Question 1
In entering a career with Aritzia this upcoming fall, there are many concepts that I will incorporate and utilize within my career. With Aritzia having a very collaborative and cohesive work culture the Team Effectiveness Model provided an overview of how the corporation will strive to have team synergy and how I can contribute towards it. The team effectiveness model is an open system. With allowing for open processes cross interactions can happen, and interactions can occur between tasks. This is in contrast to a closed system, where interactions are limited and not heavily influenced by the work place environment. The first step requires recognition of the task at hand and establishing norms. In evaluating roles and assigning
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I want my individual skills to progress so I can continue to be an asset to the company. In learning from my peers I will be able to share my strengths and acquire others to foster collective intelligence. I think it will be important that deliverables are meet but the group is kept viable, which is something that is often overlooked. I want continue strong relationships with my peers and be a positive contributor within any setting. This will help establish trust and work towards maintaining the accountability that is needed. In having an understanding of the brand and motives of the company already, I want to continue to ensure my work aligns with the company’s broad and narrow goals and objectives. This will help ensure I am consistent within the company, can help portray the brand within all …show more content…
It evaluating motivation in the three categorizes of intensity, direction and persistence the elements that attribute to motivation can be monitored. Intensity quantifies how hard an individual tries and recognizes the work that is put into the task. Direction is able to see where the effort is channelled and if it is being put in the right direction. Persistence measures how long that effort is maintained and if the drive for the project continues. Collectively these attributes are able to measure motivation. In valuing each but reflecting on them individually modifications can be made in an area that may be compromised, but not in one where there may be success. This can help with employee improvement, as areas that can be approved on can be identified and
The exploration of two models will show an interesting relationship when compared and contrasted. Both can increase competency levels in team building. The models are the Drexler/Sibbet Team Performance model (Human Performance Strategies) and the Four Stage Team Performance model (Developing Management Skills). When they have been used correctly they’ve been shown to improve efficiency and profitability in organizations. “Developing team skills is important because of the tremendous explosion in the use of teams in work organizations over the last decade (Developing Management Skills).” An examination of these models will show the similarities and differences they have in the context of team building.
Developing and improving the team work in my organization is one of my key responsibilities. I work in a military department with about thirty different personnel. Each individual has certain skills, age, rank, and motivation. These attributes can make my department effective or ineffective.
There are many characteristics of an effective team. As the saying goes “A group’s efforts will be more than the sum of its parts”.
Teamwork has become increasingly more popular in organizations. In order for teams to be successful it is important that individuals have the tools necessary to align their tasks with a shared goal. Teams must be able to provide the necessary feedback and support to continue to improve the process and outcomes that define a team’s goal. Teams, just like people, are made up of characteristics. Successful teams are able to work interdependently by providing a clear set of goals, good leadership, support, appropriate tasks, accountability and rewards (Levi, 2014, p.29). Team value is determined not simply by the project outcome but in whether individuals can work together collectively to incorporate different perspectives, and provide the support and motivation to one another when there is a conflict (Levi, 2014, p. 126). Individual and team accountability begins with a clear understanding of the role each member of the team has and what expectations have been set for the team to achieve its goal.
In today’s environment of companies doing business in a global economy, teamwork is essential. “Employees working in effective teams help increase productivity, employee involvement, and contribution, while reducing costs and flattening organizational structure (Adams, 2003). In contrast, ineffective teams can cause increased costs, waste valuable time, and contribute to losses in market share (Ross, Jones, & Adams, 2008)” quotes Jean McAtavey and Irena Nikolovska in an article in Human Resource Development Quarterly. Today, teamwork is found in virtually all workplaces.
As human beings it is difficult for us to efficiently conduct a task that is not of our interest. Although most, if not all, of us want to succeed in our endeavors, such is often difficult when the task is one we seldom care about. This is where the concept of motivation comes into play. As per the class textbook, motivation is defined as “The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.”(Robbins & Judge, 2013, p. 202). Motivation plays a huge factor in how intensely and efficiently an employee goes about performing a task.
We were asked to create a PowerPoint document and text file for a company which deals with insurance because the company had found out that their I.T support staff have been spending more time answering phone calls rather than their other duties of installations and network maintenance as part of the team working in computing unit. At the start I was very passive when we were giving out the roles but luckily my other team members did not have that problem and were more outgoing from the get go than I was. The criteria that I am going to evaluate my performance and my other team members by are Organisational skills, Leadership, Communication and Attendance.
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
A work team will be defined for the purposes of this paper by a definition borrowed from Bateman and Snell (2004). A team is formed of people (usually a small number) with complementary skills who trust one another and are committed to a common purpose, common performance goals, and a common approach for which they hold themselves mutually accountable. Teams generally see themselves and are seen by others as a social entity, which is interdependent because of the tasks performed as members of a group.
Organizations use teamwork because it increases productivity. This concept was used in corporations as early as the 1920s, but it has become increasingly important in recent years as employ...
In order for teamwork to be successful in the workplace it involves building a relationship and working with other people. The ability to work as part of a team is one of the most important skills in today’s job market. Working cooperatively and contributing to groups with ideas, and suggestions benefits everyone. A key to team effectiveness
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...