance Management Accomplishing Organizational

Words: 1188 Length: 4 Pages Document Type: Essay Paper #: 47157045



According to the author selected for this analysis, the quality standards embodied in the ISO 9000 quality systems standards have clearly become more prevalent over the last few years, in fact, more than 90 countries out of the world's 220 or so burgeoning nations have adopted the ISO 9000 series or its equivalent as their national standards; furthermore, adherence to ISO 9000 standards has become mandatory for companies looking to market medical devices or telecommunications equipment in Europe, where more than 20,000 companies are currently registered (Barnes, 1998. According to this analyst, "In the U.S., suppliers to the electrical, chemical, and nuclear industries are expecting certification to become mandatory. The number of ISO 9000 registrations is doubling every nine to 12 months in the U.S., from 100 in 1990 to 4000 in 1994" (Barnes 1998, p. 24).

What is typically referred to as the ISO 9000 standard are actually comprised…… [Read More]

References

Barnes, F.C. (1998). ISO 9000 myth and reality: A reasonable approach to ISO 9000. SAM Advanced Management Journal, 63(2), 23.

Lorsch, J.W. (1986). Managing Culture: The Invisible Barrier to Strategic Change. California Management Review, 28, 95-109.

Madu, C.N. & Kuei, C. 1993, "Strategic Total Quality Management (STQM)," in Management of New Technologies for Global Competitiveness, C.N. Madu, Quorum Books, Westport, CT.

Simmons, B.L. & White, M.A. 1999, "The Relationship between ISO 9000 and Business Performance: Does Registration Really Matter?," Journal of Managerial Issues, 11(3), 330.
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High Performing Teams Case Study Analysis

Words: 1312 Length: 4 Pages Document Type: Essay Paper #: 17418886

High Performing Teams Analysis eport

The report provides an analysis of the findings of the research article titled "A critical analysis of high performing teams: A case study based on the British Telecommunication (BT) PLC" (Quader, & Quader, 2009 p 172). The authors analyze the motivation and composition of the team in BT (British Telecom) by interviewing BT experienced employees as well as analyzing the company document to provide an insight into the benefit of the team composition. The authors also examine the application of the MBTI and Belbin's Theory in a real business world. Quader, & Quader, (2009) define a team as a group of people compose of between 8 and 15 members with a common goal of producing a well-defined output by rotating allocation of a given task. Put in other words, a team is a set of two or more group of people interacting interdependently, dynamically and…… [Read More]

Reference

Brueller, P., & Carmeli, A. (2011). Linking capacities of high-quality relationship to team learning and performance in service organizations. Human Resource Management, 50 (4), 455-477

Guttman, H. M. (2011). Collaborating for high performance. American Management Association.

Hamstra, M.R.W. (2015). Reward Management -- Linking Employee Motivation and Organizational Performance. Journal of Personnel Psychology. 14: 163-164.

Nelson, B. (2010 ). Top-performing team traits: Productivity and morale, keys to team success. Healthcare Registration, 3-4.
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Group Can Become a High-Performance

Words: 963 Length: 4 Pages Document Type: Essay Paper #: 49281903



Organize a regular meeting.

A regular meeting is strategic way to monitor the progress of the team. Through meetings, any existing problems can be discussed for an immediate resolution. In this way, if there are dependencies of tasks, the other tasks can be prevented from being affected by the problem.

Create some rules that can guide the workflow of a team.

Following some work rules within a team won't do any harm. The provision of work rules is one way of maintaining discipline and a proper workflow within the team.

Promote team responsibility.

Encourage every member to take responsibility of the tasks assigned to him. It is ideal if each member would strive to become an example to the other team members. This can be done by meeting the tasks requirements, as well as completing the tasks on time. It can be helpful to introduce a reward after meeting the…… [Read More]

Bibliography

Becoming a Manager of a High-Performance Work Teams.

2002. Virtual Advisor Online. 2004.  http://www.va-interactive.com/inbusiness/editorial/hr/ibt/become_m.html 

Strategies for Developing an Effective Team.

1998. MSH Online. 2004.  http://erc.msh.org/quality/ittools/ittipstm.cfm
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Creating High Performance in a

Words: 1308 Length: 5 Pages Document Type: Essay Paper #: 13718406



A special category within demographic characteristics is the presence or absence of a person with a disability in the team. This kind of individual difference is included to provide insight that disability/ies do not hinder individual performance within a team; in fact, an individual with disability perform as efficiently as those individuals who are non-disabled. This distinction encourages employers to hire disabled workers because they serve as good motivation and inspiration for the team to perform their tasks satisfactorily.

eyond demographic characteristics, cultural differences operate more strongly to influence and affect the creation and development of a high performance team. There are five differences that exist within the broader category of cultural characteristics: competency, personality, value, attitude, and perceptual differences. These differences center on the internal aspect of team diversity, wherein the behavior of each member is gauged based on their cultural characteristics.

Competency-based difference looks into the work performance…… [Read More]

Bibliography

Lindorff, M. (2001). "Social relationships and social support among Australian managers." Work and Stress, Vol. 15, No. 3.

Schermerhorn, J. et. al. (1995). Basic organizational behavior. NY: JohnWiley & Sons, Inc.
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High Performance Work Systems the

Words: 2717 Length: 10 Pages Document Type: Essay Paper #: 78048415

The Shared Information Principle is also the most reliant on technologies, with the Human esource Information Systems (HIS) and communications technologies being the most crucial within this specific principle.

The Principle of Knowledge Development

The most strategically important aspect of any HPWS, this principle is where the greatest value is delivered to an enterprise. Knowledge Development is heavily dependent on the training aspects of an organization, including instruction in broad skills, cross-training, problem solving and team training. This phase is also heavily dependent on gain sharing, profit sharing and skill-based pay. Its most important aspect from a workflow standpoint is the development of empowerment, another aspect of effective transactional leadership (Fitzgerald, Schutte, 2010).

This is where the highest performing HPWS concentrate their efforts, creating a very high level of personal ownership of knowledge capture, classification, taxonomy definition and knowledge sharing (Wood, de Menezes, 2011). This is also the principle that…… [Read More]

References

Boxall, P. (2012). High-performance work systems: What, why, how and for whom? Asia Pacific Journal of Human Resources, 50(2), 169.

Birasnav, M., Rangnekar, S., & Dalpati, a. (2011). Transformational leadership and human capital benefits: The role of knowledge management. Leadership & Organization Development Journal, 32(2), 106-126.

Jorg Felfe, & Schyns, B. (2004). Is similarity in leadership related to organizational outcomes? The case of transformational leadership. Journal of Leadership & Organizational Studies, 10(4), 92-102.

Fitzgerald, S., & Schutte, N.S. (2010). Increasing transformational leadership through enhancing self-efficacy. The Journal of Management Development, 29(5), 495-505.
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Teams Provide Inducement to Work in a

Words: 1866 Length: 4 Pages Document Type: Essay Paper #: 39604110

Teams provide inducement to work in a set up. Functioning as a group ensures effective and proficient performance of the jobs. This facilitates harmonization with different team members and also results in dissemination of the ideas and knowledge among them. (Teams and Teamwork) The convention of functioning in groups is more and more common in different types of organization. The members from different department are taken together to form teams with a view to encouraging cooperation among them in solving the problems and harmonizing new programs and new processes and also to be employed in the secular planning efforts. With a view to unite all the key personnel so as to increasing the productivity, increasing the associative-ness and enhancement of quality and proficiency the forming of interdisciplinary and diverse functional teams are constituted. Simply placing the people in teams however, do not ensure the effectiveness of the team. It is…… [Read More]

References

"Building High Performance Teams" Retrieved from  http://www.lynco.com/team.html  Accessed on 14 November, 2004

Chatman, Jennifer A; Polzer, Jeffrey T; Barsade, Sigal G; Neale, Margaret A. (December, 1998) "Being Different yet Feeling Similar: The Influence of Demographic Composition and Organizational Culture on Work Processes and Outcomes" Administrative Science Quarterly. Volume: 12; No: 1; pp: 37-43

Dakhli, Mourad; Khorram, Sigrid; Vora, Davina. "Cultural Diversity, Information Pooling, and Group Effectiveness: A Network Approach" Retrieved from www.faculty.fuqua.duke.edu/ciber/programs/pdf/dvora.pdf Accessed on 14 November, 2004

Katzenbach, Jon R; Smith, Douglas K. (March-April, 1993) "The Discipline of Teams" Harvard Business Review. Volume: 71; No: 2; pp: 111-120
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High-Performance Work Practices in a Healthcare Setting

Words: 637 Length: 2 Pages Document Type: Essay Paper #: 24833649

high-performance work practices benefit the nursing profession -- and moreover, how are high-performance work practices beneficial to the patient receiving care from the nurse? This paper delves into the concept of high-performance efforts in the nursing workplace.

