Effective Team and Performance Management - Essay Example

Effective team and performance management Effective team and performance management Awareness in an organization comes about, when each employee’s practice of self- awareness is in observation by the same organization. Conflicts in the work place can be constructive or minimal if all the employees practice self-awareness. On the contrary, in a situation where employees are not practicing self-awareness, then misunderstandings can be fatal and caustic. Interpersonal dynamics that are dysfunctional can lead to “loss in processes” in organizations. To crown it all, effectiveness and success are reliant on issues that result from individuals who are in alliance to one another. Soft skills It is important for mangers to heed that “soft skill” are usually heard skills that effect relationships at the work place. Consequently, employees will tent to feel that they are free in their attitudes and behaviors hence this can bring mutual respect. For instance, interpersonal awareness explores issues like, ones verbal and non-verbal behaviors, ones emotional behaviors comes as a result of, the feelings and emotions that are under expression. Lastly, one should put into consideration the intentions that underlie ones behavior. Apparently, for one to know his or her behavior, it is vital to be conscious with the experience he/she face at the work place in interacting with other members. There are several reasons that cause interpersonal relationship and are as follows; People orientation According to Miguel (2009, p.127) individuals should relate among themselves in a manner to reveal relationship orientation. Task orientation involves tactics, business, strategies, and roles that are in function. On the other hand, relationship orientation revolves around safety, understanding, trust, sensitivity, and respect. Interpersonal relationship examination makes a person to be self-aware. Besides, interpersonal dynamic examines the organizational self-awareness. How can one demonstrate interpersonal relationship? The exhibition of the interpersonal skills comes from understanding ones’ influence on others as well as the self-awareness foundation degree. Furthermore, interpersonal relationship is evident when one shows interest to his or her colleagues and compassionate to others’ needs. It is pertinent that individuals who have well-built interpersonal skills do view issues from other’s perception. Moreover, they do develop listening together with other skills and more to that they consider another’s concerns hence these makes others feel better. Individually, a person who has interpersonal awareness does treat others with understanding, respects and makes good use of effective body language. Benefits of self-awareness Frankly, self-awareness of one’s weakness and strength can make one be trustworthy hence increasing his or her reliability. Following this, self-awareness can amplify ones leadership value. Ideally, in acknowledging what is not in your psyche, makes peoples in your organization to confess that all answers for mistakes comes along. Know the play out of strength In her argumentation, Doris states that, (Doris, 2009) in most cases, ones strength as above is what takes a person to this higher point in his or her career. In essence, a former strength should not be in over play, because it can lead to current weakness. Hitherto, it is difficult to recognize in you what others see and this is what challenges self-awareness of a person. Following this, one way to commence, is by listening to feedbacks and soliciting from the co-workers. Soliciting feedbacks Formally, some example that one can get his/her feedback is through 360 multi-rater assessments. It is important to set aside time once in a day, in order to reflect on the event of the day, that is, how people did react at you. Ask good questions Fortunately, a solid model comes from asking questions, sound decision-makings that eventually benefits all the individuals in an organization and problem solving. Consequently, ones self-awareness in an organization comes about when one models behavior in better self-awareness manner (Neal, 2009). Listen without justification In addition, it is advisable to listen to others apart from justifying your deeds or otherwise, people might cease giving you feedback. In addition, do not defend your deeds since the other person’s massage to you will be in miss-interpretation. To know if you are self aware Notably, if you spot the conserver or description of the originator, this may show that you are not self-aware as you opt. The benefits of the self-awareness should be motivational enough to seek many feedbacks as possible that is consistent in performance at work and this is evident in (Kaiser, 2009 p.45). Importance of interpersonal skills Interpersonal skills that are under well development are vital to productivity in miscellaneous workplace. Concurrently, it is advisable to make use of a group that advance to accomplish organizational tasks. Besides, interpersonal skills do endorse an environment of trust and confidence (Department of the Army, 2008). At the end, this develops valuable relationships and hence inspires a team to finish the errands of the organization. It is mandatory that, culture of a workplace should be secure, confident, tolerant, empathetic self-aware and open just to name but a few. Ideally, the executives in any given organization should inject the above factors. Here, interpersonal knowledge can come in use to create pragmatic, process solution and integration of departmental boundaries that can promote agency-wide and cooperation. In addition, the executives should raise a heritage of teamwork and individual development. They should keenly, evaluate employees and keep good relations that are productive with peers. Furthermore, they have to provide appropriate support and guarantee the negotiation of win-win out comers. The Three key tasks for team leadership The subjects of discussion from this points are as follows; supporting and coaching the team to succeed, maintaining and building a team as a performing unit, and lastly, create a condition that will enable the team to embark on its work the evidence is put across by (Judith, 2009). Here in this are three needs that a leader should fulfill. Leadership entails satisfying individual’s needs, conducting tasks successfully and so maintains teamwork. The diagram below illustrates best the leadership skills in an organizational interrelationship. McGregor’s theory x and y Analyzing McGregor’s theory X and y, he observes that, the two theories were two extremes but the entire spectrum of feasible behaviors came in between. Ideally, theory x describes persons who do not like work and so dodge it. In addition, theory represents individual who does not have ambition and likes being followers, if that is not enough, he argues that some individuals’ dislikes responsibility. Furthermore, he states that this theory represents individuals who wish for security this is notable from (Rungapadiachy, 2009). Consequently, theory x did imply that for the organizational objectives to be successful, and then managers of a business will need to inflict management structure of intimidation, punishment and eventually control. On the other hand, theory y involves workers that again McGregor analyses, he states that, these types of employees