Task 1- Assess the benefits of team working for an organisation.
LO 1.1- Be able to work effectively in a team.
Team is formed by a group of people of similar or completely different skills and knowledge who work together with an objective to achieve organisational goals. Formation of team and allocating them the work accordingly is the prime duty of managers or administrative members of the organisation. Teamwork has three processes that include transition processes, action processes and interpersonal processes.
Team Working for an organisation has huge list of benefits such as:-
- It introduces parallelism for the work and hence increases the speed for the completion of the work. Of course when the work is divided among more than one people working in co-ordination of each other increases the speed and hence reduces the time consumption for the task completion.
- In situation of crisis or when problem arises in the organisation, team working under it helps to search and execute the solutions and support the organisation.
- Working in team of few colleagues helps to introduce healthy competition and hence acts as a medium to develop motivation among the employees.
- Chances of occurrence of conflicts within organisation are also reduced as a bound or good relationship is built among the employees working in team.
- Individuality of each employee maintained when they all get a chance to demonstrate their unique skills and ability.
- In workplace, manufacturing and production unit, team members do take care of security of each other hence reducing the chances of occurrence of accidents.
To get the complete and desired benefits from the team working, the organisation could also use methods for training and mentoring.
Task 2- Demonstrate working in a team as a leader and member towards specific goals, deals with conflict or difficult situations.
LO 1.2- Be able to work effectively in a team.
In formation of a team for an organisation, one team leader may also be appointed. Working in a team as a leader or as a member, both includes responsibilities to be handled towards the achievement of specific goals. Team leader or even the member of the team assures a smooth flow of communication. Team leaders monitors that the correct and timely information or message has been provided to each and every member of the group.
Miscommunication is one of the major causes for conflicts occurring within the members of the same team itself. Conflicts may also occur due to dissatisfaction or over individual opinions. Hence as a team leader or member it is very important to avoid the reasons for occurrence of conflicts. Opinion from each team member should be heard and respected without any underestimation. As a team leader, it is very important that members trust each other.
Personality clashes and individual differences should also be handled while taking care of conflict. Sometimes personal agendas or power issues also causes conflicts. Hence as a team leader it is important that the conflict is channelled properly to make it a healthy conflict that would help in improving the performance of the employee. Apart from conflict, several other difficult situation may arise which may lower the overall performance of the team. In such situations every team member is required to contribute equally to sustain those difficult situations. Hence they can deliver their best performance and help in achievement of specific goals.
Along with that team leader also motivate other team members, form and execute effective planning process and also tracks the progress towards desired goals.
Task 3- Review the effectiveness of a team in achieving the goals.
LO 1.3- Be able to work effectively in a team.
A group of people working together in a form of team shows certain effectiveness in achieving organisational goals. The effectiveness of team to increase their performance has to be developed and sophistically nurtured. Hence the stages of forming, storming, norming, and performing should be carefully handled. Performance of can highly effect performance of the whole organisation.
Along with team formation, feedback should also be given importance. It helps in knowing the flaws and the reasons for the current performance of the team. A proper training, counselling and mentoring based on the feedback can be helpful in improving the effectiveness of a team. It is also important that every member of the team is equally participating to complete the task assigned. Along with that each member should always focus on the vision of the organisation hence motivating them to perform better. This is turn results in improving the performance of overall team helping to achieve the goals of organisation. Conflicts may be one of the major reason in affecting the overall effectiveness and performance of a team. Hence internal and external conflicts should be wisely handled and oftenly avoided. Allotment of roles and task to each member of the team is very important. Each member should be allotted those tasks only in which he/she could excel which should be done by careful observation of educational background of the employee. Along with task allocation, a systemic structure should be defined for effectiveness of the team.
Effectiveness of team is also affected by many other factors such as organisational culture, organisational hierarchy and structure, autonomy of an organisation etc. Apart from all the above factors, the characteristics of a team (such as type and size of team, mixture of abilities and skills etc) also create impact on effectiveness of the team. Working conditions or the environmental factors also requires consideration for successful achievement of goals.