Severe nursing shortages and the urgent concerns as to the quality of care resulting from these shortages has led to the increased implementation of high-performance work practices (HPPs), according to assistant sociology professor Janette Dill and colleagues in the peer-reviewed journal Health Care Management Review. And it should be noted that the study that Dill and colleagues conducted relates not to nurses per se, but to the career development that HPP offers for "unlicensed frontline healthcare workers." These workers are nursing assistants, mental health counselors, "patient care technicians" and "respiratory therapy technicians" (Dill, 319).

hile they are not licensed as RNs, these workers make up 50% of the healthcare workforce (six million of…… [Read More]

Works Cited

Dill, J.S., Morgan, J.C., and Weiner, B. (2014). Frontline health care workers and perceived career mobility: Do high-performance work practices make a difference? Health Care

Management Review, 39(4), 318-328.
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Create and Sustain High Performance Public Organizations

Words: 2363 Length: 8 Pages Document Type: Essay Paper #: 38484559

Sustain High Performance Public Organizations

Highly Interdependent Work

Why? Because We LUV You. Different types of work and the organization of types of work have been studied by those interested in business leadership and organization development for decades. When a categorically new business emerges on the scene, or when a mature business invents a strikingly effective new approach to business, the textbooks and Harvard Business Cases get dusted off and circulated anew. Such is the case with the study of Southwest Airlines, a company that turned the airlines business on its head -- or rather, on its hub and spokes orientation -- by developing a more efficient and economical way to approach the business of domestic airlines (Goudreau, 2007). Southwest isn't necessarily an innovative company, but it has worked to establish systems that work and then has diligently protected those systems. The company's determination to stick with what works against…… [Read More]

References

Braneatelli, J. (2008, July 8). Southwest Airlines' seven secrets for success. [Web]. Wired, Cars 2.0: Future Transport. Retrieved http://www.wired.com/cars/futuretransport / news/2008/07/portfolio_0708

Gittell, J.H. (2003). The Southwest Airlines Way: Use the Power of Relationships to Achieve High Performance. New York, NY: McGraw Hill.

Gittell, J.H. (2010). Relational Coordination: Guidelines for Theory, Measurement, and Analysis. The Heller School for Social Policy and Management. Waltham, MA: Brandeis University. Retrieved http://jodyhoffergittell.info/content/rc.html

Goudreau, K. (2007). Hub and spoke system: A good idea…again. Retrieved http://www.burnsmcd.com/portal/page/portal/Internet/Content_Admin/Publications%20Repository/Aviation%20SR%20Link%20Repository/Article-HubandSpokeSystemAGoodIdeaAgain.pdf
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Managing High Performance

Words: 709 Length: 3 Pages Document Type: Essay Paper #: 61220466

Managing High Performance

A familiar challenge for any expanding enterprise is how to find and manage the highest potential employees who can over time mature into leadership positions. While there are always more applicants that positions available in senior management, the task of any leadership team is to accurately and with insight find those employees with the greatest potential of success (uggiero, 2008). From the very informal succession planning techniques small businesses use that are tantamount of planning sessions, to the much more rigorous and thorough high potential employee development programs, there is a very wide variation in approach and results (Bloch, 1996). The intent of this analysis is to provide a small, rapidly growing company with insights into how best to manage the dilemma of having 50% of its workforce looking to advance their careers with a limited number of positions available while also giving the majority of employees…… [Read More]

References

Bloch, Susan. (1996). Coaching tomorrow's top managers. Employee Counseling Today, 8(5), 30-32.

Kevin S. Groves. (2007). Integrating leadership development and succession planning best practices. The Journal of Management Development, 26(3), 239-260.

Ruggiero, J. (2008). Identifying and Developing High Potential Leadership Talent. Journal of Personal Finance, 7(2), 13-33.
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Banks Achieve High Performance Banking

Words: 2631 Length: 9 Pages Document Type: Essay Paper #: 9480706

Spatial tracking systems that make banks' floor plans and product positioning more effective;

5. Intelligent interactive displays that reflect the interests of the watcher;

6. Use of wireless tablet personal computers (PCs) for client interviewing; and,

7. Videoconference virtual experts for collaborative selling (56).

The same features that characterize high performance banks in their brick-and-mortar operations appear to relate to the use of technology as well, with the best performing banks having identified the optimum mix of services for the markets they serve. For instance, Grasing reports that, "Banks are taking a variety of approaches in implementing technology to make improvements in retail delivery. The methods differ, depending on the bank management's mindset toward the purpose of the software and its valued place in the new business or service delivery processes" (3). The main point in this area is that high performance banks apply technology in ways that help minimize…… [Read More]

Works Cited

Bielski, Lauren. (2007). "Today's Elements Tomorrow's Branch: The Branch Was Supposed to Phase out. It Hasn't and May Never. What Will the Branch of the Future Feature? Self

Service and Collaboration." ABA Banking Journal 99(6): 55-57.

DePrince, Albert E., William F. Ford and Thomas H. Strickland. (1999). "The New High

Performers Stretch Their Lead." ABA Banking Journal 91(11): 36.
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Teams Analysis of Self-Managed Work Teams the

Words: 1136 Length: 3 Pages Document Type: Essay Paper #: 20341088

Teams

Analysis of Self-Managed Work Teams

The autonomy of work teams has increasingly become a necessity in many enterprises who rely on a depth of expertise, experience and wealth of knowledge that their knowledge-rich employees provide (Roper, Phillips, 2007). Given how complex, diverse and deep specific areas of expertise are in the core functional areas of any business, it isn't possible for a single manager or leader to have an expert-level command of all expertise. This makes the formation and successful functioning of a team even more critical, as a leader must create a culture of trust, openness and shared communication and collaboration. This is accentuated and made clear in the empirical studies of exceptional leadership of virtual teams across diverse cultural and geographic locations (Muthusamy, Wheeler, Simmons, 2005). The intent of this analysis is to critically evaluate the role of compensation programs for teams, the pros and cons of…… [Read More]

Bibliography

Adrian, N., & Snow, D. (2007). Quality tools, teamwork lead to a Boeing system redesign. Quality Progress, 40(11), 43-48

Leavy, B. (2012). Higher Ambition Leadership. Strategy & Leadership, 40(3), 5-11.

Muthusamy, S.K., Wheeler, J.V., & Simmons, B.L. (2005). Self-managing work teams: Enhancing organizational innovativeness. Organization Development Journal, 23(3), 53-66.

Power, J., & Waddell, D. (2004). The link between self-managed work teams and learning organisations using performance indicators. The Learning Organization, 11(2), 244-259.
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Team Management Creating a State-Of-The-Art Microsoft Windows-Based

Words: 1394 Length: 4 Pages Document Type: Essay Paper #: 40252020

Team Management

Creating a State-of-the-Art Microsoft Windows-Based Software Application

Through Leadership and Teamwork

Developing new enterprise software applications that are built on the Microsoft Windows operating system requires an intensive level of commitment, communication, collaboration and shared task ownership across all team members today. Every member of the group today has a unique role to play in creating the best possible enterprise software application running on the Microsoft Windows platform. In order for this ambitious project of creating a state-of-the-art enterprise application to succeed however, the team needs to concentrate on making each of their unique strengths deliver value daily to the fulfillment of this ambitious objective. This plan defines how to create greater levels of team motivation, satisfaction and performance, while also addressing the differences in attitudes, emotions, personalities and values. All of these factors taken together are a strong catalyst for the accomplishment of challenging, complex goals leading…… [Read More]

References

Ammeter, A.P., & Dukerich, J.M. (2002). Leadership, team building, and team member characteristics in high performance project teams. Engineering Management Journal, 14(4), 3-10.

De Meuse, K.,P., & Liebowitz, S.J. (1981). An empirical analysis of team-building research. Group & Organization Studies, 6(3), 357-357.

Ramsey, R.D., EdD. (2010). Are You Missing out on the power of Purpose? SuperVision, 71(10), 19-21.

Swanson, J.W. (1997). Building a successful team through collaboration. Nursing Management, 28(5), 71-3.
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Team Plan Strategy for Program Implementation Success

Words: 1890 Length: 5 Pages Document Type: Essay Paper #: 21382543

Team Plan Strategy for Program Implementation

Success University (SU) a medium sized undergraduate institution located Southern California. SU offers Associates Bachelors programs Business, Psychology Education San Moreno campus online. SU decided launch programs Fall.

Strategies for as unified team

The members of the task force team will be selected internally to maintain the university culture and ensure that the team does not need training on the values, mission and vision of the university.

