Managing Individual Performance Essay

AbstractThis write up will dissertate how managing individual performance pass affected my in-person and professional development. It will also briefly identify and discuss some(prenominal) written works on Maslows Hierarchy of Needs as well as the Myers-Briggs symbol Indicator. Also this paper will discuss my experience through the Managing Individual consummation simulation and results improvement.Managing Individual PerformanceA good coach-and-four can motivate employees and equally to go the extra mile, and complete the unachievable, despite their limitations. As a leader and coifr of population, it pays to under(a)stand what is important to each aggroup up component. Understanding motivation helps me to allot my emotions and actions in perspective. Contemporary motivational theories recommend that managers should realize individual differences, evaluating necessarily correctly and addressing these through the right interventions. Criteria a squad leader engross when selecting members of a teamTeam leading or managers must warrant that the teams and their projects extradite the expertness to survive. To maintain the teams viability, I include the following elements proper membership, interpersonal achievements, each member should be a contri andor, a clear learn or purpose, achievable, noticeable results, understand and agreed-upon territory rules, and intensive teambuilding up front.The changes needed to improve team effectiveness cross appearances the organization do not involve individual teams, and sooner the systems that support them. These systems include the following organizational structure,motivation, promotion and performance estimate criteria, and compensation. In addition, Jeff Cowell and Jerry Michaelson (2000), recommend in selecting team members, and prep ar a rough drawing charter (p11). It is very important to prepare a draft charter where you can briefly describe the teams purpose, and you can ingest candid ates interest.Team selection in the simulationI selected the team in the following companionship first, Michelle Levy for the build case files position, because she is a pictorial problem solver with good communication skills, and an investigative nature of collecting facts. My second selection was Lisa Srafford holding the moderate self-help groups. She has conflict management skills, ability to facilitate groups meeting and very patient in stressful situations. My trey selection was Tony Wu to perform follow-ups.Tony has capability to interpret reported data, good comment skills, and his bachelors in business make him much capable in business relationship for external factors. My last team member, Daniel Nichols, trainer with effledge and domineering attitude, was selected to handle confrontation sessions. His Master in Business Administration (MBA), prepared him to turn in good communication skills, excellent conflict management, and with his strong personality do him c apable of build mutual respect, discipline, and motivation to victims while handling stark naked personal issues.Factors I need to consider in order manage my team effectivelyThere are many factors in order to manage a team effectively. McShane-Von Glinow (2002) gives us six of the important elements reenforce systems, communication systems, physical space, organizational environment, organizational structure, and leadership (p232). Reward systems taper that populate tend to work to a greater extent effectively when they are fragmentiseially rewarded for their performance. Communication systems, maintain valuable information and feedback between team members. corporal space, with a good layout will improve communication between team members. organizational environment and structure, where team members have secure resources for their performance. Last but not least, the most important factor is leadership to maintain the on-going support from all executives to provide the rig ht coaching,motivation, and all elements mentioned.Individuals personality play a role in the teams successKreitner (2003) describe personality as the relatively stable name of behaviors and consistent internal states that explain a persons behavioural tendencies (p84). Personality has both internal which represent the thoughts, values, and genetic characteristics, and external elements are the observable behaviors. Also personality has recover credibility in organizations in the last years, the reason is that some personality habits predict some work-related behaviors and emotions under certain conditions, and stress reactions. Besides individual personality play a role in the teams success because this help people find the jobs that best suit them and their companys demand. Personality predilection in the MBTI assessment and how this may affect the way an employee carries his or her jobs.Depending on the job explanation, you can find personality preference in the Myers-Brig gs Type Indicator (MBTI). We have 16 distinct types. Some job description prefer ISFJs people with a high sense of duty, others prefer ENTJs because they are considered natural leaders. For example, corporate executives tend to be ESTJs, meaning that they are more extroverted, sensing, forecasting and judging types, and so on. These types indicate a persons preference. All of this may affect the way an employee carries his or her tasks because these types do not indicate the way he or she behaves all the cadence. I think that these indicators can limit the creativity and decision making besides bound good people to perform a specific job in determinate area. Maslows Hierarchy of Needs, how it affects motivation and my team choice.McShane-Von Glinow (2002), described Maslows Hierarchy of Needs as a content motivation attainableness of five instinctive needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a pooh-pooh one becomes gratified(p133). From the bottom those are physiological, safety, belongingness, self-esteem, and the snuff it is self-actualization. People have unlike levels of motivation, and they may fit one of those levels. As a leader you have to measure the needs of each member of your team, becausewhen you have to motivate or reward them, you can select the faulty level. According to Maslow the lowest needs are initially most important, but higher need become more important as the lower ones are satisfied. Maslows model may not predict employee needs as well as scholars initially expected.Team selection and how that go on Maslows Hierarchy of NeedsDuring the simulation, I selected the best people for the different positions. It was an 8 months project. I had my first situation during the second month. I failed at motivating one of my team members, giving me the wrong results. The same situation was present in month 4 with other team members. After I repeated the simulation and learn more just about my team members needs, I overcame those situations successfully. Team selection performance, expectations andfactors in selecting strategies to motivate my teamMoney and other financial rewards are a fundamental part of the employment relationship. Also public recognition, awards, and membership will help employees to have better performance. It is important to know the different levels of needs mentioned before. You have to know what kind of an employee need have in that moment. Some of the factors include task performance, competencies, job status and seniority. Results improvement after running the simulation once againI repeat the simulation three times, and definitely each time my results improved significantly. My weakness was motivating my team members with the inappropriate reward, giving as a result to the decrease in the team performance.Application of the lesson knowledgeable at my workplaceJob design involves assigning task to a job and distributing work throughout the o rganization. Job specialization, which subdivides work into separate jobs for different people, increase work efficiency because employees achieve the tasks quickly, less training, and matching more closely with the jobs best suited to their skills. Although, reduce stress, problems, increase product or service quality, and decrease costs. Leadership is the process of influencing oneself to establish the right advocate andmotivation needed to perform a task. Also I have to include personal goal setting, constructive thought, design the right rewards, self-monitoring, and self-reinforcement. fall apart knowledge of the needs of each team members will help leaders to make the right decisions without affecting the individual performance.Leaders require a process of observation, reflection, and evaluation. It necessitates that we take time periodically to think about what has happened. Were thither conflicts? How were they handled? What has gone well and why has it? What has not gone well and why? Could we have done better? Most importantly, we must develop the skill of asking ourselves what steps we can take to be more effective either in our current team or as a member of future teams.As I said in the beginning, a good manager motivates people to achieve the impossible without limitations. This become possible only with a clear understanding of each individual needs with the help of all motivational theories recommended. This understanding is implemented though optimum intervention. Also evaluating needs correctly and addressing these though are the right interventions.ReferencesBagraim, J. (2001). organisational psychology and workplace control the instrumentality ofCorporate culture. South African Journal of Psychology Sep2001, Vol.31, Issue 3 p43. Bower, M. (2003). Company philosophy the way we do things around here McKinseyQuarterly 2003 Issue 2, p110, 8p.3c. University of Phoenix circumscribed Edition Series. Cowell, J., Michaelson, J. (2000). Flawless T eams. Executive Excellence, 17(3), 11.University of Phoenix Special Edition Series Kreitner, R. (2003). Organizational Behavior, Sixth Edition. New York McGraw-Hill McShane-Von, G. (2003). Organizational Behavior, Second Edition. New York McGraw-Hill