Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Work Team.pptx

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Employee collaboration is one of the main concerns of a lot of organizations, the way employees work together can effectively boost the culture of the organization, clarity of goals as well as communication, and the reward system as well.

Business

Courtenay
Baker -
How Can HR Ensure The Development Of A High-
Performance Work Team?

Courtenay Baker -
Employee collaboration is one of the main concerns of a lot of organizations,
the way employees work together can effectively boost the culture of the
organization, clarity of goals as well as communication, and the reward system
as well.
According to Courtenay Baker, The first step to creating high-performance
teams is to find and hire the right people for the job. The role of HR is to stay in
the limelight for the whole process as the HR department is responsible for
managing and nurturing the members to create a human capital that can
facilitate the growth of the organization.

Roles:
Facilitating different communication styles and team cohesiveness:
There is certainly a benefit of having employee diversity, it has a positive
impact on productivity and facilitates a high-performance culture. With
diversity comes different cultural backgrounds and thus communication
styles for HR teams to manage and embrace.
They serve to facilitate team cohesiveness and empower them to contribute better.
They help to get to the right side of the team members, thus making the employees feel valued and devising
proper conflict resolution strategies.
Effective team collaboration is also facilitated.

Better involvement in team organization:
Team performance is directly overseen and
supported by the HR by them getting involved in
those teams and evaluating how motivated and
organized the teams are.
By involving the team members in goal setting,
the HRs can essentially make the employees feel
more engaged with the current level of plans and
the overall purpose as well. Such engagement is
helpful when it comes to influencing, motivating,
and encouraging the team to work together for a
shared goal.

Encouraging collaboration with team-
building activities:
By initiating different types of team-
building activities, HR can activate
high-performance work teams.
Problem-solving can motivate the team
members to choose and define their
roles in the overall business as well
says Courtenay Baker.

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Running head: EFFECTIVE TEAMS 2 EFFECTIVE TEAMS 2 Effective Teams Name Institution Effective Teams Introduction A team can be defined as a group of two or more people that share a common goal (Ahmed, Siantonas & Siantonas 2017). Most companies organize their employees in teams to improve productivity and adopt new perspectives that enhance sustainable growth. For instance, teachers frequently arrange their students into teams to discuss assignments and any other classwork. The result is a more effective and informed group of students. Effective teamwork, therefore, invariably out-performs individuals (Bannister, Wickenheiser & Keegan 2014). When a group of people put their collective input in solving a problem, the result is a more creative and flexible solution than in the case of an individual. This report aims at discussing specific, insightful findings about teamwork and the significance of teams in a communication field, e.g. business, journalism, teaching among others. Effective Team Teams are organized together to work interdependently or cooperatively to improve quality, complete projects and to enhance efficiency (Bannister, Wickenheiser & Keegan 2014). Every individual or member of a team brings unique skills and talents that positively impacts on the success of a group. A team is created to serve both short-term and long-term goals. In business, short-term teams can include a team tasked to tackle a specific customer problem or complaint; a group that is planning an annual company’s party or retreat or a team developing an employee onboarding process. Effective teams offer alternative to vertical-chains of command and are the more inclusive approach for spearheading organizations’ goals and objectives. In a team, the participants not only share information but also share the responsibility of the outcome for the team’s work. Characteristics of Effective Teams According to Wheelan (2014), not every team succeeds to achieve its desired objectives. A team that spends too much time debating decisions is likely to fail. Likewise, a team that is constituted of lazy members is a farce or ineffective. Effective teams have the following characteristics; Open communication; there must be a communication pattern amongst all members of the team. Individuals in a team should welcome diverse views and encourage open and honest discussions. Members having different views is inevitable, but it is prudent that every member’s idea is put into perspective before arriving at the final decision. Still, on communication, it is good that groups frequently meet to evaluate and discuss the status of the tasks assigned to them. Secondly, an effective team has clearly defined goals and purpose (Ahmed, Siantonas & Siantonas 2017). Every team member must ensure that they are aware of their roles in meeting the teams’ objective. Goals set the success and target of the teams. Thirdly, leadership to guide members through the teams’ project. T.