Strategies for as unified team

Including an already existing employee base will also boost their morale and ensure commitment to projects needs. The need for recruiting internally is because the ability of the faculty members is known and one can easily target them for an ideal position. The proposed members of staff to form the task force will also go through a vetting process from their colleagues. This will further go to advice the leader on the…… [Read More]

References

Balmer, J.M.T. (2001). Corporate Identity, Corporate Branding and corporate marketing European Journal of Marketing 34(4), 248-291.

Barney J.B., & Hesely W.S. (2008). strategic management and competitive advantage concepts and cases second eds. upper saddle river: pearson prentice-hall.

Lorenzen M. (2006). Strategic Planning for Academic Library Instructional Programming. Illinois West Publishing.

Michael A., & Jude K. (2005). Strategic Planning for Nonprofit Organizations. Second Edition. . Australia: John Wiley and Sons.
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Team Leader Introduction Good Definition

Words: 2398 Length: 8 Pages Document Type: Essay Paper #: 24824674



Although Lombardi quotes are frequently misrepresented, the point conveyed is very obvious, it is the outcome that matters and nothing else. So to build self-confidence and see considerable progress and to learn optimistically from mistakes made is the successful principle of coaching. Coaches focus on the procedure and not the result. As well it is important for the players to do the same.

All coaches function under a coaching philosophy of some sort. It may be by character or it may be properly documented and well thought out. The benefits of a well thought out coaching philosophy areas follows:

1. He discovers about himself. How he responds and what powers he has, why he is coaching and how perfectly he manages his players and their training.

2. He gains an understanding of his coaching position, the hindrance he has to face and how he deals with limitations, suitable and safe…… [Read More]

Bibliography

Van Velsor, E. & McCauley, C.D. (Eds.) (2004). The Center for Creative Leadership: Handbook of leadership development (2nd ed.). San Francisco: Jossey-Bass

Wikipedia (en.wikipedia.org/wiki/Team_leader)

Durham, C., Knight, D., & Locke, E. (1997). Effects of Leader Role, Team-Set Goal Difficulty, Efficacy, and Tactics on Team Effectiveness. Organizational Behavior and Human Decision Processes. 72 (2), 203.
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Team Evaluation

Words: 540 Length: 2 Pages Document Type: Essay Paper #: 49066456

Team evaluation: MGI

Fundamentally, my team worked so effectively because of our common goals and determination to succeed. A critical component of creating our effective team was the drawing-up of a team charter. The charter listed team member strengths, duties, processes, ground rules, and above all a timetable of deliverables. Having a series of deadlines for small projects, rather than focusing on the single, final deadlines of the project forced us to keep in constant contact over email and have a consistent and ongoing dialogue about the preoccupations of the case study.

One of the challenges of being a member of a virtual team is that the distanced format can lack accountability, and people do not get a clear sense of the personalities of other team members. However, in the case of our team, we clearly bonded as a unit. The fact that Nicholas Payne was so prompt in getting…… [Read More]

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People Working Teams Achieve Goals Efficiently Effectively

Words: 2113 Length: 7 Pages Document Type: Essay Paper #: 79514765

People working teams achieve goals efficiently effectively people working '. Draw theories team design effectiveness give practical examples relating organisational/work University study experience discuss statement

Efficiency of team projects over individually handled projects

The current research project t is focused on the discussion of the following statement:

People working in teams always achieve their goals more efficiently and effectively than people working alone.

In order to address it, a twofold approach is implemented -- the review of the specialized literature and the analysis of the practical implications within a real life context -- the working teams at Wal-Mart. It is eventually concluded that the teams are indeed more efficient than individuals, but that the development and management of a team is a matter to be decided upon based on the unique particularities of every business situation.

Table of contents

Chapter

Introduction

3

2. Key issues / findings from the literature…… [Read More]

References:

Alberts, D.J., 2007, A model of multidiscipline teams in knowledge-creating organizations, Team Performance Management, Vol. 13, No. 5/6

Armstrong, M., 2008, Chapter 05: Team building, Kogan Page Ltd.

Capozzoli, T., 2006, How to succeed with self-directed work teams, Super Vision, Vol. 67, No. 2

Castka, P., Bamber, C.J., Sharp, J.M., Belohoubek, P., 2001, Factors affecting successful implementation of high performance teams, Team Performance Management, Vol. 7, No. 7
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Leadership and Teams Based on

Words: 633 Length: 2 Pages Document Type: Essay Paper #: 29712159

High-performance teams are self-directed and empowered to achieve powerful results in a very short period of time. Team members will learn and grow as they work together.

Negative team members or malcontents are individuals who will come into the process already with a bad attitude and not agree with anything that is suggested. This can bring the entire team down. It is up to the team leader to reinforce the strengths of this individual and the purpose for his/her role on the team. The person should have the opportunity to address his/her concerns with an objective and non-judgmental environment. The leader should ask the person to give three reasons that are of most concern. Then narrow it to two, and finally to one. Then the leader can transfer to a more positive approach and ask the person to give ways to address the concerns. Positive group members keep an open…… [Read More]

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Working Collaboratively a Team Details Paper File

Words: 631 Length: 2 Pages Document Type: Essay Paper #: 7942288

orking Collaboratively a Team details paper file I provide: reflectionpaper.JPG view:, I enjoy working a group,'s experience working a team .

Team work

Although the concept of working as a team is generally accepted as a productive activity, some individuals often ignore the advantages coming along with team work because they consider that it is more important for them to be appreciated independently. Team work has been present in society ever since the beginning of humanity, as people realized that it was best for them to collaborate in order to perform certain activities. Similarly, particular acts seemed to be easier and more fruitful when only one individual was involved. hether team work is better than independent work largely depends on the conditions that one has to deal with at the time when he or she has to make the decision.

Complex activities normally require cooperation between several individuals, as it…… [Read More]

Works cited:

Hanlan, Marc, High Performance Teams: How to Make Them Work (Westport, CT: Praeger, 2004)
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Teams to Undertake Many Operations

Words: 6596 Length: 20 Pages Document Type: Essay Paper #: 67372016



It is important to ensure that the team for any specific task comprises members who are knowledgeable and posses the required skills needed to carry out the task. Teams should also try to work across organizational boundaries/levels and break down internal barriers and deal with people and issues directly and avoid hidden agendas from both within the group and from external sources.

Prior to selecting team members, the purpose and the reasons for creating the HPWT should be clear to the entire management members deciding on the team creation. Teams without a definite goal and aim, will drift and fail, since no goal and objective is set or a final objective identified. Getting together individuals possessing special skills, talents or expertise in order to build a team is critical. Important skills for a team include: "technical expertise," "problem solving," "decision making," and "interpersonal skills." (Thompson, Aranda, Robbins, & Swenson, 2000)…… [Read More]

Bibliography

Adams, Christopher P. (2002). High Performance Work Systems" in U.S. Manufacturing. Federal Trade Commission,

Berry, L. (1981). The employee as customer. Journal of Retail Banking, 3, 1, pg. 25

Child, John. (2001). Trust -- the fundamental bond in Global Collaboration. Organizational Dynamics, 29, 4, 274-288

Connelly, Julie. (2002). All Together Now. Gallup Management Journal,
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Teams Over the Last Several Years the

Words: 2447 Length: 8 Pages Document Type: Essay Paper #: 63124348

Teams

Over the last several years, the role of leadership delegation has been increasingly brought to the forefront. This is because of the continuing need to use these skills sets in achieving critical objectives. According to Lussier (2010) this is an essential tool that is utilized as a part of their position with him saying, "To execute both roles effectively is a challenge. It is not an easy task, given the high potential for conflicts and ambiguities. Leaders are held responsible for everything that happens in work unit. Yet, they are also required to delegate considerable responsibility and authority to their followers to empower them in resolving problems on their own. In effect, leaders are asked to train and develop followers, who may eventually want the leader's job." (Lussier 2010)

Over the long-term, this allows organizations to train other individuals who can easily fill these roles. This makes them stronger…… [Read More]

References

Bass, B, 1990, 'From Transactional to Transformational Leadership', Organizational Dynamics, vol. 20, no 3, pp. 19 -- 31.

Blanchard, K, 1996, 'How to get your group to perform like a team', Training & Development, vol. 50 no. 9, pp. 34-37.

Chong, E, 2007, 'Role balance and team development: A study of team role characteristics underlying high and low performing teams', Journal of Behavioral and Applied Management, vol. 8 no. 3, pp. 202-217.

Girrard, B, 2009, The Google Way, No Scratch, San Francisco.
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High Strength Steels in Automobiles

Words: 2068 Length: 7 Pages Document Type: Essay Paper #: 63982152

As compared to carbon steel, the development of high speed steel has many advantages over carbon and is therefore more popular in high speed applications (lack, 2010).

