A critical element of successful team performance is using appropriate reward

A critical element of successful team performance is

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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. Conclusion Teams are bound to fail if they are not empowered and motivated to complete assigned tasks. Direction, goal alignment, performance monitoring, ongoing feedback, coaching and development, and rewards and recognitions are the building blocks to successfully managing team performance. Each block has its own weight on the role a leader must play to successfully motivate and empower individuals and teams as a whole. As a result of each block working in unison there more trust is built, commitment to the organizations vision and missions increase, team confidence and determination increases and task performance increases.
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BUILDING BLOCKS OF MANAGING TEAM PERFORMANCE 7 References Brencic, 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 and mentoring 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=38569 Starbird, D., & Cavanagh, R. R. (2011). Building engaged team performance: Align your processes and people to achieve game-changing business result s. New York: McGraw- Hill. Thompson, L. L. (2018). Managing the team: A guide for managers . New York, NY: Pearson.
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  • Fall '19
  • RicHARD Bell
  • Management, Managing Team Performance

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