Improving Performance Career Development

Improving Performance For Future Career Development
The purpose of the report is to meet work objectives to improve performance for future career
development with realistic personal development plan that fits with our own preferred learning
styles. Developing professional practice focus on the importance of continuous personal and
professional development through self learning and reflection enables to enhance the skills required
for their professional as well as personal effective management. Report enables to identify the
personal swot analysis accordance with chosen career and to make a personal development plan to
work out to achieve the career skills.
1. Explain the key skills required for the chosen entry position
I plan to develop Customer Relationship Management in the retail industry especially in UK and
then in India when I finish my MBA and go back so here is the analysis.
 What makes a good Customer relationship manager?
The persons should have good marketing communication plan
They should communicate well the other departments of the organisations mainly with the
marketing department controllers such as social media, PR, and email managers.
They should explain complexities of data to make customer perception.
They should be able to own and handle a constant scheme and campaigns, arranging strategy for
revenue benefits.
To succeed in this field, manager should be highly motivated and understand the team culture.
People management, logical and technical skills are needed to bring in this role.

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Improving High Levels Of Performance
According to Zain and Hassan (2007); and Drucker (1985), large enterprises like International
Business Machines, Apple, Sony, Hewlett Packard and Microsoft have been able to sustain high
levels of performance by behaving entrepreneurially. According to Pinchot (1985) the term refers to
the development of internal markets and relatively small and independent units designed to create
internal ventures and expand innovative staff services, technologies and methods within a large
organization. Selecting an appropriate basis for defining BE and understanding its process is a real
challenge for researchers due to the absence of a universally accepted definition of BE (Kuratko
2009). Based on the literature, the main elements of BE definitions ... Show more content on
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Conceptual model of entrepreneurial orientation performance relationship posits that the five
dimensions: innovativeness, risk taking, pro–activeness, competitive aggressiveness and
autonomyaffect organizational performance (Lumpkin and Dess 1996). For the purpose of this study
we will be focusing on this dimension as basis for business entrepreneurship
performanceamongSME's.
2.3. ENTREPRENEURIAL INNOVATIVENESS AND ORGANIZATIONAL PERFORMANCE
2.3.1 Strategic Renewal and Organizational Performance
Researchers seeking perspectives to enhancing performance and sustained survival of organizations
have extensively in literature discussed strategic management. Ramiretz and Wallin, (2000) defined
strategic renewal as the core which involves the transformation of organization capabilities that can
reposition the firm in terms of its market or product mix which ultimately develops new markets or
industries. This definition convey the fact that strategic renewal is an action aimed at examining
critically all aspects of work (technology, structure, product, human resource) with a view to
reaching strategic decisions that will assist in repositioning the organization.
Ahlstrand and Lampel, (1998) in their

Performance Appraisal At Improving Employee Development Essay
Performance appraisal aims at improving employee development, the employees work expectation,
assessing workforce development and linking pay with performance (Peter, Matt and Colin, 2011).
It prepares employees to be aware of the management expectations after the performance evaluation
that helps them to boost their performance (de Waal, 2004). Performance appraisal looks smooth but
researches explains that it is generally used in identify individual weaknesses, performance feedback
and employee's strengths (Ruddin, 2010). The practice of performance appraisal system by industry
and business has been estimated between 74% to 89% (Idrisb). Performance appraisal systems are
used for various purposes, that include feedback, human resource decisions and evaluation (Kline, &
Sulsky, 2009).
For attaining high performance goal for organization, performance appraisal is an important tool of
human resource management (MGS experts,2014). Performance appraisal provide support for
selection and recruitment, development and training of current staff, and maintaining and motivating
a quality human resource through proper and correct rewarding of their performance (Kumar, &
Sumangali,2011). Generally, Performance appraisal includes performance management system that
align and manage all the resources, systems in order to obtain the highest possible performance
(Harris, 1998). (Kuvaas, 1994; Bård, 2002) argued that performance management engage in
determining the plan of performance

Summary: Improving Overall Performance
You have had many opportunities to improve your overall performance. Last marching season you
have made many improvements over the months. There are also many things like watching better or
keeping in time with your feet. Little details like those will improve your overall performance
immensely. By doing those little things you would be able to know how to help new member in
band because you have been there yourself. You may be able to tell them that there feet are not in
time or to play louder if needed. Your section leader was not the best but you had steped up over the
week days that you did not have band. You practiced and practiced until you had got the music down
and you have the correct marching style. You had stepped up and showed

Improving Job Performance With Goals
Improving Job Performance with Goals, Feedback, Rewards and Positive Reinforcement
The first step in improving job performance is to set clear and strategic organizational goals. A
number of researchers have suggested that if employees participate in setting goals, it can motivate
job performance (Likert, 1961; Viteles, 1953; Vroom, 1964). Setting goals provide specific direction
to the employees which lead to a desirable outcome. Goals help employee to evaluate where they
are now to where they want to be and where the manager/supervisor would like them to be at the
end of month, year, cycle etc. Goals have a starting point and an ending point. For example, now is
September 15 and one of your goals is to install newly–required software to all of the computers
college–wide by December 15. You will need to develop a timeline and identifies steps you need to
take to make that happen. Then stay on track and work to complete your goal on time.
Well–defined goals make it easier to monitor individual and organizational progress, make
necessary changes and address issues before they become threat. Goals setting establish clear job
performance which becomes easier for managers for training and support of employees. Therefore;
Malcomn Fieschner and J.D. Holzgrefe in Selling Power stated that whether writing long or short
term goals, one should follow "SMART: Specific, Measurable, Attainable, Relevant, Time–bound"
(Lewis, 2000). Additionally; managers might need to provide

The Role of Effective Communication in Improving...
THE ROLE OF EFFECTIVE COMMUNICATION IN Improving organizational PERFORMANCE
(CASE STUDY OF flour mill of Nigeria plc) BY
AWAZIE ONYINYECHI SARAH
07AB05044
BACKGROUND OF THE STUDY
The word communication has a rich and complex history. It first appeared in English Language in
the fourteenth century, taken from the Latin word "communicare" which means to impact, share or
make common.
Bateman (1999), defined communication as the transmission of information and meanings from one
party to another through the use of shared symbols.
It is a well–known fact that communication plays a coordinating and integrating role in the
management of the affairs of any organization, whether in the functions of planning, organizing,
staffing, ... Show more content on Helpwriting.net ...
The research question states clearly what the study will investigate or attempt to prove. The research
question is a logical statement that progresses from what is known or believed to be true (as
determined by the literature review) to that is unknown and requires validation.
The following research questions will be determined: 1. How does communication breakdown
negatively affect the performance of organization? 2. How does poor listening skill of employees
affect organizational performance? 3. How does effective communication improve managerial
performance?
RESEARCH HYPOTHESIS
Hypothesis I
Communication breakdown as a barrier to communication affects organizational performance.
Hi there is relationship between communication breakdown and organizational performance
Ho there is no relationship between communication breakdown and organizational performance
Hypothesis II
Poor listening skills of employees negatively influence the performance of organizations.
Hi there is relationship between poor listening skills of employees and negative performance of an
organization.
Ho there is no relationship between poor listening skills of employees and negative performance of
an organization.