This type of steel works due to several very important factors such as the type of metals used, high treatment temperatures and its ability to melt metals. eing an alloy that combines several metals, high speed steel can be kept hard even under extreme temperatures because the steel can provide heat resistance. The steel also remains hard even under intensive high temperatures due to the high temperature treatment.

This steel is an alloy which combines several metals such as tungsten, molybdenum, chromium, cobalt and others. The most commonly used type of steel in high speed steel products is tungsten. Nonetheless, various types and designations of high speed steel exist with each of these steels having their own special combinations. Due to its ability…… [Read More]

Bibliography:

AllBusiness.com (1999), Growth of High Strength Steel In Auto Industry Outpacing Other

Materials, Association says, AllBusiness.com, viewed 4 April 2010



Autospeed.com (n.d.), High Performance Gearbox Steels, Autospeed.com, viewed 4 April 2010,
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Performance Management

Words: 949 Length: 3 Pages Document Type: Essay Paper #: 81691226

performance management? Performance management is the company's goals equal the employee's activities and outputs. Defining performance, it specifies which aspects of employee's performance remain relevant to the business through job examination. Job examination or analysis means getting detailed data concerning jobs. Measuring performance involves measuring said aspects through performance evaluation. Performance evaluation is a method for managing performance. After evaluations, employees gain feedback and learn whether their performance has been effective or not.

Typically, businesses perform the process of performance management annually. Most of the reviews are for individual performance management while others are for pay decisions or establishing training priorities. In recent times, numerous business are moving toward ore streamline, frequent performance reviews. When examining the model of performance management, one may look at organizational strategies, individual attributes, and situation constraints, which all go to individual behaviors. From there it moves on to objective results. The three main purposes…… [Read More]

References

Sullivan, J. (2015). How Google Is Using People Analytics to Completely Reinvent HR. TLNT. Retrieved 19 February 2015, from http://www.tlnt.com/2013/02/26/how-google-is-using-people-analytics-to-completely-reinvent-hr/

Whatmakesagoodleader.com,. (2015). Job performance appraisal. Retrieved 20 February 2015, from http://www.whatmakesagoodleader.com/Job-Performance-Appraisal.html#Contrast
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Team Motivation the Motivation That a Team

Words: 1142 Length: 4 Pages Document Type: Essay Paper #: 96709959

Team motivation

The motivation that a team receives from the leadership will determine if the things that are to be done will be done by the team members and willingly so. Often there have been confusion of motivation to be equal to monetary reward or compensation, yet studies have shown that this is a very insignificant part and majority of the motivation is tagged on aspect like recognition, extra provisions like health cover, appreciation of effort made and delegation of duties. The project leadership needs to remove any obstacles or constraints that hinder their working, they need to have psychological safety and be treated fairly (Brown K.A. & Hyer N.L., 2010: Pp49).

A motivated team will ensure that there is synergy within the team hence have a common purpose and vision and the effect will be a faster achievement of results and higher performance in terms of quality. The factors…… [Read More]

References

Brown K.A. & Hyer N.L., (2010). Managing Projects: A Team Based Approach. McGraw-Hill Irwin.

McComick M., (2011). Top 10 Leadership Qualities of a Manager. http://www.mccormickpcs.com/images/Top_10_Leadership_Qualities.pdf
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Create and Sustain High Performance Public Organizations

Words: 1332 Length: 5 Pages Document Type: Essay Paper #: 38690103

Mindful Management in Government Organization

Government organizations and agencies are expected to clearly state their vision, mission, values and to approximate where they intend to be or in other words what goals and objectives that they intend to accomplish both in the long- and short-term. Mindful management is investigated in this brief study to determine the efficacy of its use in managing the governmental organization.

eliability Themes in Mindful Management

The work of Weick and Sutcliffe (2008) reports that mindful management involves specific reliability themes, which are stated as follows:

(1) Mindful organizing lies at the heart of reliable functioning.

(2) Complexity is inherent in reliable organizing.

(3) Preoccupation with failure equals preoccupation with learning. (Weick and Sutcliffe, 2008)

Mindful Management Techniques

Mindful management techniques involve:

(1) Tracking small failures;

(2) esisting oversimplification

(3) emaining sensitive to operations;

(4) Maintaining capabilities for resilience; an d

(5) Taking advantage of shifting…… [Read More]

References

Weick, KE and Sutcliffe, KM (2008) Organizing for Higher Reliability: Lessons Learned from Wildland Firefighters Fire Management Today. Vol. 68, Spring 2008. Retrieved from: http://www.wildfirelessons.net/documents/FMT68v2.pdf

Gary, Loren (2011) 5 Keys for Mindful Leadership and High Reliability. Become a Leader 14 Apr 2011. Retrieved from: http://www.becomealeader.org/articles/how-high-reliability-organizations-create-mindful-leaders

Epstein, RM (1999) Mindful Practice. JAMA 1999;282(9). Retrieved from: http://jama.ama-assn.org/content/282/9/833.short
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Team-Based Organization There Is Often Conflict With

Words: 831 Length: 3 Pages Document Type: Essay Paper #: 51149496

Team-based organization, there is often conflict with respect to the best way to motivate within the organization. Managers must decide between team-based motivation and individual motivation, and they must decide what type of motivation works best. In some cases, financial rewards are a good method, while others appeal to a sense of intrinsic motivation. This paper will study the issue of motivation in team-based organization.

esearch on team-based organizations

Pearsall, Christian and Ellis (2010) studied the use of hybrid rewards in teams. The authors hypothesized that hybrid rewards would be more effective than either individual rewards or shared rewards. They felt that this would be the case because of increased information allocation and reduced social loafing An approach that focused strictly on individual rewards would suffer because there would be no incentive to raise the level of the team, while team-based rewards only would lead to higher levels of social…… [Read More]

References

Pearsall, M., Christian, M. & Ellis, A. (2010). Motivating interdependent teams: individual rewards, shared rewards or something in between? Journal of Applied Psychology. Vol. 95 (1) 183-191.

Chen, G., Kanfer, R., deShon, R., Mathieu, J. & Kozlowski, S. (2009). The motivating potential of teams: Test and extension of cross level model of motivation in teams. Organizational Behavior and Hunan Decision Processes. Vol. 110 (1) 45-55.

Baldonado, A. (2013). Motivating Generation Y and virtual teams. Open Journal of Business and Management. Vol 2013 (1) 39-44.
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Performance Measurement for Project Management Every Enterprise

Words: 889 Length: 3 Pages Document Type: Essay Paper #: 50340969

Performance Measurement for Project Management

Every enterprise which employs a diverse and multifaceted workforce to facilitate organization, production, and service, from major international corporations to local community churches, utilizes a concept known as performance management to maximize their efficiency and effectiveness. The field of performance management has been defined by managerial researchers as a "strategic and integrated approach to increasing the effectiveness of companies by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors" (Armstrong and Baron, 1998), and the technique has been used since the 1970's by businesses seeking to improve their organizational results. For the sake of the MGM Grand Hotel and Casino's proposed luxury tour bus renovation project, it is essential to examine the complex issue of performance management from the varying perspectives of the different stakeholders involved, including the project's sponsors (MGM Grand Hotel and…… [Read More]

References

Armstrong, M., & Baron, A. (1998). Performance management: The new realities. London: Institute of Personnel and Development.

Dudek-Burlikowska, M., Szewieczek, D. The Poka-Yoke method as an improving quality tool of operations in the process. Journal of Achievements in Materials and Manufacturing Engineering 36/1 (2009) 95-102.

Schwalbe, K. (2011). Information technology project management. (6th ed.). Boston: Course Technology Ptr.
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Team Planning State the Key

Words: 723 Length: 2 Pages Document Type: Essay Paper #: 19845372

However, team performance can also be measured by the sense of mutual respect between team members, and the presence of healthy rather than destructive forms of conflict.

Part II: Implementation and Evaluation

1.

State the rationale for your selection of the competency. What is this the most important competency for your immediate self-development? Why?

To foster cooperation, there must be trust between team members. The team must trust that the leader is setting feasible goals, and the leader must trust the individual team members to achieve those goals. Trustworthiness and integrity, and being able to convey this sense of security to fellow team members on the part of the leader is critical, and it is not enough merely to be honest, one must convince others of one's honesty.