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LEADERSHIP AND TEAM MANAGEMENT 11 LEADERSHIP AND TEAMWORK MANAGEMENT Student’s name Running Head: LEADERSHIP AND TEAM MANAGEMENT 1 Institution Part 1 What is involved in consulting team members to establish a common understanding of team purpose, roles, responsibilities and accountabilities in accordance with organisational goals, plans and objectives? We would expect to see details on the team charter as part of your response. In every organization, leading team effectiveness is very essential. The reason as to why there should be the establishment of a common understanding of team objectives, targets, accountabilities and responsibilities within the dynamic of the group you lead is to make sure there is the quality result. According to these issues, quality is all about a not only positive result related to the prescribed goals but also the cohesion of people in the group surrounding and the enduring impressions of the achievements of the team project. Being a leader, aligning the focus of the group assists the group members to attain objectives. Develop policies and procedures to ensure team members take responsibility for own work and assist others to undertake required roles and responsibilities. In this case, essential features to base on include, facilitating commonly understanding of the aim of the company, whoever its clients are and its role with the clients. Also, basing what the company's goals are, and how your group will fulfill them is essential. Some experiences are required to lead and manage a team effectively in the very job environment. This mostly from the side of leaders whereby the leaders in charge of the groups should be aware of the skills needed to lead the teams and what makes a team. Some of the experiences required to manage and lead a team are; educating skills, disagreement and resolution experience, consultation and communication skills, and planning and establishing skills (Rousseau & Aubé, 2010). As a leader, you need to develop strategies to ensure team members have input into planning, decision making and operational aspects of their work team. What are some key elements you will need to consider? It is essential to understand that a team is not just made up of a group of individuals, but there are some features that a group of people must show up or have to be considered to call a group a team. The factors to be considered are the mix of the group, defined the aim of the group, and shared a concept, joint reliability, and effective understanding experience. A team is built for various reasons and we have types of teams which are; cross operational and operational group. An operation team is any sort of a group that reports to one point and may not have to operate together to achieve the set goals of an organization. On the other side, the Cross operational team is a group of workers from distinctive operations across the company whose timeframe is devoted partly to the group's efforts a ...

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Running head: EMPLOYEE INVOLVEMENT IN AN ORGANIZATION 1 EMPLOYEE INVOLVEMENT IN AN ORGANIZATION 8 Employee Involvement Within an Organization Millicent Prescott Mulugeta Dessie Strayer University Leadership and Organizational February 8, 2017 Outline Thesis: Every organization aims at creating a progressive work environment based on trust, collaboration, teamwork, creative problem solving, and outstanding customer service. To achieve this, there is need for the leadership faculty to invest and understand the organization’s most valuable asset, the employees. Quality within an organization starts with an empowered and involved workforce. I. Introduction A. Employee involvement reflects the direct participation of employees in a bid to fulfill both the mission and objectives of the organization, and also help in decision-making and problem-solving processes. II. Discussion A. Drivers of employee involvement i. Empowering employees, aligning employee efforts with organizational strategies, Supporting and recognizing employees, helping employees in their growth and development, Promoting collaboration and teamwork within the employees. B. Relationship between employee involvement and organizational performance i. There exists a positive relationship between involvement and organizational performance. ii. Employee involvement ensures profitability, productivity, consumer safety and loyalty, and employee retention. C. Employee involvement strategies i. Employee involvement starts from the management level. ii. The strategies may include enhance communication in the workplace, providing with advancement and development opportunities, providing the employees with adequate training and whatever they need to accomplish their tasks, motivating them through incentives and establishing a solid feedback system. III. Conclusion Active participation works to the benefit of both the employees and the entire organization. Employee involvement provides with a myriad of positive outcomes to the organization and for employees. To that end, organizations should ensure their employees always participate in decision-making processes, have adequate training, and ensure the presence of incentives in order to ensure employee participation. Main Paper Introduction In the history of businesses and organizations, contemporary managers have agreed that of all times, this century demands more productivity and enhanced efficiency (Markos et al. 2010). It clear that every business is aiming at improving its performance, though managers are constantly dealing with numerous challenges just to keep their businesses ahead of competition. The need to improve productivity within organizations has prompted to these managers employing management tools, as suggested by scholars and researchers. Some of these tools include the Total Quality Management tool and the Process Re-Engineering tool (Markos et al. 2010). These tools, primarily focusing on process and operatio ...