Hypothesis III
Effective communication improves organizational performance.

Improving Patient Satisfaction, Quality, And Performance
American Well: The Exchange Advancements of technology continue to change the landscape and
infrastructure of health care delivery in the United States and around the world. The healthcare
industry has embraced advancements in technology and integrated computerized systems in an
effort to improve patient satisfaction, quality, and performance. Telehealth is a form of healthcare
delivery that provides immediate access to health services to rural populations, patients that are not
able to physically attend medical appointments, and remote locations around the world. Healthcare
organizations are embracing telehealth because of its features to include virtual consultations and
remote patient monitoring systems that do not require patients to leave home. In 2013, 52 percent of
hospitals used telehealth products and services (AHA, 2015). Health organizations use telehealth
technology to manage patient load, facilitate diagnosis, treatment, prevention of disease and injury,
research and evaluation, and to collaborate and educate of providers internal and external to the
provider network. Health insurers and policymakers are also interested in health services and its
ability to reduce health care cost and increase patient satisfaction. In fact, research suggests that
telehealth technology has the potential to save as much as $6 billion in healthcare cost annually by
reducing readmissions and using staff more efficiently to fill in health care gaps (Principi, 2015).
Corporate

Improving The Environmental And Production Performance
After reading the current literatures of the VSM in the construction, I divided the current
implementation of VSM in the construction into the three schemes: constructive process, macro–
process, and construction support processes.
3.2.1 Constructive Process
In the constructive process, high costs and consumptions of unnecessary sources generate huge
wastes and customer dissatisfaction. However, current sustainable construction research has been
focused mainly on the design and operation stages of projects rather than constructive process.
There are two studies is about how to use the VSM to improve the environmental and production
performance during the constructive process. According to the U.S. Environmental Protection
Agency (USEPA ... Show more content on Helpwriting.net ...
Applying the value stream mapping, the current state of production of structural concrete work stage
could be mapped. The project manager could identify the production and environmental waste and
discover some potential improvement opportunities hidden in this process. Future state map created
by the project manager and the lean team to eliminate the waste and satisfy the customer?s
requirements. This case study provides a groundbreaking experience of using value stream mapping
that includes two dimensions, environment and product, into construction activities. The case
demonstrated the value stream mapping is able to identify the sources of environmental and
production waste, quantify them, and suggest reduction strategies.
Other study conducted by Patricia and Caroline (2013). They presented a case study of the concrete
slab process to show the application of VSM and the preliminary sustainable analyses too. The
execution of research started with diagnosis of lean and sustainable concepts selected, and an
analysis initial of the value stream mapping applicability in the concrete slab processes. In the
second step, the authors analyzed the construction company. In the third step, the search conducted
the semi–structured interviews with the engineer responsible for the works. In the sequence, it was
chosen a standardized process for value stream mapping of current state (concrete process). As a
result, through the analysis of the mapping

NCLB: Improving Student Performance
NCLB has received many criticisms since its implementation. Despite its goal of improving student
performance by holding schools to high standards, NCLB fails to define what those standards are. It
sets its goal as 100% proficiency, but mandates that each state develop its own achievement
standards for students to meet. As a result, states developed unique assessments with notably
different performance standards. They also changed their assessments over time, which makes
trends unreliable . Though NCLB used standardized tests to measure overall school improvements,
modern standardized testing systems are not designed to measure educator performance. They are
designed to produce reliable measures of individual student achievements in a low stakes

Summary: Improving Occupational Performance
MRP used to improve occupational performance by optimizing motor behavior through active
practice of context specific motor tasks. Early use to reduce secondary impairments "adaptive
features". This study also demonstrates the use of MRP with clients with cognitive limitations. PRJ.
Robertson, L. J. & Griffiths, S. (2009). Graduates reflections on their preparation for practice. The
British Journal of Occupational Therapy, 72(3), 125–132. doi: 10.1177/030802260907200307.
New graduate have the research skills to increase their knowledge. Some circumstances they may
not know enough when starting out and needed support and supervision. PRJ.
Roorda, L. D., Houwink, A., Smits, W., Molenaar, W., & Geurts, A. (2011). Measuring upper limb
capacity in post stroke patients: Development, fit of the monotone homogeneity model,
unidimensionality, fit of double monotonicity model, differential item ... Show more content on
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Internally consistent scale, takes a few minutes to administer. Preferred over other measures as it
looks at capacity over performance. Can be used with more severely affected patients. Works well
under the MRP as it is task orientated. PRJ
Sabari, J. (2008). Optimizing motor skill using task–related training. In C. A. Trombly Latham & M.
V. Radomski (Eds.). Occupational Therapy for Physical Dysfunction (6th ed., pp. 618–641).
Philadelphia: Lippincott Williams & Wilkins.
MRP is used, because the CNS demonstrates plasticity. Through therapeutic challenges the CNS can
reorganize. EF 3 is important, as is the understanding of EF 4. Therapists need knowledge in kinetic
& Kinematic features of movement. Shows assumption 1 and assumption 2. Group circuit classes
can boost practice sessions. Education is completed by providing photos & checklist to ensure that
additional practice is consistent with motor strategies used during therapy, these are used to
education family. Top down approach by Shepherd &

