and appreciated by leadership and their team members.A critical element of successful team performance is using appropriate reward systems, with thoughtfulness individual member and whole team contributions. Many organizations encourage and value team collaboration, but they appraise, and compensation individuals grounded on accomplishments made on the individual level. Incentive based systems should be connected to performances and skills that make capable an organization’s capacity to meet or exceed goals (Thompson, 2018). Rewards are typically issued as compensation for meeting target goals, recognizing accomplishments and including employees in profit sharing. Furthermore, all reward systems should also be designed to make sure the employee is being treated fairly. ConclusionTeams are bound to fail if they are not empowered and motivated to complete assignedtasks. Direction, goal alignment, performance monitoring, ongoing feedback, coaching anddevelopment, and rewards and recognitions are the building blocks to successfully managingteam performance. Each block has its own weight on the role a leader must play to successfullymotivate and empower individuals and teams as a whole. As a result of each block working inunison there more trust is built, commitment to the organizations vision and missions increase,team confidence and determination increases and task performance increases.
Subscribe to view the full document.
BUILDING BLOCKS OF MANAGING TEAM PERFORMANCE7ReferencesBrencic, V. (2015). Employers’ efforts to deter shirking in teams: Evidence from job vacancies. Review of Labour Economics & Industrial Relations, 29(1), 52-78.Dyer, W. G., Dyer, J. H., & Dyer, W. G. (2013). Team building: Proven strategies for improving team performance. San Francisco, CA: Jossey-Bass.Kanaga, K., & Browning, H. (2011). Maintaining Team Performance. New York, NY: John Wiley & Sons.Le Comte, L., & Mcclelland, B. (2017). An evaluation of a leadership development coaching andmentoring programme. Leadership in Health Services (Bradford, England), 30(3), 309–329. Newbold, C. (2013). 360° feedback. Training Journal, 55-59. Retrieved from -com.csuglobal.idm.oclc.org/docview/1446975034?accountid=38569Starbird, D., & Cavanagh, R. R. (2011). Building engaged team performance: Align your processes and people to achieve game-changing business results. New York: McGraw-Hill.Thompson, L. L. (2018). Managing the team: A guide for managers. New York, NY: Pearson.
As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.
Temple University Fox School of Business ‘17, Course Hero Intern
I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.
University of Pennsylvania ‘17, Course Hero Intern
The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.
Tulane University ‘16, Course Hero Intern
Ask Expert Tutors
You can ask 0 bonus questions
You can ask 0 questions (0 expire soon)
You can ask 0 questions
(will expire )