2. What were the results of your implementation? Were you successful? How do you know? What was the impact on others?

Although…… [Read More]

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Performance Reviews How Is Performance

Words: 448 Length: 1 Pages Document Type: Essay Paper #: 20144924

Do not penalize strong performers for being members of strong teams. Lackluster employees would be penalized because no one would want them on their 'team.' Now, there is an incentive to work with weak employees, to boost one's own relative performance rating. This idea seems strong, and although it world reduce competition on work teams, as there would be less jockeying for power and the chance to win the highest team ranking, on the other hand, such a system would seem to be more in keeping with Microsoft's emphasis on company cohesiveness, a company committed to driving its mission of innovation forward and boasts that its greatest reward is allowing its employees to work together "with great people," and have an impact" as a member of a team not merely as an individual ("Employee Profile: David -- HR General Manager," 2006, Careers -- United States Microsoft ebsite).

orks Cited

Employee…… [Read More]

Works Cited

Employee Profile: David -- HR General Manager." (2006). Careers -- United States

Microsoft Website. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/epdb/profileDetailPage.aspx?profileID=107

Microsoft's 3.0 (or, How I Learned to Stop Worrying and Love the Curve." (2005)

Mini-Microsoft Blog. Retrieved 28 Jan 2006 at  http://minimsft.blogspot.com/2005/06/microsofts-30-or-how-i-learned-to-stop.html
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Performance Management System General Motors

Words: 2136 Length: 7 Pages Document Type: Essay Paper #: 94460896

Furthermore, the customer is most likely not to be biased hence the credibility of the feedback. The sources of information will be integrated by analyzing the data and comparing the feedbacks to determine if they show consistency; before drafting the final report.

Development

The performance appraisal method of evaluating the behavior for rating has a critical technique of analyzing information incorporated. Therefore, in developing the tool, the first approach is to establish the information that is required (Flynn, 2010). Once determined, the questioned are phrased and documented into questionnaires and interviews, which will then be administered to the supervisors, the co-workers and customers for feedback purposes. Additionally, the previous reports on the company's trends will be incorporated to show how the behavioral changes in the department affect the returns of the company. The information gathered is then consolidated into a report for the final scaling which is the report of…… [Read More]

References

Josiane Fahed-Sreih, (2009) "The HR Scorecard: Linking People, Strategy and Performance,"

Management Research News, Vol. 32 Iss: 3, pp.297-299

Maurer, S.D. (2002). A practitioner-based analysis of interviewer job expertise and scale format as contextual factors in situational interviews. Personnel Psychology, 55(2), 307-327.

Retrieved from  http://search.proquest.com/docview/220142693?accountid=35812
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Team Implementation General Motors

Words: 2214 Length: 8 Pages Document Type: Essay Paper #: 2578643

Team Implementation - General Motors

Team implementation -- General Motors

The American automobile industry has historically been one of the largest employers of the country. During the recent years however, the industry has suffered massive demises and was forced to downsize its staffs. Some of the challenges which faced the automobile industry included the forces of globalization which intensified competition, the changing consumer demands, the fluctuating prices of oil or the very threat of global warming.

But the more recent and most severe challenge was raised by the internationalized economic crisis. Commenced within the American real estate sector, the crisis soon expanded to the automobile industry, the furniture, electronics and virtually all commercial sectors of the economy.

General Motors was one of the companies worst affected by the economic recession. The organization was forced to downsize, restructure its debt and request financial aid from the United States Government. These solutions…… [Read More]

References:

Dettmann, T.R., Effective teams… some guidelines, CF Systems,  http://www.cfsystems.org/drupal/docs/Teams.PDF  last accessed on December 8, 2011

Kiev, A., 2008, Hedge fund leadership: how to inspire peak performance from traders and money managers, John Wiley and Sons

Lumsden, G., Lumsden, D., Wiethoff, C., 2009, Communicating in groups and teams: sharing leadership, 5th edition, Cengage Learning

Phillips, J., Gully, S.M., 2011, Organizational behavior: tools for success, Cengage Learning
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Performance Management How Has the

Words: 1732 Length: 6 Pages Document Type: Essay Paper #: 80258558

All of these are admittedly challenging problems and the key to lasting change is that employees must first identify and internalize the need and desire for change for these strategies to succeed.

eferences

Yuen H. Chan, obert . Taylor, Scott Markham. "The ole of Subordinates' Trust in a Social Exchange-driven Psychological Empowerment Process. " Journal of Managerial Issues 20.4 (2008): 444-467,421-422. ABI/INFOM Global. ProQuest, 1 Mar. 2009

Fulkerson, John ., and andall S. Schuler.. "Managing worldwide diversity at Pepsi-Cola International." Diversity in the workplace: Human resources initiatives. 248-276. New York, NY U.S.: Guilford Press, 1992. PsycINFO. EBSCO. [2 Mar. 2009

Ann Gilley, Jerry W. Gilley, Heather S. McMillan. "Organizational change: Motivation, communication, and leadership effectiveness. " Performance Improvement Quarterly 21.4 (2009): 75. ABI/INFOM Global. ProQuest. 1 Mar. 2009

Edward Martin. "Employers boost perks to build workforce loyalty. " the Business Journal 22 Sep. 1997: 30. ABI/INFOM Dateline. ProQuest. 2 Mar.…… [Read More]

References

Yuen H. Chan, Robert R. Taylor, Scott Markham. "The Role of Subordinates' Trust in a Social Exchange-driven Psychological Empowerment Process. " Journal of Managerial Issues 20.4 (2008): 444-467,421-422. ABI/INFORM Global. ProQuest, 1 Mar. 2009

Fulkerson, John R., and Randall S. Schuler.. "Managing worldwide diversity at Pepsi-Cola International." Diversity in the workplace: Human resources initiatives. 248-276. New York, NY U.S.: Guilford Press, 1992. PsycINFO. EBSCO. [2 Mar. 2009

Ann Gilley, Jerry W. Gilley, Heather S. McMillan. "Organizational change: Motivation, communication, and leadership effectiveness. " Performance Improvement Quarterly 21.4 (2009): 75. ABI/INFORM Global. ProQuest. 1 Mar. 2009

Edward Martin. "Employers boost perks to build workforce loyalty. " the Business Journal 22 Sep. 1997: 30. ABI/INFORM Dateline. ProQuest. 2 Mar. 2009
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Team and Tension the Major Components of

Words: 1222 Length: 4 Pages Document Type: Essay Paper #: 64291966

Team and Tension

The major components of House's Path-Goal Theory are directive leaderships, supportive leadership, participative leadership, and achievement-oriented leadership. Each leadership style has its own unique attributes which correlate directly to an individual's personality traits. For instance, directive leaders tend to have a more authoritarian approach to leadership. They tend to establish working hierarchies of relationships and reporting structures. Directive leaders also tend to operate as a single leader with sole responsibility over a limited amount of resources. As such directive leaders are particularly effective in routine and repetitive environments that adhere to strict requirements. Manufacturing and retail management positions tend to be very effective positions for directive leaders. Directive leaders give subordinates instructions about their task, how it is to be performed, and the time frame in which it needs to be completed. There is often very little freedom in regards to how the task should be accomplished.…… [Read More]

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Team Work Kaisen-Teian Stages of

Words: 634 Length: 2 Pages Document Type: Essay Paper #: 81030476

On our own team, we found, a lack of hierarchy was actually task-facilitating. Instead of a series and carrots and sticks method of keeping on task, overall team goal accomplishment was stressed, rather than personal performance.

Performing

In this model of organizational development, the process of performing was always in our minds, one of the most successful aspects of the team. Quality control was maintained through feedback loops between team members. For our team, the project of data-gathering was evaluated on a daily basis, with an eye upon the implementation or reporting phase.

Innovation is built into the process of constant team organization and reorganization, collaboration, and reformation, rather than resulting power-plays or a crisis. ith frequently reorganized and diverse teams, members of the organization must get to know one another well across horizontal and vertical leadership chains, and everyone gets a chance to play different roles and to have…… [Read More]

Works Cited

Chang, Yue Cathy; Johnson Wu, & Scott Roodvoets. Kaizen-Teian Improvement Systems

Module 10.1. Presentation for: ESD.60 -- Lean/Six Sigma Systems

MIT Leaders for Manufacturing Program (LFM). Summer 2004. May 6, 2009.

http://ocw.mit.edu/NR/rdonlyres/Engineering-Systems-Division/ESD-60Summer-2004/80F5F791-0F1C-43C4-8840-F6C703C65397/0/10_1kaizen_wu.pdf
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Teams Are Organized of People Focused Towards

Words: 945 Length: 3 Pages Document Type: Essay Paper #: 69400479

Teams are organized of people focused towards an achieving a particular goal. Each member is equipped with relevant skills and their approaches are liable to receive feedback by others. Team sizes in the range of 6-12 are generally the norm depending on the project in hand. Increasing team sizes imply overheads in terms of planning the structure and provision of support. Individuals constituting the team are usually not strong enough to serve the project alone. They future of the project depends on how well they can share expertise amongst other members. Teams avoid being dependent on the leader to lay out the entire plan. Members rely on the people responsible for different areas to proceed with the plan. Conflicts are discussed with the relevant members directly rather than waiting for a supervisor to act as the middleman. Performance issues are solved as a team (Mackin, 2007).