Improving Corporate Performance Through Leadership
Improving Corporate Performance through Leadership Ken Sparks American Intercontinental
University In today's fast moving, globally competitive business environment, it is crucial that an
organization be able to provide the highest level of customer service and make critical business
decisions at a pace allowing the organization to thrive as an industry leader. Organizations lacking
flexibility and the ability to quickly make critical business decisions are often surpassed by
organizations having those capabilities. This document illustrates a methodology to improve this
organization's flexibility and ability to rapidly make critical business decisions. These organizational
improvements will lead to improved customer ... Show more content on Helpwriting.net ...
This group of champions will be formed from an all–volunteer group of employees whose aim and
desire is to improve the organization. The first meeting of this team should be held with the CEO of
the organization and should be friendly and informal with plenty of opportunity for interaction. The
CEO should clearly express the need for organizational change and how this group of "Right Now"
champions is empowered to make decisions to improve the organization. These "Right Now"
employees will divide themselves into teams organized by employees' areas of interest. There will
be no team leaders as each of the "Right Now" employees will have an equal say. These employees
must sign a pledge of participation in the "Right Now" movement and recruit other employees to
join the movement and sign the pledge. The first goal will be to get 50% +1 of employees to sign the
pledge to participate in the change movement. The purpose and goal of "Right Now" is for
employees to identify areas of potential improvement, no matter how small or insignificant and then
implement a solution. By identifying and implementing areas of improvement, employees will feel
empowered and engaged and grow a sense of ownership both in their individual roles and in the
organization itself. A recent study showed that 71% of American employees are disengaged in their
jobs but that companies with engaged employees have five times

Steps For Improving Job Performance
The first step in improving job performance is to set clear and strategic organizational goals. A
number of researchers have suggested that if employees participate in setting goals, it can motivate
job performance (Likert, 1961; Viteles, 1953; Vroom, 1964). Setting goals provide specific direction
to the employees which lead to a desirable outcome. Goals help employee to evaluate where they
are now to where they want to be and where the manger/supervisor would like them to be at the end
of month, year, cycle etc. Goals have a starting point and an ending point. For example, now is
September 15 and one of your goals is to install newly–required software to all of the computers
college–wide by December 15. You will need to develop a timeline and identifies steps you need to
take to make that happen. Then stay on track and work to complete your goal on time.
Well–defined goals make it easier to monitor individual and organizational progress, make
necessary changes and address issues before they become threat. Goals setting establish clear job
performance which becomes easier for managers for training and support of employees. Therefore;
Malcomn Fieschner and J.D. Holzgrefe in Selling Power stated that whether writing long or short
term goals, one should follow "SMART: Specific, Measurable, Attainable, Relevant, Time–bound"
(Lewis, 2000). Additionally; managers might need to provide employee with assistance or resources
such as equipment, additional assistance,

Policies For Improving Employees ' Daily Performance
Policies
In the most of modern organization, it could spend so many hours for leaders to help improving
employees' daily performance, create rules and provide training for them. The presence of well–
written policies is important to convey organization expectation from their employees by which
could give more time to a leader to focus on the other management priorities. As defined by Alma
(1995), policies are statements of intent which convert strategies into procedures and standing
orders. Hence, a policy would set the expectation for employee performance and the procedures
describe the steps of it. Policies also set borderlines and reporting systems to ensure that the service
or product maintains high quality.
Formal or informal
The ... Show more content on Helpwriting.net ...
People Management Policies
It has been generally believed that people are the most important asset in organizations. This is
because the organizations' performance highly influenced by how employees are managed. A leader
should know that the key of effective leadership and managing people is communication and ability
to manage conflict on a day to day basis. Based on the scenario, there are potential conflicts that
might occur in the company because of two following reasons. Firstly, there are many staff
members, who have worked in the same area for a long time. Hence, some of them who stay in their
comfort zone would resist any change which implemented by organization to improve the
performance. Secondly, new technical staff who joined the section have increased the proportion of
women and of younger staff. This situation raises the competition between employees, particularly
in the section which need performance improvement. It is important for a leader to apply formal
people management policies as follow:
1. Plan for staffing requirements
Staff requirement planning is an attempt to make a prediction about the future demand and supply
for different types of staff. There are some steps which could be taken as follow:
a. Access planning data and plans
b. Analyze current operations
c. Scenario planning and forecasting
d. Identify planning initiatives and strategies
e. Submit

Improving Patient Satisfaction, Quality, And Performance
American Well Advancements of technology continue to change the landscape and infrastructure of
health care delivery in the United States and around the world. The healthcare industry has
embraced advancements in technology and integrated computerized systems in an effort to improve
patient satisfaction, quality, and performance. Telehealth is a form of healthcare delivery that
provides immediate access to health services to rural populations, patients that are not able to
physically attend medical appointments, and remote locations around the world. Healthcare
organizations are embracing telehealth because of its features to include virtual consultations and
remote patient monitoring systems that do not require patients to leave home. In ... Show more
content on Helpwriting.net ...
The company is well established and offers telehealth services to over 100 million people in 46
states and the District of Columbia (Mohney, 2016). American Well has developed a network that
includes more than 40 health systems, independent health plans, and thousands of employers
(American Well, 2016). In 2016, American Well introduced the Exchange to the market, which is
predicted to place the company in an excellent competitive positon now and in the future. The
Exchange is an online health delivery system that allows health organizations to redistribute health
services while also connecting all stakeholders in the health care industry. The Exchange is
American Well's first attempt to create a virtual healthcare delivery system. In the past, American
Well has partner with mainstream health care providers and organizations to include Blue Cross and
Blue Shield, Bon Secours, CVS Health and Anthem. Not only does the Exchange improve access to
health services for consumers, but also removes the virtual barriers between health organizations,
insurers, and employers. Now, those who seek care, supply care and pay for care are connected. The
American Well brand is well established in the healthcare industry as being one of the leading
telehealth company in the United States. American Well has mastered innovations of technology that
have facilitated live communication between providers, consumers, and

Improving Academic Performance : Students Athletes
Strategies to Improve Academic Performance In order to implement strategies to help student–
athletes maintain academic success throughout an academic school year, I think it is important to
understand how student–athletes view academics. Therefore, the following literature review will
highlight student viewpoints on academics. Researchers Joshua Levin, Sara Etchison, and Daniel
Oppenheimer, conducted a study to test whether student–athletes accurately perceive how much
their teammates value academics (Levine, Etchison, Oppenheimer, 2014). To understand how much
student–athletes value academics, they were given a survey that rated the importance of academics.
The researchers based the survey on false social norms that associate student–athletes as
underperforming academically. However, after the student–athletes took the survey, the researchers
found that most student–athletes hold positive private attitudes towards academic achievement
(Levine et al., 2014). In fact, some of the student athletes responded to the survey by saying: "I feel
that participating athletics has, if anything increased my academic success," and "I feel that athletics
help provide student–athletes with a greater sense of accountability in the classroom" (Levine et al.,
2015, pg. 532). Based on this survey, we can conclude that student–athletes' care about academic
success. As a result, the following research highlight strategies to help student–athletes succeed in
academics. Recent studies

