Fluent Essays

Post1:Define team productivity.According to Bass (1980) team productivity is when a team reached high performance because they work so well together and being efficient in their work. Bass (1980) emphasized that successful team performance relies on the working transit because the work is distributed evenly among team members.As a manager, how will you measure your teams productivity?As a manager, I would measure it based on their performance, how well they work together in harmony, and how efficient they work together as a team. I would also consider their personal interaction because they have to get along together in order to create such productivity.What conditions have to be in place for a team to be productive or successful? Who is responsible for each of these conditions?According to Tarricone & Luca (2002), a successful team will usually need to have the same goals and commitment for each individual. They also need to create an interdependence environment where one individual supporting another will contribute more than just one man show. Not only that, a successful team also needs to have good communication, which means each individual needs to have good interpersonal skills where they are not afraid to have open communication and give positive or constructive feedback. Successful team also needs to understand each role in the team and what contribution they will have in the group. Even though each team members might have different roles, they should also understand that together as a team, they are the one responsible for either success or failures in the team. Productive team would be successful only when there is trust between one to another.As a manager, If one of your teams is very productive, what types of rewards are available to reward the team?One thing that is really easy to give but not many given is appreciation and recognition. Many does not realize how strong the power of recognition and appreciation could be. As a manager myself, I can see that each of my team members have different needs and different kind of motivation. They also reacted differently to each rewards. One of my team member got really motivated when she is appreciated. Not many managers appreciate their members enough or give recognition to every little things that their team did. Since I personally also motivated and driven by appreciation and recognition, I will definitely offer that first as the reward. However, rewards can be in other forms like promotion, financial rewards, flexible work arrangement, or holiday/leave (Anonymous, n.d.)Bass, B. (1980). Team Productivity and Individual Member Competence. Pennsylvania State University. Retrieved from http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.837.2697&rep=rep1&type=pdfTarricone, P. & Luca, J. (2002). Successful Teamwork: A Case Study. Edith Cowan University. Retrieved from http://www.unice.fr/crookall-cours/teams/docs/team\%20Successful\%20teamwork.pdfAnonymous. (n.d.). Motivate, Manage, and Reward Performance. Better Work Places. Retrieved from https://www.business.tas.gov.au/__data/assets/pdf_file/0005/119327/Chapter-4-Motivate-Manage-Reward.pdfPost2:Team Productivity leads the performance from the Groups of individual collectives and they achieve all the good purposes from the goals and they divide the quality of the service from the emotional security by self-confidence and the ability of the plan can decide others with positive strategies. Team Performance and their productivity which can be under the Recognition of the rewards and their primary focuses the individual teams and their perspectives can manage all the constant captures from the benefits of team. they also show the collective individuals from the motivation of the morale and individuals as well. They have managed all the team members with the hidden works, and they are potential with the managers and collect the way from the potential benefits. The Team also shows the strength of the Managers and they critically hide all the team working from the potential managers to lose the data from the team performances. The team management also plan the design of the appropriate benefits from the collecting way of potential benefits and they plan for the group goals with strategic plans in the buildings and their fare methods are totally implemented from the captioned concerns. (Miklavčič Šumanski, Kolenc & Markič, 2007)The team can trust the Success of the organization texts and they inform the establishment of the challenging task which can face the managers coaches consulting the organizational effective need from the factors of structures and they implement the organizations putting the employees in the team based rewards. The deeper understanding can be dynamic from helping the MSLOC community which can design the team management from promoting the healthy reward structure in the professional pursuits. Collaboration helps to organize the improvements from the capacity of achievement and out stand the results from information and technology achieved by their goals and appoint the activity through the periodicity of team and its members from dissatisfying the team works for every organizations. The teamwork remains positive and their responsibilities also gain the positive response from the strategy position of the Recording teamwork. (Cha, Park & Lee, 2014)ReferencesCha, M., Park, J., & Lee, J. (2014). Effects of team member psychological proximity on teamwork performance. Team Performance Management: An International Journal, 20(1/2), 81-96. doi: 10.1108/tpm-03-2013-0007Miklavčič Šumanski, M., Kolenc, I., & Markič, M. (2007). Teamwork and defining group structures. Team Performance Management: An International Journal, 13(3/4), 102-116. doi: 10.1108/13527590710759856Post3:Team ProductivityThere are various definitions for team productivity. The definition is dependent on departments and organizations. Team productivity is not related to profitability. Team productivity measures the output. The satisfaction of team members is also involved. Team productivity provides most essential tools that are useful to accomplish the tasks with high efficiency.Steps to measure team’s productivity:1- How important is team productivity: In this step we need to define the importance of team productivity. This can be defined by understanding the team’s goal and how to achieve it. The most important is the time span required to achieve it.2- Define mini goals: Defining mini goals are very helpful for a manager. By creating mini goals we can easily and accurately calculate the productivity of the team. Mini goals help teams to be more productive. By creating short deadlines and tracking the progress regularly helps managers to calculate team’s productivity.3- Identify the benchmarks: In this step we need to gather information form organizations and past data of the team. By using this essential information we can create and identify a benchmark of what it means for a team to be productive.4- Measure team’s productivity constantly and consistently: This is most essential step that is underestimated by most of the managers. This will help in producing quantitative measure for qualitative value. By calculating the team’s productivity every week we can understand whether it is relative to another or not. We can also understand in which week team was less productive. This will provide an opportunity to understand factors that had negative impact on productivity.In every team members should understand they are accountable for their work. This will develop responsibility among the team members. As the manager is the decision maker he is accountable for his decisions. Effective communication is necessary to develop team productivity. A manager should focus on strength and weakness of team members and assign responsibilities according to it. Reward are the given to the team members based upon their performance. This will improve the output and productivity of the team. On spot reward should be given to the productive team members. This will keep them motivated.ReferenceMaznevski, M.L., & Chudob, K. M. (2000). Bridging space over time: Global Virtual Team– Dynamics and Effectiveness. Organization Science, 11 (5), 473-492.Tohidi, H. (2011). Teamwork productivity & effectiveness in an organization base on rewards, leadership, training, goals, wage, size, motivation, measurement and information technology. Procedia Computer Science, 3, 1137–1146. doi: 10.1016/j.procs.2010.12.185