These leaders are very trusting of there members abilities and will let the team get on with the task at hand, They give very little input with the day to day running of the team.
Assess the effectiveness of own organisation in measuring team performance against organisation goals and objectives
A team is a type of organizational group with independent members. They share common goals and work together to meet these goals (Northouse, 2016). The organization where I work has teams at various levels for maximizing the success. These teams include, core teams, coordinating teams, patient aligned care team (PACT), contingency teams, ancillary teams, support and administration teams (Veterans Health Administration [VHA], 2015). Some of these teams have interdepartmental members while others have intradepartmental staff. Successful teams have a concrete blueprint and that contributes to their effective functioning. There are several factors that affect these teams irrespective of the level. The factors comprise the presence of a clear task, separation from non-team members, authority, and stability. The factors like working conditions, team process and bridging the gaps are concerns for the executive level. The complexity of the task, individual skills and their diverse specializations affect the selection of the team members. The team’s meaningful interactions decide their success. Independent teams can help promote friendly competition within the organization and lead to better staff performance. An efficient leader can design and launch an effective team through careful planning and selection of the right members. He/she keeps the factors that affect the success of the team in mind when designing the teams. The patient care units
Team work and open communication is, as I have said and will say numerous times, vital to achieving organisational objectives and creating a positive working environment and a ‘can-do’ attitude.
In the government-sponsored organization of Skills for Tomorrow it is important that employees and management realize that effective team management is the key to successful operations. Having a more effective team in place will create a more successful organization by
The biggest area for improvement is the recruitment and training of the members. Since the largest resource the group has is its work force, the utilization of these resources could yield great results in the future as an organized group.
While team dynamics and cohesion play a great role in the success of any team, we believe that external factors (situation, system) can profoundly affect behavior and performance. The importance of creating an environment that supports great people and encourages them to support one another so the whole is far greater than the sum of the parts is undermined by this statement. Even a great team can’t be guaranteed to fix a mediocre idea or come up with good ones every time. The system/environment have a big role in the success of a team.
The Company is committed to providing their employees with a stable work environment with equal growth opportunities. Creativity and innovation are encouraged for improving the effectiveness of Southwest Airlines. (The Mission of Southwest Airlines, 2011)
Koç Group achieve Holding's targets at Koç Group, thanks to the vigour we obtain from human resources, above all else, as Koç Group endeavour towards becoming a group in which reciprocal respect and dedication prevail, always appreciating diversity and interactive participation. Their Group has always attached the utmost importance to providing top-calibre human resources and continuous improvement of employees, undergirding motivation at the highest possible levels. Allocating resources to uphold these principles by seriously espousing employee satisfaction and improvement, the Koç Group believes that creative opportunities are discovered through the synergy of differing viewpoints and the accumulation of knowledge.
Today’s workers are constantly looking for something refreshing and new. This thirst for new challenges has posed a problem for many employers, who must learn new ways to train and maintain employee motivation at high levels.
There are a host of motivation factors to consider for the leaders and managers of teams due to the complexity of people. This complexity means similar actions taken in familiar situations can have varied outcomes from different people. This is often due to the underlying foundations of values and beliefs formed over people’s lives. At the heart of the individual is the core beliefs that become deeply engrained once adulthood is achieved, some of them are derived from culture and society mixed with other personal and singular values. Surrounding our beliefs and values are our attitudes and feelings towards our experiences, these are often fluid to change depending on events and experiences. Finally, how we behave is the outward manifestation of these underpinning values and attitudes and this behaviour will have direct correlation with whether or not any tasks carried out are effective. Consequently to change anyone’s behaviour it is necessary to alter the attitudes or values of a person to have a long lasting effect.