Summary: Improving Field Performance
in shape was a way of improving on field performance, and ensuring her position. In a similar vein,
Participant 67, a 24 year old elite participant was concerned about her conditioning relative to other
players, and whether her position on the team was secure. She said "I hear the first year players
joining the team for the fall term are very good so I have to be very fit to justify and defend my
position. I need to remain in good physical shape and improve my skills." Another elite participant,
Madi (27 years old) stressed how conditioning was tied to performance and securing a place on the
team: "My school team is very strong hee hee hee.... in order to maintain um ......my position, I need
to have a terrific um.... physique. I don't want to be benched based on my performance so I need to...
to build more strength... you know... then I can give more power spikes... hee hee hee."
4.2.1.1.4 Fitness
Fitness is used to imply good overall health status which includes both mental and physical well–
being (total well–being) and good nutrition. Responses from participants show that generally the
need to get and stay fit was of ... Show more content on Helpwriting.net ...
In the words of Participant 27, a 37–year–old Manager, "We are offered health talks by experts on
healthy lifestyle... dieting, resting and doing what's right for the body. We are always told, to achieve
the desired results, we are encouraged to particularly participate regularly in the right way to obtain
the maximum benefit we also relay this to the athletes." Sport participation exposes athletes to new
ideas and ways of doing things. Participant 54, a 22–year–old elite athlete explains that "I like the
educational part because there is always something new to learn... we learn the most effective and
latest techniques for training to obtain optimum performance in

Improving Performance of the Work Team
IMPROVING PERFORMANCE OF THE WORK TEAM 1.1 My company has defined
expectations of Team Members which are given to each employee in the form of a job description
backed up with a work contract signed by each employee when they join the company. These
expectations include, a timekeeping policy which requires the individual to be at work at the stated
shift start times and to contact the Team Leader within 30mins of that start time with any reasons
why this can't be achieved. This will allow the Team Leader time to call in help to keep production
on target. Absenteeism and sickness are also closely monitored using a system called the Bradford
Scale. This concentrates more on the number of occasions when an employee is off rather than the ...
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If a team member is constantly late or sick this will also put the team under unplanned pressure to
meet any set targets. A four man team with one man out sick is down 25% in man hours which
usually means most targets will need to be adjusted or missed. This then has a knock on effect in the
next department who will be only receiving 75% of the product that they were planning for, and that
effect depending on the ability to catch up on lost hours may go all the way to a customer in the
form of a late delivery of a promised order. This reflects badly on customer relations and could at
worse mean lost or cancelled future orders. Also a team member who does not put enough effort into
their work can cause ill feeling and conflict in the team possibly leading to arguments and low team
moral. This will have a drastic effect on the capabilities of the team sometimes causing other team
members to reduce their efforts also. Underperformance of team members is a serious issue in a
target driven environment and needs to be taken seriously by team leaders. It may be the case that
outside of work influences are causing a team member to under perform so a friendly chat and
understanding approach may be all that's needed to encourage the team member to improve. Team
members who perform above expectations can also boost the performance of a team in a positive
way. These team members can motivate others to increase there efforts also. This results in

Feedback: Improving Performance
Feedback is an essential part of evaluating your performance. Colleagues are able to identify
strengths of your work and also improvements on weaknesses. Feedback helps you to identify areas
for improvement (such as skills to develop, learning resources, behaviour management strategies
etc.). In addition it can help you become more aware of your own practice and identify problems
before they arise to encourage change within future experience. By encouraging feedback an honest
appraisal helps you to develop professionally. By asking for specific examples provides clarity for
future development. Feedback can be gathered from colleagues as said during TA School drop ins
(see appendix) and management in individual meetings and group discussions,

Improving Business Performance ( 2nd Ed
The process view of work, in chapter one of Statistical thinking: Improving business performance
(2nd Ed. People are encouraged to "blame the process, not themselves" when working to improve.
Joseph M. Juran pointed out that the source of most problems is in the process we use to do our
work. He discovered the "85/15 rule," which states that 85% of the problems are in the process and
the remaining 15% are due to the people who operate the process. W. Edwards Deming states that
the true figure is more like 96/4.We may debate the correct figure, but it is clear that the vast
majority of problems are in the process. (Horel & Snee, 2012) To summarize what is stated that the
error is the people in this case the pharmacist it is 85% to 96% the prescription filling process for
HMO pharmacy. What is SIPOC? It is model process that's identify critical measurements for
improvement, resulting an improve business. SIPOC is an acronym that stands for Suppliers Inputs,
Process, Outputs, and Customer. The supplier is a group or person that provides the input or output.
Inputs is the materials or information that flows from the supplier to the process, to the output and
then to the customer. The Process is a certain event of time turns the process input into output.
Outputs are the product or service that is created by the process. The customer's people or person
that uses the process outputs.
The breakdown of the SIPOC for the HMO Pharmacy this will outline the business process. The

Improving Team Performance
I have witnessed in the past two teams where one of them was an effective and successful team and
the second one was an ineffective and dysfunctional team. Both teams worked at a nonprofit
organization. The members of the effective team were a good model that launched initiatives and
new ideas to solve problems that faced the team. They also collaborated in a highly successful
manner. While the second team experienced severe problems, which caused the whole team to
become dysfunctional and had to be split at the end. Each team member of the effective team
viewed the other member in a positive manner and there was no request of anyone to transfer out of
the group to another team. They always gathered in a friendly atmosphere and there were no issues
between members of this team.
Both teams were diversified in terms of age, gender and race, but the first team had more education
than the second one due the functionality of this team. Diversity can be divided into two different
types: easily visible, surface–level diversity (age, gender) and less easily visible, deep–level
diversity (values, attitudes) (Bell, 2007). Bell (2007) suggests that deep–level variables have a
stronger effect on team performance. All members ... Show more content on Helpwriting.net ...
Lambert (2016) argues that organizations and employees can benefit from a diverse workforce when
administered properly. The author emphasizes that previous research showed a relationship between
organizational diversity and performance, but there is no detailed explanation of how and why
organizational diversity influence firm performance. Garib (2013) asserts that diversity has both
positive and negative effects where some scholars found a positive effect for diversity concerning
minority and gender on work–group effectiveness, while another found that diversity can have
negative effects on cohesion and task