do consider efforts at workplace as play or rest. Eventually, he argues that this theory mentions ordinary people, who work without disliking the work this is Rothwell’s opinion (Rothwell, 2008). According to working environment, work could be either a source of punishment or even satisfaction. In fact, theory y tells of individuals who tent to get responsibility if they are in aggravation. It is negotiable that legitimate way of management implicates workers in theory x, in achieving the objectives of the organization, rewards should be available to motivate these type of working staff. On contrary, in theory y workers, working environment should exist so that workers can give in their full creativity that will lead to fast development according to (Montgomery, 2009). The illustration of theory x and y is as follows diagrammatically If this is the case, then theory x indicates the authoritarian style of management while theory y stand for the participative style of management. Eventually, the most notable things that McGregor’s theory X, theory Y reveals comes in from the autocratic mangers’ behaviors and a gain in the organization that use the autocratic style in its management. The diagram above is the version of McGregor’s observations for organizations that are modern, management and work this is from (Manue, 2007). Characteristics of theory x manager They are very intolerant They bear distant and detached nature They reveal the arrogant and loof behaviors Are elitist and are short in temper How can inter-organization relation lead one in managing the x theory boss? Apparently, some managers that use the x theory system of governance can make managers unpleasant. Unfortunately, there are ways of managing these managers upwardly. Tactically, one should avoid confrontation and again be quick in delivering information. Primarily, theory x managers do rely on the results and so it is better to orientate personal results and deliver it appropriately. Alternatively, they can be figures and facts oriented so it is good to substantiate anything and be a good examiner. Amusingly, theory x managers do not have an interest in human deeds, and they do not heed what employees has in mind as one of employees, do not try to petition to their sense of morality or humanity. Make sure personal objectives are set that meets the aims of the organization and hence meet an agreement with the manager as from devitol’s book (Devitol, 2008, p.120). Strive to be self-starting, one with discipline and lastly planned person. Deliver promises and commitments regularly and if there is unrealistic task, state it being unrealistic in a polite manner. Finally, be able to stand up for yourself, that is avoid confrontation do not ever menace or over took them if dissatisfy, since this can bring a lot of trouble. They can also issue threats so that employees may follow instruction Demonstration of interpersonal awareness in an organization Primarily, one should demonstrate personal leadership and this goes in for all the employees of a given organization it is in argumentation of (Wofford, 2011). An employee has to step ahead and lead to the expectation, despite his/her position. To add on that, all the employees of a given organization should build trust through ones authenticity. All employees should make sure they lead by example. Besides, an employee should engage fellows by; inspiring, guiding and motivating them for the accomplishment of the goal. Tolerance and the challenges bias should be in observation and furthermore principle stands should be tough even though this is not very popular. Persuasion of others in an assertive way can be put in consideration but this is only where necessary. There is building of support, development and the maintaining of the cooperative working relationships, the entire employees of a firm put this into practice narrates (Schwenge, 2009, P.140). Mainly, this calls all employees to relate well in the organization with other people. Emphasis is evident on employees remaining attentive to cues that are emotional and that are either poorly expressed or those that are completely not in expression. Advocacy and the inquiry should be in balancing and understanding shares. The employees should not at all cost work in isolation. More so, it is important for employees to collaborate in information, share planning and lastly resources using. Its mandatory for employees to seek feedback from colleagues so that to make clear the aspects of mutual understanding of performance objectives and the aims of organization and to add on, should heed the situation or issues that govern others. Ideally, employees must realize and consider the talents and familiarity of others. Observation of the commitments as well as keeping of the promises is mandatory in an organization. In most cases, meeting objective does hold self-accountability especially in the facilitation of win-win situations. The difference between positions and interest can eventually be heed probing into views of other, and hence being open as evidenced (lewis, 2011, p.120). Following this, an employee should understand others and show cognitive and flexibility of behavior. Entirely, staff should respond and consider suitably to the feelings, needs capabilities of different individuals who are in different situations. Understanding, respects, and different personal values are calm in working with unique styles, perspectives, and worldviews and eventually ones background. Vehemently, good inter-organizational relationship is evident when one shows understanding with others and can eventually assist his/her colleagues in heeding the differing perspectives. It is mandatory for one to responds appropriately to the diverse internal and external groups of customers that are differing. It is important for an employee to seek the agreement that points between owns analysis and the preference ways that matter from one’s own argumentation point (Zwell 2009). In conclusion, interpersonal relationship is very essential in any given team or organization since this in one way or another that lead to either success or failure in organizational goals. It is important for one to evaluate him thoroughly in order to be self-aware so that to be able to manipulate those who are near him correctly. A person who has interpersonal relationship that is good and knows it will enjoy working under any institution. In an organization, there are always two types of managers, and so the employees should know who their manager is to realize the ability to control him. References Department of the Army, 2008,The Soldiers Guide: The Complete Guide to U.S. Army Traditions, Training, Duties, and Responsibilities:6th edn, Inc.loss vegas. Devitol, A2008 ,The interpersonal communication book: 9th edn pearson/allyn and bacon. U. S. Doris, R 2009 , Personnel Assessment and Selectio: 5th edn, Oxford University Press. oxford. Duck, S & Montgomery, B 2009,Studying Interpersonal Interaction:2rd edn, Guilford Press, oxford. Gallagher, J & lewis, M 2011,Core Clinical Competencies in Anesthesiology: 8th edn, Cambridge university press .N.Y. Judith, B 2009, A Managers Guide to Human Behavio:19th edn, AMACOM Div American Mgmt Assn. U. S. Kaiser, S 2009, Creating Balance?!: International Perspectives on the Work-Life Integration of Professional:7th edn, Springer, N, Y. 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