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TEAM-DEVELOPMENT MODEL Horace Dillard HRM345: Building Effective Teams Colorado Technical July 25, 2015 Preparing the team to work together Train the members on how to work together as a team Design activities that will bring the team members together and help them know each other. Build good relationship and trust among the team members. Teach the team members about different styles of working together and conflict resolution skills. Every team goes through a series of developmental stages as they set out to accomplish a particular task. Working in a team needs good planning and a lot of preparation in order to successfully accomplish a particular project or task . As a team leader, it is very important to prepare the team to work together before they embark on a particular task. The first thing I will do is to train the team members on the importance of teamwork and how to work together as a group. I will start by explaining the task ahead of them and make it clear to each team member that they are expected to work together to successfully finish the task. I will design and put in place activities that will help them to get to know each other so that they can learn to accommodate each other before they start working. I will build trust and good relationship among the team members by organizing in-person meetings and activities which will bring the members together and warm up their relationships. I will coach the team members about the various work styles that applies to team work and how resolve any conflicts that may arise in the course of work so as to prepare them to work and face any challenge together as a team (Maginn, 2004). 2 Training and development activities that build trust and productivity Encourage open communication among the team members. Hold trust building exercises to enhance team spirit. Ensure the team has a shared goal and commitment. Encourage regular interaction among the members. Institute training programs to build competence of the members. Trust is a driving force for the cooperation of members of any given team and therefore building trust between the team members is the first step to ensuring good performance the team. In order to ensure there is trust among the team members, I will encourage them to communicate openly and be willing to share ideas and information amongst themselves so that they can empower each other to work together as a team. I will hold trust building exercises to enhance team spirit which is a very important ingredient for the good performance of a team. I will make sure that every team member shares the common goal of the team and establish total commitment towards achievement of the goal. I will ensure that everybody in the team understands what is expected of them and what needs to be done at both team and personal levels. I will also encourage regular interaction between the members which will encourage them to share their experiences and have respect fo ...

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Running head: TEAM AND MOTIVATION 1 TEAM AND MOTIVATION 2 Team and Motivation Quanise Richardson Strayer University Dr. White BUS: 520 2/16/2015 Teamwork and Motivation Introduction Why should organizations encourage teamwork and motivate their employees? We should all ask this question ourselves. Teamwork is a way of letting the employees work together share ideas in realization of the organization’s goals. The organization should motivate its employees in showing their work is appreciated in helping it achieve its objectives (Broner, 2009). Motivation is the strategy an organization sets in understanding the work and efforts of its employees. This includes incentives, motivational talks, poems, outdoor activities such as sports, dinners, arranging conferences for the workers and promoting the employees according to their efforts and creativity (Abraham, 2013). There are two types of motivations; intrinsic motivation- this involves internal factors within a person, i.e. the drive one has to succeed in life or his/her workplace. Extrinsic motivation- the factors outside such as a healthy working environment and incentives offered by the organization (Broner, 2009). Significant elements of an organization motivation plan. A motivation plan can one way enhance motivation or diminish it, thus any manager should look at the needs and goals of the organization before enforcing a motivation scheme. Elements of a motivation program; Purpose – the manager must recognize the purpose of each employee, his/her responsibility in the organization in the implementation of the organization’s goals and objectives. In doing so, the employer or the leader of the specific unit in the organization must create self-confidence in each employee, so as to show the worth of them and thus creating job satisfaction (Dicker, 2010). Self-confidence will help to improve the individual’s ability in undertaking and persevering in projects no matter the hardships. Expectations – the employer should outline his/her expectation on each employee and provide the resources so as to fulfill his/her expectations. Clear expectation will help in sustaining long goals of an organization. Creating motivation factors to increase job satisfaction- presence of motivation in the workplace will assist the employees work better and strive to achieve the goals of the group or organization. Growth and development- if there is further training and acquisition of new skills it will help in meeting the objectives and motivating the employees. Creating competence in the organization- the employer should create competency in the employees in achieving and motivating them. This can be through creating new opportunities and giving challenging work to the employees to show.