Evaluation Plan For Improving Students Performance With...
To meet some of the challenges there have been some goals developed for the WIOA evaluation
plan. The goals of the Program evaluation plan are as follows: The first thing is to provide a plan so
that you and others will be able to oversee every twelve months the successfulness, and worthiness
of the WIOA program. Secondly it will make know ways for improving students performance with
disabilities. And third the school board the particular area will be able to view the WIOA programs
and the overall performance that the students are progressing towards. There are so many issues
facing individuals with disabilities now a days the society are viewing them as thought they have
talent and intelligence, but not the needed experience for ... Show more content on Helpwriting.net
...
There is no limit of number of disabled individuals that will be serviced into the WIOA program.
The program accept a change to provide services to both youth and adult disabled persons. There
will be incentives or stipends for individuals with disabilities. The program will contribute to
working towards providing individuals with orientation, assessments, transportation development in
their personal skills, and achievement. According to an are that I read it stated that sampling
techniques: In addition, the technique used to generate replicate from the TI should produce a prior
ensemble that is sufficiently divers to accurately describe uncertainty in the true precipitation. The
sampling techniques that will be performed is a judgmental sample whereas there will be one city
selected for evaluation but the study will still correspond to representing all cities (Alemohammad,
S. H., Mclaughlin, D. B., & Entekhabi, D. (2015, August 01). Quantifying Precipitation Uncertainty
for Land Data Assimilation Applications. Monthly Weather Review, (8), 3276, Retrieved from
http://elibrary.bigchalk.com). There will be considerably amounts of formative assessment taking
place to measure the students performance. In fact with this type of assessment it will help you to
oversee, and find out exactly what areas students are struggling and what areas students

Improving Employee Performance And Company Productivity
Our company manufactures a commodity widgets. It is a clone of a nationally known brand. Our
widgets are less expensive and more readily available than the nationally known brand. Our sales
are high; however, there are many defects which increases the costs and delays delivery. Our
organization consist of 50 employees in the following areas: sales, assembly, technology, and
administration. Although morale is low and performance is at its all time low and employee
performance is low, the organization to integrate a plan of progress for the organization to increase
overall performance and employee performance/morale all round.
In order to do this the organization have to come up with a plan to motivate and encourage high job
satisfaction, high productivity, high quality work, and low turnover. Here 's plan to start the
employee performance and company productivity. The organization must do the following: provide
a positive working environment, recognize, reward and reinforce the right behavior, involve and
engage, develop skills and potential, and evaluate and measure. Now let 's elaborate on these five
elements of an organization motivation plan.
When thinking about providing a positive working environment the organization leader has to be the
first individual to look at. Most employees leave their jobs because of the relationship with the first
line of contact. Their actions and decisions affect employee turnover. Properly trained
managers/supervisors effect

Quality Improvement Plan For Improving Performance
Quality Improvement Strategies
After a quality improvement issue has been identified, a quality improvement plan (QIP) needs to be
developed to address the issue. Once deciding upon what will be measured and what indicators will
determine success, strategies must be identified, developed and implemented to improve
performance (Sadeghi, Barzi, Mikhail & Shabot, 2013). The purpose of this paper is to describe the
strategy that will be implemented to address rates of worsened pain in the Veterans Centre (VC) and
to create a process map that outlines how pain is currently assessed and managed in the VC
(Appendix 1).
Quality Improvement Strategy A quality improvement strategy is defined as "any intervention aimed
at reducing the quality gap for a group of patients of those encountered in routine practice"
(Shojania, McDonald, Wachter & Owens, 2004, p, 13). Therefore, the strategy for this QIP needs to
be targeted at ensuring pain is accurately assessed, managed and documented in the VC.
Additionally, because all nurses need to be assessing and managing pain according to organizational
and professional standards, nursing education is the strategy that will be most effective in addressing
this issue.
Nursing Education Content The content for the educational strategy can vary depending on the
group, individual and the learning needs of each. While the overall aim is to reduce rates of
worsened pain through accurate documentation, some nurses may benefit from in–depth

Improving Decision Tree Performance Methods
There are several improvement methods are available to improve decision tree performance in terms
of accuracy, and modelling time. Since experimenting with every available method is impossible,
some of the methods are selected that are proven to increase decision tree performances. Selected
improvement methods and their experimental setups are presented in this chapter.
4.1 Correlation–Based Feature Selection
Feature selection is a method used for reducing number of dimensions of a dataset by removing
irrelevant and redundant attributes. Given a set of attributes F and a target class C, goal of feature
selection is to find a minimum set of F that will yield highest accuracy (for C) for the classification
task. Although ... Show more content on Helpwriting.net ...
Also, method is performing well for C4.5 algorithm is likely to perform well for ID3 algorithm.
Previous studies show that CFS method increases accuracy for CART algorithm although not as
much as the C4.5 algorithm does (Doraisamy et al., 2008).
CFS uses a search algorithm and feature evaluation algorithm which uses a heuristic that measures
"goodness" of attributes subsets. Hall and Smith (1998) define this goodness heuristic as "Good
feature subsets contain features highly correlated with the class, yet uncorrelated with each other."
Equation 1 below shows heuristic formula. G_x=(k¯(r_ci ))/√(k+k(k–1)¯(r_ii ' ))
Where G_x is the heuristic of goodness of an attribute subset x that contains k features, ¯(r_ci ) is
average attribute–class correlation which points predictive power of the attribute subset to a class,
and ¯(r_ii ' ) is average attribute inter–correlation that indicates the redundancy among attributes.
A version of correlation–based attribute selection to be included in experiment setup is called Fast
Correlation–Based Feature Selection (FCBF) that initially developed by Yu and Liu (2004). This
algorithm is preferred over other available correlation–based attribute selection algorithms since
while other implementations of CFS using forward–sequential or greedy search methods (e.g.
MRMR/CFS developed by Schoewe,

