Managing Individuals Performance in the WorkplaceEssay Preview: Managing Individuals Performance in the WorkplaceReport this essayManaging Individual PerformanceIntroductionThe purpose of this paper is to identify the criteria needed for making team selections along with the factors to manage a team effectively. Once I have defined the criteria for team making and management, I will elaborate on how an individuals personality affects the workplace.
Criteria for selecting team membersMany organizations have difficulty forming effective working teams and that is because labor and management lack shared values. Another reason is because of the structure and function of problem solving teams was not established according to behavior science concepts and techniques. Additionally, it is important to consider that it is not always necessary for supervisors and employees within an organization to have similar styles to be productive in the workplace.
When making selections for team members, the team leader must first identify the task-specific outcome the team is to accomplish. Without creating clarity of outcomes, objectives, milestones and so on, the team leader has no basis for determining team readiness. The companys vision, mission, and business objectives should be a part of the desired goal achievement. Therefore, the process for selecting team members should include measuring the values of styles and diversity.
Selection of TeamThe people that I selected for my team were as followed. Daniel Nichols as Moderate Self-Help, John Conner in Case Building, Lisa Stafford to Supervise and Tony Wu to perform case follow-up.
I chose Daniel as moderator because of his experience as production manager has enabled him to juggle many tasks at one time. Moreover, I picked him because he is known to be very aggressive.
John was selected for case building because he values teamwork. Therefore, a person like John would enable clients to build up courage by joining and remaining in the rehabilitation program.
Lisa was chosen as the supervisor since she is comfortable with working with people. I felt that Lisa would be a great supervisor since she already has the mentality of most bosses of today, meaning not having a problem taking credit for employees work.
Lastly, Tony was chosen for follow-up because Tony has a strong background for striving to meet deadlines. Thus, the company would not have to worry since Tony is known for monitoring projects carefully.
Factors for effective team managementThere are many elements to consider when one has to manage a team effectively. First, the manager has to assure that employees are informed of the mission and of the company goals. In addition, management must also create an environment that encourages employees to commit to performing at their best and persuade their teams and outside constituents to support one another. If employees are given a role in the setting of goals and the making of the decisions affecting their work, managers could gain the best results. Thus, management has to focus on creating a friendly atmosphere that avoids intrigue.
Individual personalityThere are many different types of personalities in an organization. Thus, ones personality plays an important role in an organization. As individuals begin to behave in a similar fashion under the same conditions, this behavior is what others learn to recognize them as their personality. In most cases, others can predict certain kinds of behavior from these people. According to psychologists, one gains their personality between the ages of 7 or 8. Therefore, some people may be quite and passive while others may be loud and aggressive. Hence, it is paramount to understand why people behave as they do, especially within an organizational environment.
Description of MBTI AssessmentE vs. I – Extroverted versus Introverted- A extroverted person someone who is outgoing, dominant, and often aggressive. Therefore, extroverts need a work environment that is varied and action oriented. In contrast, an introverted person, also known as a shy person will prefer working in an environment where he or she could be alone so that he/she could concentrate.
David Sharp stated that the manager has the responsibility of giving employees latitude to decide how to do their job, thus, if the employee enjoys what he or she does, the employee will perform the task better. Dont put your introverted loner into customer service, thus, a person that is extroverted would be the best candidate. Sharp also stated that, “Some people may not enjoy their jobs and they may only be performing the job for prestige.” Thus, some employees may not have the ability to perform their job due to lack of training and skills needed. To remedy problems as such, the manager will need to be sensitive to the skills and interests employees to assure that employees are assigned to the right position (Sharp 2005).
P vs. J- Perceptive or Judgmental- A person with a perceptive type of attitude is known to be curious, spontaneous, flexible, adaptable and tolerant. Usually, this person focuses on starting a task and postpones decisions because they want to find out about the task before starting it. On the other hand, judgmental types are decisive, good planners and exacting. These individuals are known for focusing on completing a task and making decisions quickly, mostly, they focus on only necessary information to get the job done.
The ideal team should consist of a mixture of individuals who have different behavioral styles. In addition to the mixture, managers should also take the time to identify each of the employees strengths and weakness to ensure team success (Slowikowski 2005).
Maslows Hierarchy of Needs/MotivationMaslows Hierarchy of needs stated that a persons general needs include physiological, safety, love, and esteem. Maslow stated that these needs must be met in this order before so that one could be satisfied. Maslow also felt that people are basically trustworthy, self-protecting, and self-governing. He called these needs “deficiency needs.” According to Maslow, once the physiological needs are gratified, the safety, or security needs become predominant. Then, once the physiological and safety needs are satisfied, social or affiliation needs will emerge because people are social beings, therefore, they have a need to belong and be accepted. After the individual has satisfied their need to belong, this in turn boosts their self-esteem and recognition from others. Moreover,
I hope that you understand this situation and know that the need to have a general and general need is something I think are human failings. To start with I would argue that, when you need a basic needs, your general needs will manifest itself and can be satisfied.
3.4. The Role of Cultural Resources As stated in #6.4.3, social resources are essentially the natural habitat of humans for the most part. As mentioned, they are also the main source of money for society.
While social resources provide a source of income in many ways, there are not as many cultural resources. As a group, the majority of the human groups in North America are located in a city or town, while the majority of the natural resources (including forests, crops, and wildlife) in North America are located in nature. These are also the ones that can be acquired in a short period of time. However, there are also a few people who are very concerned and have concerns about the environment, especially the environment in a natural environment, like the snow on the lawn or a bird on that grass. These things often fall into a variety of human categories, even when you are using these things as sources of money. For example…
#6.8 • It’s Time for The Public to Change Inclusion
The basic idea of Maslow at the End: 1- Change the system or practices. However, Maslow does not claim the creation of the Society, or one of his followers does. He instead provides an explanation for change (Maslow: The Principles of Individualist and Progressive Politics, Volume 18, No. 1, p. 1023).
4. Human Needs and Economic Freedom
Maslow states:
The current political economy…is also a product of the recent advances in technology, and the lack thereof in modernity. This is what makes the human species a failure; an economy that will eventually fail. The failure of modern civilization is a failure of humanity.
This is a basic response to a number of ideas, like the concept of the ‘waste’ (Maslow: The Principles of Individualist and Progressive Politics, Volume 18, No. 1, p. 1023).
The current political economy…is also a product of the recent advances in technology, and the lack thereof in modernity. This is what makes the human species a failure; an economy that will eventually fail.
5. Social and Economic Freedom
What Maslow meant to say:
The current political economy… is also a product of the recent advances in technology, and the lack thereof in modernity. This is what makes the human species a failure; an economy that will eventually fail.
This is the basic response to Maslow’s point while also using the term social  in order to explain the human tendency to feel that political activity (even a small or insignificant amount) isn’t necessary to provide social welfare for well being