Individual Performance of Team Members †Myassignmenthelp.Com

Question: Explain Individual Performance Of Team Members? Answer: The team dynamics are those psychological forces that affect the behavioural aspects of the team members. The group dynamics can effect on the team performance with following factors such as Profitability Work environment Employee retention rate Individual performance of the team members in the organization Overall reputation of the organization. However, various conflicts, misconducts and lack of trust can arise due to poor group Dynamics. Poor dynamics can hinder the relationships among the team members and even among the team members and the clients of the business as the old persons of the fitness club[1]. There are several strategies to enhance the performance of the team members and the participation rate of the people such as A strategic change in the organizational structure Specific workshops need to be conducted to improve the group dynamics Personality development training programs Better communication process among the team members Cultural change management to develop positive attitudes in the organizations environment Open group discussion on various topics[2] In a team, the leaders use to manage various opinions of the team members. Along with that, they use to manage the conflicts. However, the leader of a team needs to strategize the process of gaining consensus among the team members. The leader needs to do An analysis of the Strength and weakness of individuals and should minimize the weaknesses and try to allocate the strength to develop consensus. Individual assessment of the opinions and finding out the agreeableness characteristics in them[3]. There are several steps required to resolve the issues of team management such as The leader should acknowledge the issues of individuals, the conflicts among the bteam members, the controversies and differences. A detailed discussion on each object should be done with a general meeting and a cooperative process should be approached[4]. Agreeableness is a good characteristics of a team member, thus need to be developed to a particular object and the solution of the conflicts should be derived by the leader depending on the situation. The decision should be taken by the leader, but he/she should clarify the reasons behind such decision along with the consequences and difficulties of the situation[5]. All the members should reach to one decision that has been taken by the leader. Develop a team building plan In Bounce Fitness, the personal trainers help their clients in achieving their fitness goals and they also provide the fitness services at home that to provide the comfort and privacy. The job profile of the personal trainers is crucial as they are the key marketing elements of the organization. Their performance reflects the growth of the organization. As a leader of the team of professional trainers, the roles and the responsibilities should be determined and the key performance indicators of the team should be set to make accountable performance report to the organization. However, the purpose can be fulfilled only with good leadership styles. A friendly and open environment for better communication should be maintained and resolution of the issues of individuals should be done[6]. Individual assessment for the acknowledgement of the skills and characteristics should be done for judging the compatibility for the team building. However, the individual characteristics should be matched with the goal of the organization. The performance target should be set as per the skill set and that should be gathered to reach the objective of the team performance. The performance plan should be constructed accounting to the information of the individual skill sets and the tasks should be divided in the plan as to reach the organizational targets[7]. Individual interviews and project evaluation should be done to match it with the goals of the organization. The Bounce fitness works for the fitness company owners and they also support them in managing their business projects. Thus, critical evaluation of each project will be required. Develop and Facilitate Team Cohesion For this purpose, few key performance indicators (KPI) that should be set for evaluation such as training hours, number of people get trained, rating for individual trainers, Generating referrals for individual professional trainers. The professional trainers who will have the best score over the KPIs should be encouraged with various rewards such salary hikes, lucrative incentives, promotion in career and various other opportunities for career growth. Along with that, the best performers should be recognized among all the other team members and the clients[8]. A feedback survey should be conducted among the team members regarding the issues and problems of individuals. Along with that, a suggestion box should be managed on the digital media to generate the reviews of the issues and resolution of them. Here the motivation theory of team management should be used. In the Bounce Fitness, the leader has to deal with the sports persons. Thus, they use to be type A personality in general, they love to work and perform. Thus, to motivate them, McClellands motivation theories will be useful. The team members can be encouraged with the social recognition and affiliation and power to participate in the team activities. These motivation strategies will also enforce them to get engaged in the communication process[9]. The team performance indicators should be helpful in this purpose. The performance matrices should be reveals in front of every team member, thus they can know how their team and they individually performing in the organization. Apart from that, individual assessment for the performance score should be obtained and circulated among them to get them notified about it. However, there will be few people performing not up to the target set. They should be called for personal conversation with the team leader and they should be acknowledged with their weaknesses. The leader should personally guide them to recover from their obstacles and weaknesses and get in to the race of best achievements in the organization. This will enhance the team spirit too. Facilitate Teamwork The leader should always maintain the image of a role model of him in the organization that the other people and the team members can follow. The leader should be organized and he should be ambitious about his career goals. The leader should be concerned with the time management and he should approach he for high achievements in his work. There will be concern for the deadlines and the delays will be avoided on higher priority. Along with that, the leader will be patient with the communication and