Healthcare Industry: Improving Performance Analysis
The healthcare industry in America has been going through transformations and changes regarding
the policies and regulations of individual health facilities at the national level. Notably, the signing
of the Affordable care act by former President Barrack Obama facilitated most of the changes in the
management of healthcare and regulations guiding the way services need to be offered and the way
the facilities need to attend to their patients. Health centers and individual medical practitioners are
feeling the impact of the emerging issues because they are prompted to move to action and step up
their performance as the new policies demand. Several emerging issues have been identified, and
many scholars and experts in health care issues have ... Show more content on Helpwriting.net ...
Leadership at health facilities has become one were governance has become more decentralized to
increase accessibility (Poksinska, 2010). The head nurses and doctors at the facilities are now
interacting with the junior professionals more than in the past. These leaders are now becoming
more accessible to the junior nurses, who can now share the issues that affect them in the workplace
and get the issues addressed immediately. The policy seems to be bringing the leadership of the
facilities closer to the employees. Notably, this emerging issue is being pushed by management of
various facilities. This increases the accessibility of management by entry level employees, and the
benefit is that employees feel supported and part of a team. Apart from that, entry level providers
can also get the confidence to improve and become better because they are assured that they have
the support of their

The Importance Of The Pay For Performance Program For...
INTRODUCTION
This is a report finding detailing the significance of the pay for performance program in improving
business performance. The report was requested by the Fair Work Commission (FWC), an
Australian tribunal firm that solves employees work–related matters. This report begins by
providing a history of the FWC, its objectives and functions. This will be followed by a review of
theories that expound on worker' motivation and pay incentives. Some of the concepts and theories
that will be analysed include efficiency wage theory, labour supply and demand, Pay structure
among others. Later, the theories will be applied businesses that have used the pay for performance
structure to their benefit and benefited as a result. The idea is to illustrate the linkage between
compensation and other work–related factors such as allowance and motivation.
SECTION A
A1. FAIR WORK COMMISSION (FWC) HISTORY
The Fair Work Commission (FWC) was formed in 2009 (Fair Work Commission 2016). It was
formed in conjunction with the Fair Work Act, a legislation whose mandate is to provide a balanced
podium for concerted agreement among stakeholder, conducive work setting as well as better
working relations. This Act was amended in 2012 to become the Fair Work Amendment Work of
2012. This led to the current name of the organization from it previous name Fair Work Australia
(Fair Work Commission 2016).
A2. OBJECTIVES
The objectives of the FWC is to formulate laws and regulations that govern work

Performance Measure: Improving Health Care
Performance measurement is vital to improving health care and supporting the success of health
reform. Effective performance measures are a foundation of informed decision making by
consumers, of payment reform, and of information that providers and patients can use to transform
care. This critical review examines an article that magnify the accessibility of performance measure
to improve care The link between demonstrated performance and economic success, which began
more than a decade ago, will move from the border to the center of healthcare. Health care
organizations, and individual physicians, will have to respond. Now is the time for them to prepare.
Summary
This section contains a summary of the article "Measuring Health Care Performance

Personal Narrative: Improving Team's Performance
My vision for Lehigh Athletics is that, as a whole, we are constantly striving to make improvements.
For me specifically, this means continually examining my own performance as well as my
teammates performance and helping them improve in any way possible. I am working to improve
my team culture, and help all of my teammates reach peak performance. I think the most pressing
challenge that Lehigh student athletes are facing is dealing with expectations. We put pressure on
ourselves to be successful in all areas of life, and we additionally have a lot of athletic and academic
expectation put on us. Often times this can feel overwhelmed, and I would like to help individuals
cope with these stresses and expectations. The most valuable lesson I have learned thus far at ...
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I went on a community service trip last spring that changed my life for the better. My eyes were
opened to new ways to serve others. I think it is extremely important to put other above yourself. I
often times wonder what my purpose in life is, and I believe that a big part of my purpose is taking
the gifts that I have been given in life and sharing them with other people. I think it is important to
help people on a small scale first, and then expand into larger groups. I believe that I can make the
biggest impact right here at Lehigh, as it is where I hold the most influence. Ultimately though it is
imperative that I bring my services outside of Lehigh and help as many people as I can outside of
my own community. I want to help individuals get the most out of their Lehigh experience, and I
believe this missions starts from the first day that FYSA step on campus. I want to be able to address
individual challenges that FYSA are having, and be able to set them up for success here at Lehigh. I
am passionate about this mission, and I am willing to give up a lot of time to help see other student
athletes be successful during their time here at

Improving The Performance And Image Of The Organization Essay
Based on the complaints and through study I came out with the above mentioned cause and effect
chart above which explained the most numbers of complaints received from the customers because
of the out of stock order which cause the direct affect on the performance and image of the
organization. The main causes are following:–
a) Not Enough Resources– The store need a storage facility to store the extra stock so they can use
in the time of emergency. There is less number of staff in the store. This problem can be solve by
hiring a proper store manager who is particularly responsible for the stock management and also
make some extra space for the extra stock. Another problem can be solved by hiring some new staff
that has good experience in customer service so the customer won't complaint in future.
b) Improper Inventory Management– The connection between the supplier and the store is very bad
so eventually the store end up with not enough stock which leads to customers complaints. This
problem can be solved by the store manager should send the stock list in advance so the supplier
will deliver the product on time and the customer won't feel convenient .
c) Supplier Shortage– In the market it might there are not enough suppliers or they might not have
enough money to invest in to buy advance stock for future convenience. The store should buy
products in bulk because buying in bulk can minimize the cost of delivery and another way they
should apply for a load from the bank if

Improving HTTP Performance Using Stateless TCP
Improving HTTP Performance Using "Stateless" TCP In this paper a server side approach is made
which can reduce processing load per connection. The advantages of running web servers over a
basic transport protocol that is similar to TCP are studied here. The stateless TCP for HTTP
decreases the kernel resources required per TCP connection. So it increases the number of client
initiated HTTP connections per second. Stateless TCP modifications decreases the server's CPU
usage and other TCP memory requirements. This helps to serve small webpages under overloaded
situations. Two Algorithms (David A Hayes, Improving http performance using stateless tcp, 2011)
are mentioned that show the basic operation of stateless TCP, one for incoming packets and one for
outgoing packets from server. These include few rules to react to incoming control packets and also
information to deal with application data. Algorithm 1: incoming Every TCP packet is captured
which arrives at port 80 and following operations are performed, 1. If it's a TCP SYN packet, send
back a TCP SYN/ACK 2. If TCP DATA packet a) Store ack number and start timer b) Send TCP
ACK packet back to sender, correct sequence and ack number c) Send TCP payload to server via
UDP socket 3. If a TCP FIN packet,send back TCP FIN/RST/ACK and delete data and timer stored
at 2a 4. If none of above drop the packet Algorithm 2: outgoing Event 1: On a local UDP socket
send a request on port 80 and perform these 1. Check if source and