Groups can be defined…… [Read More]

References

Mackin, D.(2007) The Difference Between A Team and A Group. Retrieved from  http://www.sideroad.com/Team_Building/difference-between-team-and-group.html 

The importance of workplace diversity. Retrieved from http://www.ehow.com/facts_5200385_importance-workplace-diversity.html

Reid, N.(n.d.) Cultural Diversity and Team Dynamics. Retrieved from http://ezinearticles.com/?Cultural-Diversity-and-Team-Dynamics&id=2783874

Levine, A.(2011) Team Dynamics: Understanding your role. Retrieved from http://www.osa-opn.org/BrightFuturesBlog/post/Team-Dynamics-Understanding-Your-Role.aspx
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Performance Improvement Project Area to

Words: 1747 Length: 6 Pages Document Type: Essay Paper #: 10099689

Together these metrics will help the firm understand where the project stands and how has it really impacted the performance of both the firm as a whole and the employees as part of its system. The firm is a major manufacturer of cosmetic products. It can measure its brand equity by comparing it with other brands in the same category. Higher sales on their own are important but when compared to rival's growth, they make more sense and can be explained more easily to senior management.

The impact of this performance improvement project

The impact can be assessed from the benefits that would accrue to the firm. Greater impact will be felt in employee efficiency and productivity. More coordinated research will bring about better results in all areas including marketing and sales.

Strategies and approaches could be used to "sell" the project to Management

The management may not understand the…… [Read More]

References

Senge, Peter, The Fifth Discipline NY: Currency/Doubleday, 1990

Kofman, Fred and Peter M. Senge "Communities of Commitment: The Heart of Learning Organizations." Organization Dynamics.

Daniel Aronson, Introduction to Systems Thinking,  http://www.thinking.net/Systems_Thinking/Intro_to_ST/intro_to_st.html [Accessed 14th September 2005]
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High Group Cohesiveness and Its

Words: 838 Length: 3 Pages Document Type: Essay Paper #: 84116191

In Worklife Report's (2002) survey study of the effect of socialization in work relationships, it was found out that "...workers who regularly socialize with their colleagues are likely to be happier at work, have stronger team working skills and stay in one job for a longer period of time" (14). This finding illustrates how unity among members of the organization leads to better working performance and environment. Of course, it is inevitable that conflicts between or among members of the organization happen, but even these conflicts function to improve the efficiency and performance of the workers. However, it is also vital these conflicts function under a healthy working environment; otherwise, these conflicts can lead to disunity among the organization's members and dissolution of cohesiveness among groups.

However, there is also counter-evidence on the high productivity yield and high group cohesiveness relationship as illustrated in Lindorff's (2001) survey research, wherein the…… [Read More]

Bibliography

Kreitner, R. (1995). Organizational behavior. Chicago: Richard D. Irwin, Inc.

Lindorff, M. (2001). "Are they lonely at the top? Social relationships and social support among Australian managers." Work & Stress, Vol. 15, Issue 3.

Roundup." (2002). Worklife Report, Vol. 14, Issue 3.

Schultz, K. et. al. (1999). "The effects of low inventory on the development of productivity norms." Management Science, Vol. 45, Issue 12.
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Performance Given the Need to Improve Organizational

Words: 1522 Length: 4 Pages Document Type: Essay Paper #: 5751689

Performance

Given the need to improve organizational productivity through increasing employee performance, develop a performance management program that focuses on linking the organizations strategic objective with the individual effort outlining the benefits of improved performance, the consequences for lack of performance as well as the employee and managerial training that will be needed for implementation.

Purpose of the performance management program (PMP)

The purpose of the PMP is to align the motives of the employee with that of the organization so that the employee is encouraged to work for the good of the organization. Objectives are formulated that are in line with those of the employee, a system of rewards and consequences are established that attract the employee, and a system of monitoring and work appraisal, formalized together with employee, is established.

a. Strategic

The PMP is strategic so that the organization's goals are clearly aligned with that of the…… [Read More]

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Team Management

Words: 1697 Length: 5 Pages Document Type: Essay Paper #: 89645780

Team Management

Understanding the nature of teams and team management, what can you learn from sports teams?

Being insightful of the nature of teams and team management, it is possible to learn from team sports. Some of the key lessons to learn from team sports encompass aspects such as competitiveness and team spirit. At all times, teams in sports strive to remain competitive. This is not only internally amongst the players trying to play in different positions, but also externally against other rival teams. This indicates that employees within the organization should always endeavor to be at their best, learn, grow and develop. This not only enables them to develop into higher ranked positions, but is also beneficial for the organization at large. The team spirit element is another lesson that we can learn from teams. For a team to win, it necessitates a team effort, right from the first…… [Read More]

References

Brown, M., & Heywood, J. S. (2005). Performance appraisal systems: determinants and change. British Journal of Industrial Relations, 43(4), 659-6.

Davenport, T. H. (2014). What Businesses Can Learn from Sports Analytics. MIT Sloan Review. Retrieved from: http://sloanreview.mit.edu/article/what-businesses-can-learn-from-sports-analytics/

Furnham, A. (2005). Performance appraisal systems. In the People Business (pp. 127-129). Palgrave Macmillan UK.

Keidel, R. W. (1984). Baseball, football, and basketball: Models for business. Organizational Dynamics, 12(3), 5-18.
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Performance Plan the Accuvision Report

Words: 965 Length: 3 Pages Document Type: Essay Paper #: 63310545

I will also have the tutor critique the first drafts of documents I prepare and have them review my final versions. I would also like for my tutor/coach to observe me an a couple of meetings and have them offer suggestions for improvement.

Development Plan: Dealing with Operating Problems

I believe the collaborative approach I outlined above will help in identifying operational problems during the planning process and provide an early warning where handoff with in the implementation process may not go smoothly. As part of my discussions with cross-function partners will be the development of contingency plans in case any anticipated problem do arise. I will schedule a weekly meeting with all the cross-function leads, including any important suppliers and vendors, to access how things are going, early identification of any suspected problems, work to determine possible solutions and understand how the solution will impact all functional areas.

To…… [Read More]

Schedule a meeting with tutor/coach for feedback and to determine future plans

Measurement Plan:

To measure my improvement, retake the AccuVision assessment at the end of the spring 2011 semester.
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High Tech Industry & Power

Words: 1483 Length: 4 Pages Document Type: Essay Paper #: 2347989



Impact of Potential Change Factors

The potential change factors that both industries share is offshore production that is drastically re-shaping their value chains while also changing the structure of many industry participants from a supply chain standpoint. The outsourcing of tool manufacturing to India is forcing investment in quality management and compliance (Dangayach, Deshmukh, 2006) while in the high tech industry the change factors of Chinese manufacturing (Albrecht, Morgenstern, Xia, 2008) is changing the cost structures of the high tech industry and product lifecycles. The change factor of regulatory compliance to sell into Europe and global markets with tighter environmental restrictions than the U.S. is also re-ordering both industries.

An Analysis of Strategic Intent

The strategic intent of the power tools industry is to concentrate on the construction industry and generate stable sales through the Original Equipment Manufacturer (OEM) market, where profitability and sales levels are consistently high. For the…… [Read More]

References

Albrecht, S., Morgenstern, I., & Xia, X.. (2008). The cost of going global for China's high-tech companies. The McKinsey Quarterly,(3), 8.

Bernoff, J., & Li, C.. (2008). Harnessing the Power of the Oh-So-Social Web. MIT Sloan Management Review, 49(3), 36-42.

Casella, M.. (2010). UK Environmental Regulation. Risk Management, 57(3), 20-21.

GS Dangayach, & SG Deshmukh. (2006). An exploratory study of manufacturing strategy practices of machinery manufacturing companies in India. Omega, 34(3), 254-273.
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Teams Diversity Stakeholders and Organizational Conflict

Words: 2642 Length: 8 Pages Document Type: Essay Paper #: 77691031

Teams, Diversity, Stakeholders, and Organizational Conflict

The role of leadership in managing conflict in interpersonal, team, and organizational contexts in times of change, with a particular focus on downsizing

The term leadership can be defined as the actions an individual takes when he or she directs the activities of a team or group. the behavioral aspects or actions taken by a leader to influence his team and to help the team cope with change are some of the most important aspects of leadership (Abdulaziz Al-Sawai, 2013). Whenever a leader announces change in a company, it is only natural for employees to hope that the outcomes would affect them advantageously. All staffs normally hope that the management or the supervisors will take into account their efforts and needs. Hence, trust between the employees and their leaders is one of the most crucial factors in influencing how employees will react in response…… [Read More]

References

Abdulaziz Al-Sawai. (2013). Leadership of Healthcare Professionals: Where Do We Stand? Oman Medical Journal, 285-287.

