Managing Individual Performance Essay

AbstractThis paper depart establish how managing idiosyncratic executing restrain affected my person-to-person and pro development. It will also briefly identify and argue several written wreaks on Maslows pecking order of need as thoroughly as the Myers-Briggs Type Indicator. Also this paper will discuss my experience through the Managing Individual Performance dear example and results advancement.Managing Individual PerformanceA good managing director can motivate employees and equ altogethery to go the typeicular(a) mile, and complete the unachievable, despite their jumpations. As a drawing card and manager of mass, it pays to understand what is Copernican to for distri simplyively one police squad member. Understanding pauperization helps me to put my emotions and actions in perspective. coeval indigenceal theories recommend that managers should realize undivided differences, evaluating needfully correctly and addressing these through the right interve ntions. Criteria a aggroup leader use when selecting members of a group aggroup up leaders or managers must ensure that the groups and their projects pick up the might to survive. To maintain the teams viability, I implyd the pursuit elements proper membership, interpersonal skills, each member should be a contri entirelyor, a open select or purpose, achievable, noticeable results, understand and agreed-upon prove rules, and intensive teambuilding up front.The changes needed to improve team tellingness across the organization do not involve individual teams, but rather the systems that body forth them. These systems include the following organizational structure,motivation, promotion and performance appraisal criteria, and compensation. In addition, Jeff Cowell and Jerry Michaelson (2000), recommend in selecting team members, and prepargon a draft charter (p11). It is rattling important to prepargon a draft charter where you can briefly describe the teams purpose, and y ou can see candidates interest.Team woof in the simulationI selected the team in the following ordinate first, Michelle Levy for the build case files position, because she is a natural problem solver with good communicating skills, and an investigative nature of collecting facts. My second choice 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 third endurance was Tony Wu to perform follow-ups.Tony has capacitance to interpret reported data, good observation skills, and his bachelors in business make him more capable in accounting for external factors. My hold up team member, Daniel Nichols, trainer with lie withledge and domineering attitude, was selected to supervise confrontation sessions. His dominate in Business Administration (MBA), prep bed him to have good communication skills, excellent conflict management, and with his whole near spirit made him capable of build uncouth respect, discipline, and motivation to victims while handling sensitive 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 refund systems, communication systems, physical space, organizational environs, organizational structure, and lead (p232). Reward systems indicate that slew tend to achievement more effectively when they are partly geted for their performance. parley systems, maintain valuable information and feedback between team members. Physical 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 ongoing support from all executives to impart the right coaching,motivation, and al l elements mentioned.Individuals personality play a role in the teams successKreitner (2003) describe personality as the relatively stable pattern of behaviors and consistent inherent states that explain a persons behavioral tendencies (p84). Personality has both internal which represent the thoughts, values, and inheritable 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 occupancys that best suit them and their companys unavoidably. Personality preference in the MBTI assessment and how this may affect the way an employee carries his or her lying-ins.Depending on the job description, you can find personality preference in the Myers-Briggs Type I ndicator (MBTI). We have 16 unadorned types. Some job description prefer ISFJs people with a high sense of duty, other(a)s prefer ENTJs because they are considered natural leaders. For example, corporate executives tend to be ESTJs, inwardness that they are more extroverted, sensing, thinking and judging types, and so on. These types indicate a persons preference. only 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 passing good people to perform a particularised job in determinate area. Maslows pecking order of Needs, how it affects motivation and my team choice.McShane-Von Glinow (2002), described Maslows Hierarchy of Needs as a content motivation theory of five instinctive needs logical in a hierarchy, whereby people are do to fulfill a higher need as a lower one belongs gratified(p133). From t he piece of ass those are physiological, safety, belongingness, self-esteem, and the top is self-actualization. People have incompatible 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 wrong level. According to Maslow the last-place needs are initially most important, but higher need become more important as the lower ones are satisfied. Maslows precedent may not predict employee needs as well as scholars initially expected.Team selection and how that falls 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, bragging(a) me the wrong results. The same situation was present in month 4 with other team members. after I buy uped the simulation and learn mor e 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 attractive 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 againI repeat the simulation three condemnations, and definitely each time my results improved significantly. My weakness was motivating my team members with the wrong reward, giving as a result to the reduction in the team performance.Application of the lesson learned at my workplace barter design involves assigning task to a job and distributing work thro ughout the organization. Job specialization, which subdivides work into separate jobs for different people, annex 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 direction andmotivation needed to perform a task. Also I have to include personal goal setting, inferential thought, design the right rewards, self-monitoring, and self-reinforcement. Better knowledge of the needs of each team members will help leaders to make the right decisions without affecting the individual performance. leading require a process of observation, reflection, and evaluation. It necessitates that we take time periodically to think about what has happened. Were there 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? to the highest degree importantly, we must develop the skill of asking ourselves what move 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 accord 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). Organizational psychology and workplace verify the instrumentality ofCorporate culture. South African ledger of Psychology Sep2001, Vol.31, Issue 3 p43. Bower, M. (2003). Company philosophy the way we do things around here McKinsey quarterly 2003 Issue 2, p110, 8p.3c. University of Phoenix Special Edition Series. Cowell, J., Michaelson, J. (2000 ). perfect Teams. Executive Excellence, 17(3), 11.University of Phoenix Special Edition Series Kreitner, R. (2003). Organizational Behavior, Sixth Edition. new-fashioned York McGraw-Hill McShane-Von, G. (2003). Organizational Behavior, Second Edition. New York McGraw-Hill