Improving Performance Management Strategies And Alignment...
RECOMMENDATIONS
The following section provides recommendations based on the data obtained during the study.
Recommendations will be presented for ways to improve consistency in Performance Management
strategies and alignment between and organizational goals, and therefore increase overall
performance.
Timeliness
Under the current system the year end review occurs at the earliest in March. In order to create a
forward thinking performance management approach within the year end review, it should be given
by the end of January. Discussing goals and ways to move forward must occur when the employee
has an opportunity to improve their performance and achieve the established goals.
Training
Managers should receive training on the individual ... Show more content on Helpwriting.net ...
Implement 360–degree Appraisal Although performance cannot be judge alone with 360–degree
assessment, it provides a commentary aspect that will assist an organization in Leadership
Development and Succession Planning. Including the 360–degree appraisal in the performance
management process will provide a broader perspective about an employee's performance and detail
to annual appraisal. In addition, the technique facilitates greater self–development for an employee.
Moreover, it enables an employee to compare his or her self– evaluation about performance with the
perceptions of others.
Management via App
Many companies are transitioning to the use of Apps to provide ongoing feedback to their
employees. General Electric, a company famous for their year–end reviews has scrapped them and
now uses an App process. The new app is called "PD@GE" for "performance development at GE".
Managers are expected to have frequent discussions, called "touch points," on progress toward those
goals and note what was discussed, committed to, and resolved. The app can provide summaries on
command, through typed notes, photographs of a notepad, or even voice recordings. "The focus isn't
on grading how well people are doing, but on constant improvement" (Nilsen, 2015).
Employees can give or request feedback at any point through a feature called "insights," which isn't

Improving Performance Appraisal For Employees
Improving Performance Appraisal for Employees
Introduction
One of the most important things in a company or organization is the performance appraisals that
are given to the employees, some management and upper management. A performance appraisal can
give so much information not only to the employer but also to the employee. There are many
different types of performance appraisal out there, also because every job is different the
performance for the different. A performance appraisal is important in any company because the
employee knows how they are doing well as the management staff. Performance appraisal are also
great because it shows it an employee need additional training or show improvement in certain areas
that they was having trouble in also if they are ready to go to the next step like a promotion or a
raise.
Literature Review/Findings
With any company that has employee is working for them they have a standard that they must abide
by. Some companies only do performance appraisals once a year and think that it is effective way to
rate their employees on company standard and to issue compensation and discipline if need to. This
not that very effective to run a business with employees the best way is to do quarterly performance
appraisals that way if an employee needs to be reprimanded it can be done to correct the behavior
before it gets to out of hand. According to Michael Aamodt, the author of the textbook
Industrial/Organizational Psychology there is a

Improving My Performance Analysis
The performance I was trying to improve was the "services" standard of my job. This includes
providing outstanding customer service and minimizing the number of errors you make in day to
day activities. I was focusing on reducing the number of errors I made to get to the "clearly
exceeded" section of the performance review instead of the "exceeded" section. My performance for
the first two weeks was poor. I had extra work to do since one person was on vacation the first week,
and I was trying to do month–end activities the second week. After the first two weeks, my
performance began to increase because I finally had a fair opportunity to focus on my performance.
By the last two weeks, I was performing on a very high level (except for the week I did month–end).
I had learned so much more about how the system worked in that time, which allowed me to do my
job better, be more creative in doing the job, and serve others better. ... Show more content on
Helpwriting.net ...
When I was able to take my time and do the tasks correctly, I was able to have good results. When I
was rushed to do my job with an extra work load, I could not do the tasks correctly which led to
poor results. I was surprised at how poor my performance started out compared to how I finished. At
the time, it did not seem to be so bad, but when I looked back at my notes and thought about my
experiences, I realized that it was pretty poor. Opportunity should never be overlooked. For me, it
was the difference between good and poor performance even though I was not focused on trying to
improve my opportunity. It is surprising at how much better someone can perform when he is given
the right environment to do

Believing Practice: Improving Performance
Believing practice does improve performances in the daily life, in some aspects not in all. For
example, learning how to play the guitar. Having lots of practice, time, and dedication the
improvements will kick in, never expect it to come in suddenly. As in driving, drivers can gain some
practice but would not ever be perfect. When starting to drive the driver may start off not knowing
when to brake in time or even how to parallel park. When the situation of parenting. A parent would
never know how exactly to treat or react with the first child. It will take time, but always have in
mind parenting will never come out perfect. College students have the advantage of having the
knowledge of knowing how to study. The college student has had more

Improving Athletic Performance
Competitive and recreational athletes typically use preparatory exercises such as warm–up and
stretching to prepare the body for vigorous physical activity (Worrell, Smith, & Winegarden, 1995).
For many years, stretching before athletic competition has been recommended to prepare the athlete
for the event (Unick, Kieffer, Cheesman, & Freeney, 2005), and stretching has traditionally been
considered as an essential component of warm–up routines to prepare muscles for activity, enhance
performance, and prevent injuries (Gleim & McHugh, 1997; Marek et al., 2005; Schilling, 2000).
The use of stretching as part of warm–up routines comes from the belief that stretching will aid in
athletic performance and help prevent injury as well as decrease muscle stiffness, increase range of
motion, alleviate pain (Schilling & Stone, 2000; Unick, Kieffer, Cheesman, & Freeney, 2005).
Recently, many studies have been conducted to determine which types of stretching such as static–
stretching or dynamic–stretching, is better for improving strength, speed, power and force
production, as well as whether the stretching prior to athletic competition would have an effect on
the performance (Church, Wiggins, & Crist, 2001; Fletcher & Jones, 2004; Unick, Kieffer,
Cheesman, & Freeney, 2005). Recent studies have indicated certain types of ... Show more content
on Helpwriting.net ...
However, most of the studies only examined the effects of long static–stretching (consisting of 3 to
4 repetitions of 20– to 30–second static–stretching holds on each muscle group) on power output
performance. Limited studies have looked at the acute effects of short static–stretching, which is
more commonly used by athletes. To my knowledge, this would be one of the very few studies to
determine whether the short static–stretching (1 set of either 10 or 30 seconds of static–stretching)
has an acute effect on vertical jump