Frederick P. Morgeson, D. Scott Derue, & Elizabeth P. Karam. (2010). Leadership in Teams: A Functional Approach to Understanding Leadership Structures and Processes. Journal of Management, 5-39.

Helder Moura, & Jose Cardoso Teixeira. (2016, October 6). Managing Stakeholders Conflicts. Retrieved from Repositorium: http://repositorium.sdum.uminho.pt/bitstream/1822/17572/1/Managing%2520stakeholder's%2520Conflicts.pdf

Jacob Bercovitch. (n.d.). CONFLICT AND CONFLICT Management IN ORGANIZATIONS: A Framework for Analysis. Canterbury: University of Canterbury.
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Performance Management Theories and Practices Course Application

Words: 645 Length: 2 Pages Document Type: Essay Paper #: 92874195

Performance Management Theories and Practices

Performance management is a continuous process by which an organization identifies, measures, and develops the performance of individuals. It aligns their performance, the resources and systems with the strategic goals of the organization. According to Leeuw and Berg (2011), companies that apply performance management practices generally perform better than those that do not.

The course has covered important performance management theories and practices. One key lesson learnt, for instance, is that for performance management practices to be effective, there must be constant communication between the management team and the employees; and it is imperative for the goals of the individual to be aligned with those of the organization (Pulakos, 2009). The performance management cycle also provided insight on how performance management systems should be implemented in the organization. The elements of this cycle include: setting the objectives; measuring the performance of individuals; providing feedback on…… [Read More]

References

Leeuw, S. & Berg, P (2011). Improving Operational Performance by Influencing Shopfloor Behavior via Performance Management Practices. Journal of Operations Management, Vol. (29) 3, 224-233. Retrieved from http://search.proquest.com.proxy-campuslibrary.rockies.edu/docview/866083571/50E9B56B076C4E25PQ/1?accountid=39364

Pulakos, E.D. (2009). Performance Management: A New Approach for Driving Business Results. (1st Ed.). West Sussex, United Kingdom: Wiley-Blackwell Publishers.
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Corporate Governance on Organizational Performance Corporate Governance

Words: 2604 Length: 8 Pages Document Type: Essay Paper #: 48388499

Corporate Governance on Organizational Performance

Corporate governance implies to decisions made by the management in organizations, which influence the overall performance of the firm. Corporate governance focuses on organization's governance and the performance of duties within firms. Management of firms develops specific strategies or set of mechanisms that influence their decision-making. These decisions are crucial in firms where there is a clear difference in ownership and control. Some of the strategies the management team might use are employing the participation of the board of directors in decision-making, encouraging shareholders in the management of organizations or decisions made on market operations (Aguilera, Filatotchev, Gospel & Jackson, 2008). Decisions instituted by members of these teams directly influence the performance of the firm. Moreover, decisions tasks undertaken by the management and the shareholders contradict, but are very crucial to the overall performance of the organization.

Corporate governance is a highly powerful aspect to…… [Read More]

References

Richardson, D.F., Larcker, S.A., & Tuna, I. (2007). Corporate governance, accounting outcomes, and organizational performance. The Accounting Review, 82(4), 963-1008.

Aoki, M., Jackson, G., & Miyajima, H. (2008). Corporate governance in Japan: Institutional change and organizational diversity. Oxford University Press.

Aguilera, R.V., Gospel, H., & Jackson, Filatotchev, IG. (2008). An organizational approach to comparative corporate governance: Costs, contingencies, and complementarities. Organization Science, 19(3), 475-492.

Adams, R.B., Almeida, H., & Ferreira, D. (2005). Powerful CEOs and their impact on corporate performance. Review of Financial Studies, 18(4), 1403-1432.
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Role and Improving Management Performance Nurse Shift

Words: 2634 Length: 8 Pages Document Type: Essay Paper #: 52328564

ole and Improving Management Performance: Nurse Shift Leader

Management plays a key role towards improving performance in an organization. In the 21st century organizational setting, management is fundamental in ensuring that there is a high performance in an organization. Organizations are investing in developing the right management systems, people so that they boost the employee performance, and foster the realization of departmental objectives. This has become a critical thing in enhancing employee performance in the workplace. In this study, I have focused on various issues of management and the role that I, as the Nurse Shift Leader, will play in boosting the performance of employees under me in adult intensive care unit and the entire hospital.

Managers have a role to play to improve performance in an organization. In fact, all the success of an organization begins and ends with the form of management and style adopted. Effective organizations are…… [Read More]

References

Armstrong, M. (2006). A handbook of management techniques. London: Kogan Page Publishers.

Awamleh, R., & Gardner, W.M. (2004). Perceptions of Management and its effectiveness. The Leadership Quarterly, 10(3), 345 -- 373.

Avolio, B.J., Bass, B.M., & Jung, D.I. (2009). Re-examining the components of transformational and transactional leadership, Journal of Occupational and Organizational Psychology, Vol. 72, Issue 2, p. 441 -- 462.

Alannah E. & Mark A. (2004). Transformational leadership, The Leadership Quarterly, Vol. 15, Issue 2, p. 329 -- 354.
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Successful Team Management in Managing

Words: 636 Length: 2 Pages Document Type: Essay Paper #: 77290177

This is invaluable across a software development organization this enterprise content and code management system becomes the system of record serving all projects over time.

Invariably when there is a relatively large group of subordinates all working on a project, and the pressure and stress to excel reaches a high level, morale at times can supper and hidden agendas emerge. This aspect of hidden agendas is particularly evident in highly visible, highly stressful projects (Bowen, Wyrley-Birch, 1995). The best possible strategies for managing hidden agendas is to be open, honest and show trust to the subordinates who are the most closed and tend to be the most distant on stressful projects. To be trusted, a leader needs to show they trust their subordinates (Hui-Ling, Yu-Hsuan, 2011). Often hidden agendas proliferate when a subordinate doesn't see they have a voice in the process. In this situation it is best for a…… [Read More]

References

Bowen, P.A., & Wyrley-Birch, M. (1995). The effectiveness of project management as a design team organizational structure. Transactions of AACE International,, HROT31-HROT35.

Hui-Ling, T., & Yu-Hsuan, C. (2011). Effects of empowering leadership on performance in management team. Journal of Chinese Human Resources Management, 2(1), 43-60.

Manager of Information Technology

Software Designers and User Interface Specialists
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Active Performance Management Proposal Case Study Evaluating

Words: 1989 Length: 6 Pages Document Type: Essay Paper #: 49847331

Active Performance Management Proposal: Case Study Evaluating Active Performance Measurement in Beechwood

The research examines the potential possibilities of active performance management in the modern workplace. It first examines the current literature as a way to set a foundation for the actual analytic portion of the project. Then, specific research questions are examined in order to provide a framework to test the actual efficiency of an active performance management style implemented in the field. Finally, a potential methodology is explored as well as the significance of the research as a whole.

In this vulnerable economic environment, many businesses are looking for an edge on their competition. One potentially lucrative strategy for increasing productivity and efficiency within implementation of future strategies is adopting an active performance measurement strategy. In this, managers focus on evaluating perfomance from a proactive standpoint. Essentially, "the purpose of performance analysis is to locate evidence and draw…… [Read More]

References

Abbey, Paul, 2009. Active performance management. Management Articles. Web.  http://www.articlesfactory.com/articles/management/active-performance-management.html 

Armstrong, Michael, 2009. Armstrong's Handbook of Performance Management: An Evidence-Based Guide to Delivering High Performance. Kogan Page Publishers.

Beechwood, 2012. About Beechwood. Beechwood. Web.  http://www.beechwoodps.co.uk/about 

Ferri, Richard A., 2010. Active managers' market-beating claims debunked. Forbes. Web.  http://www.forbes.com/2010/02/16/mutual-funds-active-management-debunked-personal-finance-indexer-ferri.html
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Work Teams Teamwork Has Become

Words: 1884 Length: 6 Pages Document Type: Essay Paper #: 7129866

In the context of Charters Schools, distributed leadership that connects organizational features (culture, business practices, motivation etc.) provides a greater opportunity for members to learn from one another. An increased participation in decision making is another characteristic of effective organizations that may be identified in the organizational structure of Charter Schools USA. An increased participation in decision-making leads to a greater commitment to organizational goals and group strategies are free to develop. Such form of leadership allows the increase in self-determination, and the members may anticipate and respond to the demands of the organization's environment.