Task 4- Explain the factors involved in planning the monitoring and assessment of work performance.
LO 2.1- Be able to assess the work and development needs of individual
Assessment of work performance helps in understanding how to work with and lead people. Each work or task is unique and have a different set of differentiating parameter hence the factors involved in planning and monitoring assessment of its performance will be different.
Assessment of work performance as a tool helps in knowing motor skills, process skills and communication and interaction skills. It has 14 skill items that determines the efficiency of the client and how appropriate he performs certain work.
Planning for the assessment of work performance includes establishing the elements and methods to be undertaken through the complete from of assessment. This method is highly influenced by both external and internal factors related to work assessment. For planning, it important to know about the process that is undertaken to complete the work. Factors influencing the achievement of the work with respect to time are also involved in planning. If any training was undertaken, its objective and influencing factors are also considered for assessment of work performance.
In an effective organisation, every work being done is continually monitored. There are several factors involved in the process of monitoring such as time lapse between the measurement of performance, feedbacks from the working staff or employees of the organisation, the pace towards progress in reaching their goals. Along with these factors the tools used for the assessment is also one of the important considerations. Depending on the pattern of the business the work differs and hence there will be variation in its assessment procedures, techniques and tools.
Factors such as quantity, quality, timeliness, cost-effectiveness, tardiness, creativity, adherence to organisation policies, personal habits and habits of gossiping at workplace, personal appearance of employees, appraisal from mangers, self, team and peer appraisal, full-circle appraisal etc are also involved in assessment of work performance.
Task 5- Plan and deliver the assessment of the development needs of individuals.
LO 2.1- Be able to assess the work and development needs of individual
Performance of an individual working as an employee or a member of any particular team under organisation requires regular assessment. With the help of assessment several factors such as needs of individual in an organisation is also easily analysed. It is one of the important tasks for the managers to evaluate the development needs of every employee and accordingly decided the training and mentoring procedure for every employee. An organisation should not follow training and development procedure with an approach of “one size fits all”. Individuals under every organisation have their own uniqueness, skills, knowledge and past experience. Hence the development needs for individual may vary substantially.
Hence for the assessment of the development needs of individual, the first step should be reviewing of job descriptions by every team member, personally meeting them, noting down the observation while each of them are working, gathering more information about them. After gathering complete set of information for employees, this information should be properly analysed. A proper analyzation would help in understanding and determining the development needs of individual. A self – assessment tool i.e. SWOT analysis can also be used where SWOT stands for Strength, Weakness, Opportunity, Threats.
The training and development process may be of several types such as on-job training, online or e-learning training, active training, cross training, instructor- led training, coaching or mentoring. According to the result of the assessment of the development needs of individual, the process of training should be planned and executed. Along with training and assessment skills, there should also be step for report writing and project management which would help in reviewing the effectiveness of the plan undertaken for development needs of individuals. Apart from periodic training, periodic counselling and small workshops may also be proving fruitful in an organisation.
Task 6- Evaluate the success of task assessment process.
LO 2.3- Be able to assess the work and development needs of individual
Task assessment process helps in estimating the exact data for the parameters related to the task that was undertaken. The assessment process is one of the crucial processes as it estimates the effectiveness of the task process that was undertaken. This assessment is properly planed and then undertaken. At the end of task assessment process there are many outcomes. The content knowledge of every member performing a task is clearly visible. Along with the content knowledge and qualification, the skills of every employee are also tested. Along with this personality, working habits, time management skills and other similar parameters are also evaluated.
The success in task assessment process helps in knowing exactly what resources and processes were related to the current task. It also helps in better formation of better plan for the development needs of the individual by pointing the minute shortcoming of every employee. With the success of task assessment process one can easily evaluate the contributing factors for the negativity created in the task. These factors can be eliminated when the next task is planned. It actually acts like a feedback mechanism is this process is successfully executed. It also helps in knowing the factors that are supportive and working well in the organisation which should be kept constant when next task is planned. It can be said that it is a recommendations regarding the procedures or task to be undertaken by the organisation in near future.
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