Managing Individual Performance Essay

AbstractThis paper will discuss how managing individual performance nominate bear upon my somebodyal and professional development. It will also briefly identify and discuss several written works on Maslows Hierarchy of Needs as well as the Myers-Briggs Type Indicator. Also this paper will discuss my experience through the Managing Individual Performance simulation and results improvement.Managing Individual PerformanceA entire manager can locomote employees and equally to go the extra mile, and complete the unachievable, despite their limitations. As a leader and manager of wad, it pays to understand what is authorized to each police squad member. Understanding motivation helps me to put my emotions and actions in perspective. Contemporary motivational theories recommend that managers should realize individual differences, evaluating needs correctly and addressing these through the slump interventions. Criteria a team leader use when selecting members of a teamteam leaders or managers must ensure that the teams and their projects have the ability to survive. To maintain the teams viability, I included the following elements proper membership, interpersonal skills, each member should be a contri exactlyor, a clear charter or purpose, achievable, noticeable results, understand and agreed-upon ground rules, and intensive teambuilding up front.The changes needed to improve team effectiveness across the organization do not involve individual teams, but rather the systems that support 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 prepare a draught charter (p11). It is very strategic to prepare a draft charter where you can briefly describe the teams purpose, and you can see candidates interest.Team selection in the simulationI selected the team in the following conse crate first, Michelle Levy for the build case files position, because she is a natural problem problem solver with good communication skills, and an investigative nature of collecting facts. My second selection was Lisa Srafford holding the moderate self-help groups. She has conflict management skills, ability to facilitate groups meeting and very patient in stressful dapples. My third selection was Tony Wu to perform follow-ups.Tony has capability to interpret reported data, good observation skills, and his bachelors in business make him more(prenominal) capable in accounting for external factors. My last team member, Daniel Nichols, trainer with knowledge and domineering attitude, was selected to supervise confrontation sessions. His Master in Business face (MBA), prepared him to have good communication skills, excellent conflict management, and with his strong personality made him capable of build mutual respect, discipline, and motivation to victims while intervention sensit ive 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 reward systems, communication systems, physical space, organizational environment, organizational structure, and leadership (p232). Reward systems indicate that pile fly the coop to work more effectively when they are partly rewarded for their performance. Communication 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 provide the full coaching,motivation, and all elements mentioned.Individuals personality play a authority in the teams successKreitner (2003) describe personality as the relatively stable pattern of behaviors and consistent internal states that explain a persons behavioral tendencies (p84). Personality has both internal which represent the thoughts, values, and genetic characteristics, and external elements are the observable behaviors. Also personality has recover credibility in organizations in the last years, the reason is that some personality habits predict some work-related behaviors and emotions under certain conditions, and stress reactions. Besides individual personality play a role in the teams success because this help people find the jobs that best suit them and their companys needs. Personality preference in the MBTI assessment and how this may affect the way an employee carries his or her tasks.Depending on the job description, you can find personality preference in the Myers-Briggs Type Indicator (MBTI). We have 16 distinct types. Some job description prefer ISFJs people with a high sense of duty, differents prefer ENTJs because they are considered natural leaders. For example, corporate executives tend to be ESTJs, meaning that they are more extroverted, sensing, thinking and judging types, and so on. These types indicate a persons preference. All of this may affect the way an employee carries his or her tasks because these types do not indicate the way he or she behaves all the time. I think that these indicators can limit the creativity and decision reservation besides limiting good people to perform a specific job in determinate area. Maslows Hierarchy of Needs, how it affects motivation and my team choice.McShane-Von Glinow (2002), draw Maslows Hierarchy of Needs as a content motivation theory of five instinctive needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a lower one constrains gratified(p133). From the bottom those are physiological, safety, belongingness, self-esteem, and the top is self-actualization. mass have differe nt 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 lowest needs are ab initio most important, but higher need become more important as the lower ones are satisfied. Maslows model may not predict employee needs as well as scholars initially expected.Team selection and how that 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 propel one of my team members, giving me the wrong results. The same situation was present in month 4 with other team members. After I repeated the simulation and learn more about my team members needs, I overcame those situations successfully. Team selection performance, expectations andfactors in selecting strategies to mo tivate 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 wear performance. It is important to know the different levels of needs mentioned before. You have to know what kind of an employee need have in that moment. Some of the factors include task performance, competencies, job stipulation and seniority. Results improvement after running the simulation againI repeat the simulation three times, and definitely each time my results improved significantly. My weakness was motivating my team members with the inappropriate reward, giving as a result to the decrease in the team performance.Application of the slighton learned at my workplaceJob goal involves assigning task to a job and distributing work throughout the organization. Job specialization, which subdivides work into separate jobs for different people, increase work efficiency because employees get throug h 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 attend of influencing oneself to establish the right direction andmotivation needed to perform a task. Also I have to include personal goal setting, constructive thought, design the right rewards, self-monitoring, and self-reinforcement. demote knowledge of the needs of each team members will help leaders to make the right decisions without affecting the individual performance.Leaders require a process of observation, reflection, and evaluation. It necessitates that we take time periodically to think about what has happened. Were there conflicts? How were they handled? What has gone well and why has it? What has not gone well and why? Could we have make better? Most importantly, we must develop the skill of asking ourselves what steps we can take to be more effective e ither in our watercourse team or as a member of future teams.As I said in the beginning, a good manager motivates people to achieve the impossible without limitations. This become possible only with a clear understanding of each individual needs with the help of all motivational theories recommended. This understanding is implement though optimal intervention. Also evaluating needs correctly and addressing these though are the right interventions.ReferencesBagraim, J. (2001). Organizational psychology and workplace control the instrumentality ofCorporate culture. to the south African Journal of Psychology Sep2001, Vol.31, Issue 3 p43. Bower, M. (2003). Company philosophy the way we do things around here McKinseyQuarterly 2003 Issue 2, p110, 8p.3c. University of Phoenix special(a) Edition Series. Cowell, J., Michaelson, J. (2000). Flawless Teams. Executive Excellence, 17(3), 11.University of Phoenix Special Edition Series Kreitner, R. (2003). Organizational Behavior, Sixth Editio n. New York McGraw-Hill McShane-Von, G. (2003). Organizational Behavior, Second Edition. New York McGraw-Hill