Effective Team and Performance Management Essay - 4

Effective Team and operation Management - Essay ExampleThe paradigm shift in business has broadened the focus of organization beyond the achievement of its own goals and objectives to the creation of an environment where the members (in this case the employees) can also realize their individual and crowd objectives and desires at heart the organization structure. Employees are now concerned about their career paths within an organization in a higher place and beyond their monetary rewards. This career path requires the creation of programs and systems that allow for new knowledge and skill science within the organization that allow for successive put acrossion or growth of the individual alongside that of the boilersuit organization (Berger & Berger, 2010). The purpose of this paper is to demonstrate the role of police squad up cohesion and understanding on organisational performance. It examines how leadership can better enhance the relations amongst individuals, teams and m anagement therein increasing their collective synergistic efforts towards the realization of optimal performance and achievement of set organizational targets and objectives. It also examines how the underlying differences between individuals within the organization can lead to frictions within the organization that can dent organizational performance and progress therein showing how such frictions can be mitigated and managed as and when they arise. The paper employs several tasks involving team and individual relations therein using theoretical team and performance management models to evaluate the service of such tasks in building capacity for achieving optimum organizational performance. Reflection Group Formation and compendium Approach I have chosen to use the Tuckman team model (1965) in organizing my reflections on the experiences gained from the mixed seminar activities or tasks. This is because the model offers a simple yet conclusive four- step approach involving formi ng, storming, norming, and performing phases for examining and managing the aggroup dynamics of individuals within a team. The first stage is absolutely vital in identifying members for your team. Figure 1 Tuckman Model for reflection The selection of team members can be done ground on the roles set for members within the team (Belbin, 2004). The formation of my team comprised individuals from multicultural backgrounds Mathew Stroud (British) Alena Linhartova (Spanish) Virginia Bath (British) Abdulaziz Mohammed Al-Hunayshil (Saudi Arabia) Chunlin Chen (China) The distribution of roles within the team was arrived at based on Belbins self-perception inventory model (1981) which argued that team roles existed based on clean-cut individual preferences in addition to being behavioral and thought style-dependent. The model implied the prevailing of a more natural role in most occasions. Belbin initially had an eight role model where the roles were arrived at based on six factors name ly personality, mental ability, current value and motivation, field constraints, experience, and role learning. He further failed to show the degree of variation within these factors.Later on, he added a ninth role that of the specialist. Table 1 Belbins Team