Improving the Performance of Quality Improvement Teams Essay
Improving the Performance of Quality Improvement Teams
Introduction
Within every company there is a customer, regardless of what your line of business is it is being
done for the consumer albeit an external consumer or the internal consumer. The customer's needs
and expectations should be the driving force behind the decisions we make and the problems we
solve...the customer, not our own personal or monetary gain. As quality improves we have to make
sure that we are improving what matters to our customers not want we want to improve upon for
own sake. What is quality improvement? Why is it necessary? Who benefits from having a Quality
Improvement Team? What can we do to improve their performance? Quality improvement is a
"structured ... Show more content on Helpwriting.net ...
A key premise in quality improvement is that you cannot improve a process until you fully
understand it. When improvements in quality are achieved, teams should continue to strive for
further improvements with the same problem or maybe address the other opportunities that have
been identified.
Health care improvement and high quality care requires more then the technical approach of tools
and methods, improvements often require a change in attitude and sense of ownership for the quality
of serviced provided by an organization. Many supporting factors must integrate QI into the
structure and foundation of the company, these are also known as the building blocks. Improvement
also implies that it will be implemented in a variety of settings, circumstances and various levels
within an organization. The structure has to also define how the different parts and levels of the QI
program fit together and how they will be synchronized.
Characteristics of a Successful Team There have been many researches that studied the
characteristics of a successful team over a period, Belbin's work is one of the most widely known it
investigated how different people within a team adopt different teamwork roles. In order to be
successful all quality improvement teams must have the following characteristics:
Commitment and involvement– the team should be able to understand the goals and should be
committed in achieving them
Communications

Improving The Performance Of Health Services
Health targets are a set of national performance measures that are designed to improve the
performance of key health services. There are six national health targets out of which Better Help
for Smokers to Quit is one of the health target which is routinely delivered in both primary and
secondary health care by simple and effective interventions such as encouraging smoking cessation,
public education about the danger of smoking, changes in the public's and the media's attitudes
toward smoking, and the availability of new and more effective treatments for tobacco dependence.
The Better Help for Smokers to Quit health target is designed to ensure health professionals,
especially doctors, nurses and midwifes , routinely screen for tobacco use and then to offer smokers
to quit. This essay will discuss how and why the target are sets and whats is the funding and
monitoring procedure to achieve those target set by the Government of New Zealand.
Smoking is the single largest cause of preventable death worldwide. It kills an estimated 5000
people in New Zealand every year and affects the quality of life for thousands more. The cost to the
health system that can be directly attributed to smoking has been estimated to be at least $1.9 billion
a year. There are about 650,000 smokers in New Zealand – and of those, 80 percent wish they had
never started and about 65 percent have tried to quit in the past five years. (Ministry of Health,
2005). Smoking increases the risk of

Improving a Teams Motivation, Satisfaction, and Performance
Improving a Teams Motivation, Satisfaction, and Performance.
LDR/531
Improving a Teams Motivation, Satisfaction, and Performance
Team collaboration is a challenge organizations encounter because of varies personalities, cultures,
and beliefs. According to Web Finance, Inc. (2012), a team is defined as "a group of people with a
full set of complementary skills required to complete a task, job, or project." A team is structured in
an organization, usually separated into different teams to fulfill the desired goal or mission. Some
people may believe a team or group is the same; however, they both are entirely two different
entities in its entirety. For example, a group of people may not have the same objectives in mind, but
a team is ... Show more content on Helpwriting.net ...
It is important for organizations to have ethic business training programs. One example would be
quarterly Internet training via Internet, and a motivational speaker at a conference annually would
help improve business decisions among management. Management would attend the motivational
conference, whereas staff including management would attend the Internet training. The training
should be clear and well defined but also for the better of the organization and not for personal
reasons.
Collaborating with management
Each month we have supervisor meeting addressing updates and concerns, which give us the
opportunity to exchange ideas. There are 28 supervisors with very different personalities, but we all
are a team trying to accomplish a desired goal for the organization. Some of the attitudes are strong
while others are more passive. There are some supervisor's that will speak up to the director,
correcting her, while others are not as confident or perhaps do not want to get involved; this would
be their personality. While each possesses different emotions and values, our values in the workforce
must meet. The difference of each supervisor allows us to exchange ideas, and pinpoint what is not
working in our clinics. At times, a supervisor might have personal reasons to suggest a change, but
gathering together allows us to determine if this would work.
Conclusion
Teams are an important aspect of an

Team Building and Improving Team Performances
Team Building and Improving Team Performances
Karli, James and Scout, in their article (2013), "Economic Validation for Performance Improvement
Initiative Based on a Strategic Team Development Campaign" pose the question, "Can team
development increase revenue?" Such was their study conducted at a selected major casino, and they
endeavored to sample the impacts on creating teams in an organization to boost revenue. The
Casino's executive management considered the values of implementing team–building aspects, in
their endeavor to improve customer services and overcome low customer turnout, owing to the low
spending trends of the customers (Karli, James & Scout, 2013). Besides, owing to the numerous
emerging and current casinos offering ... Show more content on Helpwriting.net ...
These individuals teamed up in writing the article, "Team Cognition: Development and Evolution in
Software Project Teams." The authors cite that team building is critical in overcoming time
challenges and resource coordination. Additionally, owing to the characteristics of diverse software
development projects being unstructured and sophisticated, it is significant to implement teamwork
within such endeavors (He, Brian and William, 2010). Various software developments require the
implementation of dissimilar amounts of knowledge. This deems the implementation of an
individual's knowledge appears to be insufficient in the accomplishment of such objectives.
The authors of the article consider a team to be an association of two or more individuals working
together towards the achievement of a set objective. The authors highlight the power of team
cognition in envisaging the likelihood of team effectiveness. However, studying team cognition has
been marred significantly by conceptualizing and determining its constructs (He, Brian and William,
2010). Team cognition study is complex, owing to the diversity of the tasks and the involved
environmental factors. As such, two aspects of team cognition include awareness of expertise
location and shared task understandings are critical. Individuals within a team ought to be conscious
of the members' capabilities and clearly comprehend their various tasks in accomplishing set
objectives.
Both articles

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