arguments made by the other team members[10]. Liaise with Stakeholders The stakeholders of Bounce Fitness are the people who are working in the organization, the people with whom the employees are working, the business organization with whom Bounce Fitness is working, the media, the prospective customer base and the shareholder or owners of the company. The open communication can be managed with the social channels and various other mediums of communication. The communication process should be transparent, the context of communication should be precise and the approaches of the communication should be formal as to mention all the crucial points[11]. The information transmission process is crucial and there is a risk of information loss or reconstruction of the information, or delivery of totally wrong information that with opposite meaning. The communication process with the top management is different from the communication process with the team members. The leader should carefully note the information or message as given by the top management and first decode the actual meaning. This step will keep the sense of delivering right information. Then the leader should address all the team members and detail the exact message along with conclusion of the meaning and crucial points of the information[12]. For this purpose, various strategic ways should be adopted to resolve the issues and the problems. Attention should be given to individuals to resolve their problems. Problem acknowledgement is a crucial step in resolving process. The entire communication should be documented or recorded for the purpose of follow up in future. However, the documentation is needed for the communication with the line managers and the stakeholders. The study of the documents and record will help the leader to analysis the dynamics of the team and that to help them in resolving issues in near future[13]. The leader should acknowledge the unresolved problems and issues in this context. However, regular follow up should be helpful in this process and the resolving will be easier for all the stakeholders. The leader should communicate with all the stakeholders on regular basis and the communication should be clear. There should not be any biasness for any person or any other means[14]. References Aga, Deribe Assefa, Niels Noorderhaven, and B. Vallejo. "Transformational leadership and project success: The mediating role of team-building."International Journal of Project Management34, no. 5 (2016): 806-818. Bourne, Lynda.Stakeholder relationship management: a maturity model for organisational implementation. CRC Press, 2016. Cameron, Peter. "Building the leadership team."Emergency Department Leadership and Management: Best Principles and Practice(2014): 31. Certo, Samuel.Supervision: Concepts and skill-building. McGraw-Hill Higher Education, 2015. Chemers, Martin.An integrative theory of leadership. Psychology Press, 2014. DInnocenzo, Lauren, John E. Mathieu, and Michael R. Kukenberger. "A meta-analysis of different forms of shared leadershipteam performance relations."Journal of Management42, no. 7 (2016): 1964-1991. Eskerod, Pernille, and Anne Live Vaagaasar. "Stakeholder management strategies and practices during a project course."Project Management Journal45, no. 5 (2014): 71-85. Goetsch, David L., and Stanley B. Davis.Quality management for organizational excellence. Upper Saddle River, NJ: pearson, 2014. Mathieu, John E., Michael R. Kukenberger, Lauren DInnocenzo, and Greg Reilly. "Modeling reciprocal team cohesionperformance relationships, as impacted by shared leadership and members competence."Journal of Applied Psychology100, no. 3 (2015): 713. Mihalache, Oli R., Justin JP Jansen, Frans AJ Van den Bosch, and Henk W. Volberda. "Top management team shared leadership and organizational ambidexterity: A moderated mediation framework."Strategic Entrepreneurship Journal8, no. 2 (2014): 128-148. Ou, Amy Y., Anne S. Tsui, Angelo J. Kinicki, David A. Waldman, Zhixing Xiao, and Lynda Jiwen Song. "Humble chief executive officers connections to top management team integration and middle managers responses."Administrative Science Quarterly59, no. 1 (2014): 34-72. Quinn, Ronald. "CEAD 620-01 Sport Leadership Team Building." (2015). Wang, Danni, David A. Waldman, and Zhen Zhang. "A meta-analysis of shared leadership and team effectiveness." (2014): 181. Weiss, Joseph W.Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers, 2014. Williams, Chuck.Principles of management. S [1] Mathieu, John E., Michael R. Kukenberger, Lauren DInnocenzo, and Greg Reilly. "Modeling reciprocal team cohesionperformance relationships, as impacted by shared leadership and members competence."Journal of Applied Psychology100, no. 3 (2015): 713. [2] DInnocenzo, Lauren, John E. Mathieu, and Michael R. Kukenberger. "A meta-analysis of different forms of shared leadershipteam performance relations."Journal of Management42, no. 7 (2016): 1964-1991. [3] DInnocenzo, Lauren, John E. Mathieu, and Michael R. Kukenberger. "A meta-analysis of different forms of shared leadershipteam performance relations."Journal of Management42, no. 7 (2016): 1964-1991. [4] Aga, Deribe Assefa, Niels Noorderhaven, and B. Vallejo. "Transformational leadership and project success: The mediating role of team-building."International Journal of Project Management34, no. 5 (2016): 806-818. [5] Mihalache, Oli R., Justin JP Jansen, Frans AJ Van den Bosch, and Henk W. Volberda. "Top management team shared leadership and organizational ambidexterity: A moderated mediation framework."Strategic Entrepreneurship Journal8, no. 2 (2014): 128-148. [6] Quinn, Ronald. "CEAD 620-01 Sport Leadership Team Building." (2015). [7] Cameron, Peter. "Building the leadership team."Emergency Department Leadership and Management: Best Principles and Practice(2014): 31. [8] Williams, Chuck.Principles of management. South-Western/Cengage Learning, 2013. [9] Chemers, Martin.An integrative theory of leadership. Psychology Press, 2014. [10] Goetsch, David L., and Stanley B. Davis.Quality management for organizational excellence. Upper Saddle River, NJ: pearson, 2014. [11] Certo, Samuel.Supervision: Concepts and skill-building. McGraw-Hill Higher Education, 2015. [12] Eskerod, Pernille, and Anne Live Vaagaasar. "Stakeholder management strategies and practices during a project course."Project Management Journal45, no. 5 (2014): 71-85. [13] Ou, Amy Y., Anne S. Tsui, Angelo J. Kinicki, David A. Waldman, Zhixing Xiao, and Lynda Jiwen Song. "Humble chief executive officers connections to top management team integration and middle managers responses."Administrative Science Quarterly59, no. 1 (2014): 34-72. [14] Bourne, Lynda.Stakeholder relationship management: a maturity model for organisational implementation. CRC Press, 2016.