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Submit your final project. It should address each of the four sections (People, Organization, Workplace, and Behavioral Competencies) that focus on HR initiatives that move across an organization. 1.Strengths My areas of strength within the business domain include interpersonal skills and teamwork. I relate well with my colleagues and team members in matters associated with work. My interpersonal skills have resulted in positive relationships within the business team and this has been significant in motivating the team members towards achieving out business goals. Teamwork is also my area of strength. I believe that combined effort yields better results than individual effort and this is not limited to execution of duties but also the process of decision-making (Noe, 2017). These strengths are associated with consultation because they involve interaction, sharing of ideas and decision making. I am a human resource management professional and one of my key roles is to lead my team and ensure appropriate decisions are made. Consultation is therefore, a critical management element necessary in human resource management which makes it a strength is execution of human resource management duties (Noe, 2017). Some of the supportive examples within this domain include spearheading the team by embracing opportunities, establishing a culture that fosters intra-organizational teamwork and partnership, identifying missing team roles and fulfilling them, promoting effective teamwork practice and working environment. Weakness My weakness within this domain is conflict management. Managing conflicts requires the ability to identify contentious issues among parties in disagreement. This involves bringing together the two parties, listening to their grievances and finding a balance or a solution to the problem. I have never been comfortable with negativity in my life both at a personal level or when other parties are involved. I find it difficult to take sides in cases where two or more individuals are in conflict for the mere reason of being perceived as biased. While my profession requires me to administer organizational policies to members of my team, I have constantly struggled with conflict management despite being a fundamental aspect in leadership. Every workplace experience conflict among employees and this may be due to personal or company-associated problems. It is my goal to develop a positive mindset towards leadership by embracing conflict management as a critical aspect that impacts team productivity. One of the supportive examples include approaching conflicts in respectful and unbiased manner and referring serious cases to higher levels of management where it deems necessary. Another example is to identify conflict sources and develop strategies to minimize them. Strategies Creation and management of a network of relationship within the workplace is one of the elements that define a successful human resource management professional. Communicat.

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Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Work Team.pptx

1. Courtenay Baker - How Can HR Ensure The Development Of A High- Performance Work Team?

2. Courtenay Baker - Employee collaboration is one of the main concerns of a lot of organizations, the way employees work together can effectively boost the culture of the organization, clarity of goals as well as communication, and the reward system as well. According to Courtenay Baker, The first step to creating high-performance teams is to find and hire the right people for the job. The role of HR is to stay in the limelight for the whole process as the HR department is responsible for managing and nurturing the members to create a human capital that can facilitate the growth of the organization.

3. Roles: Facilitating different communication styles and team cohesiveness: There is certainly a benefit of having employee diversity, it has a positive impact on productivity and facilitates a high-performance culture. With diversity comes different cultural backgrounds and thus communication styles for HR teams to manage and embrace. They serve to facilitate team cohesiveness and empower them to contribute better. They help to get to the right side of the team members, thus making the employees feel valued and devising proper conflict resolution strategies. Effective team collaboration is also facilitated.

4. Better involvement in team organization: Team performance is directly overseen and supported by the HR by them getting involved in those teams and evaluating how motivated and organized the teams are. By involving the team members in goal setting, the HRs can essentially make the employees feel more engaged with the current level of plans and the overall purpose as well. Such engagement is helpful when it comes to influencing, motivating, and encouraging the team to work together for a shared goal.

5. Encouraging collaboration with teambuilding activities: By initiating different types of teambuilding activities, HR can activate high-performance work teams. Problem-solving can motivate the team members to choose and define their roles in the overall business as well says Courtenay Baker.

Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Work Team.pptx

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