Leading Management Team and Effectiveness †Myassignmenthelp.Com

Question: Discuss about the Leading Management Team and Effectiveness. Answer: Introduction: Team performance management is considered as the concept of regulating the composition, direction of work group or team for increasing the efficiency of the team according to the measurement of the organizational benchmarks for groups (Hoch and Kozlowski 2014). Therefore, comparison as well as the difference between the standard performance and the actual performance of the employees helps to identify the team performance and thus it also helps in providing feedback. However, the most important three areas of team performance that should be monitored within a firm for its betterment include team work, discrimination within team and leadership (Williams 2013). These three mentioned areas are considered as having more importance because teamwork or work in-group helps the business to run its operations and regulations systematically and this also results into profitable production. Moreover, proper teamwork helps the employees as well as the company to overcome any challenges or obstacles easily (Colbert, Barrick and Bradley 2014). On the other hand, with the abolition of discriminations within the team like discrimination due to different cultures, gender, races, ages, experiences and educational qualifications, the power as well as the unity of the team can be increased. This will result into better running of the business and will also help in earning profits. Finally, proper leadership helps the employees to work accurately as this helps in providing good working environment to the staffs (Certo 2015). Thus, it motivates the team members to work more efficiently and effectively. Methods for Delivering Feedback Two methods that can be used for delivering feedback to the team members include Feedback Sandwich and Stop, Start, Continue. The later method would be effective as here employees can discuss their feelings of stopping, start doing and wish in continuing doing their job with their manager (Wang, Waldman and Zhang 2014). On the other hand, Feedback Sandwich method includes positive statement of the employees, can discuss the regions that can be improved and they can finish with more positive views (Elmuti 2013). Therefore, this provides positive feelings towards the organization and the work. Process Development for Addressing Conflicts or Issues A most common performance issue that arises within an organization is that the employers provide reward to non-performance by putting more attention and do not reward to good performance. Thus, this leads to occurrence of lack of reliability between the employers and the employees of the particular firm. As a result, to this particular situation, the performance of the employees as well as the organization was affected negatively. The reason behind this is that the unsatisfactory employees resulted into poor performance of the staffs and thus, it directly or indirectly influenced the performance of the organization (Benoliel and Somech 2014). It has been found that within the particular organization, the employers put emphasis on the performance of the employees who are non-performing and thus, for their performance appraisal, the human resource managers of the firm provide trainings. However, on the other hand, the employers of the particular firm do not reward the employees who per form well. Thus, efficient employees become inefficient and for motivating them, the employers should also reward them. Generally, the inefficient employees are provided with more attention as the employers aim to transfer or promote those employees to get out of the work group (Ou et al. 2014). Therefore, the employers should also put focus on the people who perform well and thus, the employer of the company should provide both monetary and non-monetary rewards to them. This issue regarding providing reward to the non-performance can be solved by holding inefficient employees more responsible for performing the jobs. Moreover, the employers should not clean up the masses of people for these staffs. The employers should keep the workload on these particular employees more balanced and even (Daspit et al. 2013). Additionally, the management of the organization can adopt the philosophical strategy called Do not bring me a problem without a solution for betterment of the operation of the firm. Finally, the employers should fix the problems and should not promote them or transfer them. On the other hand, for the issue regarding not rewarding the good performer, the employers should understand that the money is not the single method for rewarding the employees having good performance. Moreover, they should tune into the strategy of Whats in it for me and thus employees should continue doing things for what they get rewards. Therefore, the employers of the firm should reward the staffs having good performance and on time. The reward should be specific and the employers should be sincere about the matter (Bush and Middlewood 2013). Then, the employees will become more motivated and good performance will automatically help to be fitted into them. Role Modeling Effective Team Behavior There are several qualities that are related to role modeling and have both positive and negative effect on the team behavior. Therefore, role modeling plays an important role in any organization as positive impact influences the employees and also motivates them in their work (Rowland 2015). Thus, performance appraisal takes place that helps the firm to run profitably. The positive roles of a manager that assist in motivating employees as well as the behavior of the team include the awareness of the manager that is the leaders should open the door towards the employees for gathering their perceptions (Rushmer 2013). Moreover, the commitment made by the manager to his employees regarding development of the people helps employees to enhance their work performance. Additionally, empathy of the leaders requires tolerance of imperfection and these aids in understanding the employees better. Thus, the team behavior of the organization can be enriched. In addition to these, the foresight capacity of the manager or leader plays a vital role modeling for effective the team behavior. Listening builds strengths and thus it also work as a positive role for the employees. Lastly, the persuasion capacity of the managers of an organization also influences the behavior of the team positively and thus brings positive change to the employees as well as within the organization (Ravid et al. 2013). Identification and Communication of Unresolved Issues From a detailed study, it has been found that one of the outlets of the national retailing organization named Timat continued to attain a significant number of complain from its customers. Therefore, the aim of this report is to identify the issues and the process of resolve them in order to run the business profitably. It has been noted that the team functions well and works as per the performance plan (Goetsch and Davis 2014). Nevertheless, as per the regional manager the reasons behind this include the high rate of turnover of staffs, lack of training (formal) and poor communication of the employees. Process of maintaining open communication The open communication can be maintained within an organization through the following process. Firstly, a safe environment should be developed for team meetings, secondly, clarifications should be provided whenever an employee will unable to understand and lastly, unity within the team should be maintained. The process of open communication helps to obtain various ideas and suggestions from the employees as well as from the customers of the firm. Therefore, the management department of the firm should arrange for questionnaire survey, both online and offline for attaining the perceptions, ideas as well as suggestions of the employees regarding better running of the business (Mathis et al. 2016). This method also helps the firm to solve any issue easily. In addition to this, group discussion also plays an important role in the process of open communication. Evaluation of team performance The team performance of the particular firm can be evaluated by enhancing the team consistency and the behavior of the team. The team cohesion can be maintained by inspiring the employees by creating a common goal, keeping similarity within the group, encouraging the feedback and by considering everyones opinion. Moreover, by encouraging the personal connections, by resolving the conflicts between the employees the team consistency can be maintained. Additionally, the HR manager should keep notice on the ability of the employees and as per the requirement with the up-gradation of the work, proper training should be provided. Moreover, mentoring and coaching help the employees to enhance their present skills. For this, the manager should implement various resolution techniques, like discussion, written communication, mediation, voting and compromise. Additionally, the other techniques include listening first and then speak out, gathering of the group, employees should be impartial, broadcasting the praise and promoting teamwork also help in resolving conflicts. Achieving objectives of team There are various corrective actions that a manger can take to ensure that the team goals are achieved. However, the most effective method is comprised of planning, organizing, leading and controlling. This will help the manger to plan or set a particular set of goals for better running of the business and along with it proper organization of the plan will help to achieve it systematically. Moreover, the employees or the team members should be leaded accurately in a positive direction such that they can also be motivated for attaining the goal of the firm (Mondy and Martocchio 2016). Lastly, controlling and monitoring of the objectives will also assist to achieve the goals. Evaluation of effectiveness of proposed corrective action The evaluation of the proposed corrective actions will help to modify the goals or targets of the employees accordingly with the passage of time. Thus, probability of not achieving the goals will automatically reduce and thus it ensures the better running of the business. The internal stakeholders i.e. the employees and the external stakeholders i.e. the customers and the suppliers might face trouble with the understanding of the objectives of the firm. Thus, the stakeholders might face challenges during their investment in the company. Conclusion Therefore, it can be concluded that for betterment of the employee-employee relationship and employee-employer relationship within the organization, the manager should provide the team with support mechanisms. These should include technology support, administrative support, management training and commercial support. 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