Managing Individual Performance

Its crucial for the motorbus to do flow make up decisions intimately the members of his police squad. The organization erect be real conquestful moreover in the facial expression of well-balanced personnel, and its the jitneys function to hold the right wad for the positions. Even when any last(predicate) the technical resources in the company ar at the tallest level, the skills of employees appear to be the most great key to the organizations success. Its a well-known event that any(prenominal)one wants to feel that they are on a winning aggroup, that the company is lamentable forrard, and that they are an integral part of the assort. (3)Therefore, its necessary for the passenger vehicle to return employment of personnel very seriously. First of all, the manager inevitably to make sure he knows all the major objectives which the company sets in bird-scarer of itself. Without the deep understanding of the organizations goals, its im come-at-able to empl oy people to contact those goals. As soon as the goals are determined, its necessary for the manager to do his outdo to find people whose education, customary background, and personality will fit the best into the positions available. There is no ecumenical criterion for choosing the members of the group because the decision of the manager depends on the goals which he sets for his police squad.The manager has to analyze the profiles of the potential employees very carefully in aver to set forth a full idea about them. The major criterion is ensuring that every employee in the team will have a position which answers two his expectations and expectations of the company. The goals of the organization will be achieved only in the case when the manager makes right decisions about the choice of employees and the responsibilities which each of them sens fulfill the best. However, the delegate gets more complicated because fleshing the winning team requires more than full hiri ng a bunch of talented people.It content hiring people who will mesh well together. It convey developing a shared vision and commitment. It means physically asking people together in formal sort meetings for open discussion of broad-based issues. It means encouraging positive, informal interactions between group members. It means instilling a winning attitude throughout the organization. It means watching for and quickly trying to reverse team-building problems such as jealousy, cynicism, and vindicatory behavior. (3)In the simulation I chose the following employees into the team Tony Wu for the position of building case files Lisa Stafford to moderate self-help groups, Nicola Minelli for perform follow-ups, and finally Daniel Nichols to supervise confrontation sessions. Out of all the employees whom I selected Daniel Nichols has the most experience, he as well has an MBA which puts him one step ahead of everybody else who only have bachelors degrees.That is why he gets a ve ry complicated task of supervising confrontation sessions. In order to have got Daniel Nichols motivated, he look ats to have an important position, so I chose one for him with the most responsibility. Tony Wu is a good professional, and he laughingstocknot fulfill the functions on a very important position just yet because he has never worked as a manager. He is not very enterprising as the profile press outs, so he is much wear out on the position when he has to exercise duties like building case files. Tony Wu has a very important feature of character- accuracy, and this feature is very useful in the position which I have offered to him. For Tony Wu, its better to work with documents and build case files because when he has to make important decisions, he might give off them over delinquent to his mild character.Lisa Stafford necessarily has to be on my team due to her success-orientation. She is not the type of employee who will sit in the shadow of soulfulness else dur ing her whole life. She wants to fight for success, and she is very ambitious. Her future is pre-destined by her character, and she will be in the managers chair shortly. For the moment, she doesnt have bountiful experience to be a manager or supervisor, so the best suitable position for her is moderating self-help groups.However, I as a manager realize that its very important to motivate Liza in every possible mode because she expects to have the most important chores, and wants to show herself from the best possible view. Out of the last 3 potential employees I have chosen Nichola Minelli. She had almost equal chances with other 2 candidates scarcely I preferred her to them for a couple of reasons. The position which remains empty is performing follow-ups. I had 3 alternatives for the position Nicola Minelli, John Connor, and Michelle Levy.The negative side of Michelle Levy is that she is a pessimist. This quality is absolutely inapplicable for the team which we are forming, considering the goals of our organization. John Connor is a very experienced worker but I prefer to include younger members in the team who have a proud potential. They have a much better performance due to their expectations of future promotion. Nicola Minelli possesses a very important quality which makes her a pure(a) candidate for the position is that she has good analytical skills.In order to manage the created team installively, I had to consider many factors. First of all, the ways to motivate every one in the team. Every employee has his own interests and inescapably, and in order to convey the right strategy of motivation, I needed to study their profiles carefully. Whenever I tangle that one member of the team was growing uninterested towards the functions which he was fulfilling, I had to apply different forms of motivation for him. I also needed to checkout counter all the time what new responsibilities I can give to the members of the team if I saw they were read y for that.I as well had to consider the way the members of the team interact with each other because a team whole kit and caboodle successfully only in case when the communication among members is on the highest level. An singles personality plays a crucial role in the success of my team as I have discovered. Every person in the team is a part of it. The system can work expeditiously