Another important issue that makes Charter Schools USA effective is the use of 360 degree appraisal of performance, which involves a group of people who interact with the employee in many different ways and are able to rate his performance. esearch and practice has already proved the effectiveness of the feedback from multiple sources and…… [Read More]

References

About Charter Schools USA, Retrieved at http://www.charterschoolsusa.com/about.html

Campion, M.A., Medsker, G.J., & Higgs, a.C. (1993). Relations between work group characteristics and effectiveness: Implications for designing effective work groups. Personnel Psychology, 46, 823-850.

Peterson, K. (1995) Critical Issue: Building a Committed Team, Retrieved at http://www.ncrel.org/sdrs/areas/issues/educatrs/leadrshp/le200.htm

Leithwood, K., (unavailable year), Educational Leadership, a review of the research, Retrieved from www.temple.edu/Lss/pdf/ReviewOfTheResearchLeithwood.pdf
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IT Firm and Performance Evaluation

Words: 2614 Length: 9 Pages Document Type: Essay Paper #: 17209385

The company leaders should however provide the training and development opportunities for their teams and make good on that commitment. The aspect of keeping commitments to employees, even when it is costly and hard to do in circumstances including the development of new performance management systems, is a necessary cost of consistency and leadership for higher performance (Castellano, oehm, 2001). Once Angus and his team have been able to complete these initial tasks, the company can move to the next stage of redesigning their employee performance management system by concentrating on integrating the existing knowledge of performance benchmarks and guidelines into the existing system (Ko, Dennis, 2011). During the initial phase of the original performance management system, this phase of knowledge management and transfer had been completely skipped.

Studies indicate that for a performance management system to work there needs to be metrics and key performance indicators (KPIs) in place…… [Read More]

References

Joseph F. Castellano, and Harper A Roehm. 2001. The problems with managing by objectives and results. Quality Progress 34, no. 3, (March 1): 39-46.

Sow Hup Chan. 2006. Organizational identification and commitment of members of a human development organization. The Journal of Management Development 25, no. 3/4, (March 15): 249-268.

Coate, P., and K. Hill. 2011. Why Smart Companies Hire Performance Coaches to Turn Managers into Leaders. Employment Relations Today 38, no. 1, (April 1): 35.

Elaine Farndale, Veronica Hope-Hailey, and Clare Kelliher. 2011. High commitment performance management: the roles of justice and trust. Personnel Review 40, no. 1, (January 1): 5-23.
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Building an Effective Technology Support Team Creating

Words: 1312 Length: 5 Pages Document Type: Essay Paper #: 50451830

Building an Effective Technology Support Team

Creating and managing an effective technology support team needs to be predicated on more than just the traditional four areas of planning, organizing, leading and controlling and include the critical skill sets of transformational leadership skills. Those four components of management theory don't take into account the broader aspects of transformational leadership's contributions of a compelling vision and galvanizing mission, both of which are critical for any technology support team to excel. The intent of this analysis is to illustrate the best approaches to building an effective technology support team. Included in this analysis are recommendations for managing personalities and how they affect relationships within and beyond the technical staff.

Creating and Effective Technology Support Team

Teams are by definition a group of people all working towards a common goal. Increasingly teams are both in-person and virtual, as evidenced by the use of cloud…… [Read More]

References

Braun, F.C., Michel, A., & Martz, B. (2012). Action-centered team leadership influences more than performance. Team Performance Management, 18(3), 176-195.

Kezsbom, D.S. (1993). Integrating people with technology: A paradigm for building project teams. Transactions of AACE International,, 6-Q.4.1.

Leavy, B. (2012). Michael beer - higher ambition leadership. Strategy & Leadership, 40(3), 5-11.

Ramsey, R.D., EdD. (2010). Are you missing out on the power of purpose? SuperVision, 71(10), 19-21.
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A concise Analysis of financial performance of companies

Words: 6238 Length: 17 Pages Document Type: Essay Paper #: 65988591

environmental, social and governance (ESG) performance and financial performance of companies

Investors are increasingly recognizing the fact that ESG (environmental, social, corporate governance) elements can substantially affect companies' security rates and financial performance. The aforementioned components' contribution to financial markets has been growing with the rise in number of ESG opportunities and risks within the contemporary international economy. Timely and improved organizational policy-related data access and the effect of organizational policy on communities have made it considerably convenient for customers to express their dissatisfaction by simply quitting a brand. When international brands' images are sullied by ESG-related problems, the resultant instantaneous backlash has the capacity of abruptly and negatively impacting income and demand (Eccles, Ioannou & Serafeim, 2014).

Organizations having a poor reputation when it comes to ESG related matters are vulnerable to monetary risks, including a very genuine threat of facing lawsuits in the future, greater remediation and regulatory…… [Read More]

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Is There a Relationship Between Workplace Learning and Managers Performance in the Hospitality Industry

Words: 4106 Length: 10 Pages Document Type: Essay Paper #: 71898954

WOKPLACE LEANING AND MANAGE'S PEFOMANCE IN THE HOSPITALITY INDUSTY

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

Manager's ole as a Leader

Workplace Learning

Why is Workplace Learning Important

The 'ideal' Workplace Learning Situation

Methods of Workplace Learning

Hospitality Industry Supports and Values Training and Learning

Management Skills in Workplace Learning

Manager's ole in the Hospitality Industry

Optimize Communication between Managers and Employees

Effective Managers in Hospitality Industry

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

Hospitality Manager

Impact of Managers' Performance

Why Should Managers be Involved in Workplace Learning in Hospitality Industry?

Skills Learnt in Workplace Learning in Hospitality Industry 13

Conclusion 13

eferences 15

Abstract

There is a direct relationship between workplace learning and manger's performance in a hospitality industry. This paper deciphers the roles and responsibilities of the manager in…… [Read More]

References

Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.

Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.

Theresa, B., Blackbourn, S., Hussey, D., & Linda, N. (2009). Developing the Local Workforce: Is Work-Based Learning the Solution? British Journal of Occupational Therapy, 18-28.

Ahu, T., & Ozbilgin, M.F. (2009). Understanding Diversity Managers' Role in Organizational Change: Towards a Conceptual Framework. Canadian Journal of Administrative Sciences, 45-52.
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Social Performance of Organizations

Words: 2206 Length: 7 Pages Document Type: Essay Paper #: 37254592

company British Petroleum, its products and services, the critical success factors for its operations and its salient stakeholders. It also discusses ways in which the primary stakeholders affect an organisation's financial performance. Then it evaluates the controversial corporate social responsibility issue of Deepwater Horizon Accident of 2010 and the formation of a stakeholder coalition to address this issue, including plans to address the challenges in persuading the affected stakeholders in forming the coalition.

British petroleum is a company with worldwide operations. It provides energy products and services to customers around the world to meet their modern energy demands. Its upstream segment is responsible for discovering oil and gas products around the world. The downstream segment is associated with energy products and services such as fuels, petrochemicals and lubricants (BP, 2014). BP has a range of products and services to cater energy demands of customers.

Air BP: This is the aviation…… [Read More]

References

BP (2014). Gulf of Mexico restoration. [ONLINE] Available at: http://www.bp.com/en/global/corporate/gulf-of-mexico-restoration.html. [Last accessed 14 January 2014].

BP (2014). Press. [ONLINE] Available at:  http://www.bp.com/en/global/corporate/press.html . [Last Accessed 14 January 2014].

BP (2014). Products and Services. [ONLINE] Available at: http://www.bp.com/en/global/corporate/products-and-services.html. [Last Accessed 13 January 2014].

Larson et al., (2000). Stakeholder Collaboration. Washington, DC: WWF-U.S..
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Staff Performance Development Reviews

Words: 2638 Length: 8 Pages Document Type: Essay Paper #: 4778860

Staff Performance Development Reviews

Performance reviews became necessary as soon as the first worker was employed. For good or bad, performance reviews are an absolutely essential part of the workplace; properly administered, such reviews have been shown time and again to be enormously positive and motivating forces in employees' lives by helping them identify their strengths and weaknesses and by encouraging them to achieve even greater successes -- and avoid comparable failures -- in the future. Improperly administered though, performance reviews can be the source of an enormous amount of controversy and friction within an organization; improperly administered performance review programs can also result in legal action against the employer. Taken together, it quickly becomes clear that providing workers with timely and accurate feedback concerning their performance is a vitally important function within almost any organization, but many managers are either unable or unwilling to provide such reviews for a…… [Read More]

Bibliography

Bommer, William H., Jonathan L. Johnson, Scott B. Mackenzie, Philip M. Podsakoff and Gregory A. Rich. 1995. "On the Interchangeability of Objective and Subjective

Measures of Employee Performance: A Meta-Analysis." Personnel Psychology, 48(3),

Denton, D. Keith. 1992. Recruitment, Retention, and Employee Relations: Field-Tested

Strategies for the '90s. Westport, CT: Quorum Books.