Managing Individuals Performance in the Workplace

Managing Individual Performance

Introduction

The purpose of this paper is to identify the criteria needed for making team selections along with the factors to manage a team effectively. Once I have defined the criteria for team making and management, I will elaborate on how an individual's personality affects the workplace.

Criteria for selecting team members

Many organizations have difficulty forming effective working teams and that is because labor and management lack shared values. Another reason is because of the structure and function of problem solving teams was not established according to behavior science concepts and techniques. Additionally, it is important to consider that it is not always necessary for supervisors and employees within an organization to have similar styles to be productive in the workplace.

When making selections for team members, the team leader must first identify the task-specific outcome the team is to accomplish. Without creating clarity of outcomes, objectives, milestones and so on, the team leader has no basis for determining team readiness. The company's vision, mission, and business objectives should be a part of the desired goal achievement. Therefore, the process for selecting team members should include measuring the values of styles and diversity.

Selection of Team

The people that I selected for my team were as followed. Daniel Nichols as Moderate Self-Help, John Conner in Case Building, Lisa Stafford to Supervise and Tony Wu to perform case follow-up.

I chose Daniel as moderator because of his experience as production manager has enabled him to juggle many tasks at one time. Moreover, I picked him because he is known to be very aggressive.

John was selected for case building because he values teamwork. Therefore, a person like John would enable clients to build up courage by joining and remaining in the rehabilitation program.

Lisa was chosen as the supervisor since she is comfortable with working with people. I felt that Lisa would be a great supervisor since she already has the mentality of most bosses of today, meaning not having a problem taking credit for employees work.

Lastly, Tony was chosen for follow-up because Tony has a strong background for striving to meet deadlines. Thus, the company would not have to worry since Tony is known for monitoring projects carefully.

Factors for effective team management

There are many elements to consider when one has to manage a team effectively. First, the manager has to assure that employees are informed of the mission and of the company goals. In addition, management must also create an environment that encourages employees to commit to performing at their best and persuade their teams and outside constituents to support one another. If employees are given a role in the setting of goals and the making of the decisions affecting their work, managers could gain the best results. Thus, management has to focus on creating a friendly atmosphere that avoids intrigue.

Individual personality

There are many different types of personalities in an organization. Thus, one's personality plays an important role in an organization. As individuals begin to behave in a similar fashion under the same conditions, this behavior is what others learn to recognize them as their personality. In most cases, others can predict certain kinds of behavior from these people. According to psychologists, one gains their personality between the ages of 7 or 8. Therefore, some people may be quite and passive while others may be loud and aggressive. Hence, it is paramount to understand why people behave as they do, especially within an organizational environment.

Description of MBTI Assessment

E vs. I - Extroverted versus Introverted- A extroverted person someone who is outgoing, dominant, and often aggressive. Therefore, extroverts need a work environment that is varied and action oriented. In contrast, an introverted person, also known as a shy person will prefer working in an environment where he or she could be alone so that he/she could concentrate.

David Sharp stated that the manager has the responsibility of giving employees latitude to decide how to do their job, thus, if the employee enjoys what he or she does, the employee will perform the task better. Don't put your introverted loner into customer service, thus, a person that is extroverted would be the best candidate. Sharp also stated that, "Some people may not enjoy their jobs and they may only be performing the job for prestige." Thus, some employees may not have the ability to perform their job due to lack of training and skills needed. To remedy problems as such, the manager will need to be sensitive to the skills and interests employees to assure that employees are assigned to the right position (Sharp 2005).

P vs. J- Perceptive or Judgmental- A person with a perceptive type of attitude is known to be curious, spontaneous, flexible, adaptable and tolerant. Usually, this person focuses on starting a task and postpones decisions because they want to find out about the task before starting it. On the other hand, judgmental types are decisive, good planners and exacting. These individuals are known for focusing on completing a task and making decisions quickly, mostly, they focus on only necessary information to get the job done.

The ideal team should consist of a mixture of individuals who have different behavioral styles. In addition to the mixture, managers should also take the time to identify each of the employees' strengths and weakness to ensure team success (Slowikowski 2005).

Maslow's Hierarchy of Needs/Motivation

Maslow's Hierarchy of needs stated that a persons' general needs include physiological, safety, love, and esteem. Maslow stated that these needs must be met in this order before so that one could be satisfied. Maslow also felt that people are basically trustworthy, self-protecting, and self-governing. He called these needs "deficiency needs." According to Maslow, once the physiological needs are gratified, the safety, or security needs become predominant. Then, once the physiological and safety needs are satisfied, social or affiliation needs will emerge because people are social beings, therefore, they have a need to belong and be accepted. After the individual has satisfied their need to belong, this in turn boosts their self-esteem and recognition from others. Moreover,