only in the case when every part of it works efficiently. If I employ a person for some position whose personality doesnt answer the responsibilities which he will have to bear, he will not be able to fulfill his duties at the required level.If one of the members shekels performing at his required level, it immediately has a deep effect on the work of the whole system because every member is certified on each other. Another influence on the members personality is communication with other members of the team. Individuals employed in one team need to be as compatible as possible by their characters i n order to bring success to the organization.The 126 item Myers-Briggs Type indicator (MBTI), Form G, provides data on four sets of tastings. These preferences result in 16 learning styles, or types. A type is the combination of the four preferences. (8) E (extroversion) versus I (introversion) tells about how people change their batteries. Extroverts find all of the adjudge in the away(p) world, as well as see the outside world as the reason of their failures, if they occur. Such employees are better on important positions because they are very action-oriented.Introverts are more concerned about their inner world of ideas, so they are better at physical exercise tasks given to them by other people. N (intuition) versus S (sensing) tells about a persons preference in relying on and making decisions. several(prenominal) people prefer to rely on their intuition, others on sensing. For my team, I chose 2 members who have intuition preference (men) and 2 members who have sensing p reference (women). This creates a good balance. T (thinking) versus F (feeling) tells whether a person trusts to his heading more, or to his feelings. People who prefer feeling make decisions according to what their nerve center says to them.Others are guided by their rational mind. I have also used the same proportion of team members with this preference because this proportion can help employees have right decisions. P (perception) versus J (judgement) describes the way people act in their lives. Perceptive people make spontaneous decisions, and can do things at once when they think of them. Judging people weight their actions first, and provide the analysis of the situation. Perceptive people are more favorite(a) for positions in teams because they make decisions very quickly.Maslows hierarchy of needs can be described as the following1) Physiological hunger, thirst, bodily comforts, etcetera2) Safety/security out of danger3) Belonginess and Love affiliate with others, be r eal and4) Esteem to achieve, be competent, gain approval and recognition. (7)The hierarchy of needs effects motivation in such a way that every employee has his needs. One employee only needs his 2 basic needs to be satisfied (psychological and safety). Others will not be satisfied unless they are accepted by others and gain recognition. In order to motivate every employee, you need to know about his needs.You as a manger need to direction on his need satisfaction as the key to motivating him. Its important to select such team members whose needs are comparatively high because they will perform at a very high level in order to achieve the goals which they set for themselves. In the team which I selected, Lisa Stafford and Daniel Nichols are the most competitive, and their needs are definitely on the highest level- of esteem.In order to motivate them, I have to give them the most thought-provoking tasks which will let them show how smart they are and be recognised by everybody. Tony Wu and Nicola Minelli dont have such high ambitions, and their needs stop at the level of belonginess and love. In order to motivate them, I dont need to give them high responsibilities for them to be accepted by management. They need to have tasks which from their point of view will bring use to the society and the company.My team selections worked perfectly, exactly like I expected. At the end, I got 100% of performance which is the highest result. I chose all the members of the team in the most efficient way, and placed them on the right positions, and motivated their action at law during years in such a way that they performed at their upper limit of abilities. The factors which I selected for motivating my team includereminding them about the importance of the billing for which they are working. Whenever employees felt pessimistic about their work (for example Tony Wu and Nicola Minelli), I made sure he realized how important his work was for the society.giving them an pro bability to show their skills. It was important for Daniel Nichols and Lisa Stafford to show their intellect through difficult assignments they had.giving high responsibilities to the team members who are very ambitious. I needed to motivate Daniel Nichols and Lisa Stafford to keep high interest in the work they were doing.giving recognition to the members who are performing the best. Every member of the team needed recognition for the important work he was doing.promising possibilities of promotion to members who work the hardest. Lisa Stafford and Daniel Nichols need to be promoted soon in order to keep the level of their performance equally high, so I needed to talk about future opportunities with them.Since I chose the best possible team during the first run of the simulation and got 100% performance at the end, all of my later runs of the program didnt make the result better because my first choice was completely accurate. This lesson learned in the workplace is very useful bec ause it helps us to develop our skills as future managers. When managing real teams at companies, well be able to apply everything learned in practice and achieve equally high results which will lead to the success in the organization.Bibliography. Franken, R. (2001). gentlemans gentleman motivation (5th ed.).. Pacific Grove, CA Brooks/Cole. Managing People want edifice the Winning Team // www.businesstown.com Maslow, A. (1943). A theory of human motivation. Psychological Review, 50, 370-396. Maslow, A. (1954). Motivation and personality. New York Harper Nohria, N., Lawrence, P., & Wilson, E. (2001). Driven How human nature shapes our choices. San Francisco Jossey-Bass. William G. Huitt. Maslows pecking order of Needs. February 2004. www.gsu.edu