Effectiveness of Online AdvertisingFull description
Overall Equipment Effectiveness
Team work, Organization Behaviour, collaboration
Ed SheeranFull description
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Summary of how team dynamics works in organizationsFull description
Full description
Full description
Full description
Full description
repertorio french horn
BSBWOR502B
Assessment Tool 3 Project 1
1. Introduction In this project I will show the ways to finding for method to improve the team effectiveness. This case: My team got some problem about departmental productivity (output) has not been meeting the organizations e!pectations. "o Im a team leader of distribution and warehousing for this organization. I ma#e an appointment to my team to tell them and find the way to resolve this problem. Scenario :
I have recently accepted an employment position with a large$ high profile jewelers firm. The organization manufactures$ imports and repairs jewellery for distribution to its many stores in all states. %our %our position title is &Team 'eader of istribution is tribution and arehousing* arehousing* a frontline management position. There are +, team members$ from different bac#grounds and with differing level of e!pertise. "ome team members have wor#ed with the organization and in this division$ for a number of years. -ther team members are relatively new$ while some have wor#ed in other departmentssections of the organization before being transferred to your division. The reason for appointment is that departmental departmental productivity ( output ) has not been meeting the organizations organizations e!pectations. The senior managers of the organization have identified some problem in the team : / 0ommunication between team members appears to be strained at times / 'evels of cooperation are falling / 0ommunication with the other teams within the organization is not as good as it should be / There is no one currently ta#ing on the leadership role / 1rioritization of tas#s appears to occur on an ad hoc basis hile each of the team members was selected for their role on the basis of demonstrated s#ills and e!pertise$ they seem unable to wor# together effectively. %our initial role$ therefore$ is that of trouble shooter$ problem solver and team facilitator. fac ilitator. %ou need to bring this group of people together to form a cohesive$ effective and productive team. 2ow 2ow will you do this3 4!plain in logical se5uence$ what methods you would use to develop the wor#ing capacity of your team. 6ive reason for each of your actions and the e!pected outcomes. hat are the timeframes that these actions will occur within3 hat will you do if these measures do not wor#3
2. Improving team Name: Ratchadaporn Polwaana
ST!02"#"
1$ %arch 201#
BSBWOR502B
Assessment Tool 3 Project 1
2.1 Improving team cohesion There are different ways to define group cohesion$ depending on how researchers conceptualize this concept. 2owever$ most researchers define cohesion to be tas# commitment and interpersonal attraction to the group. 0ohesion can be more specifically defined as the tendency for a group to be in unity while wor#ing towards a goal or to satisfy the emotional needs of its members. This definition includes important aspects of cohesiveness$ including its multidimensionality$ dynamic nature$ instrumental basis$ and emotional dimension. Its multidimensionality refers to how cohesion is based on many factors. Its dynamic nature refers to how it gradually changes over time in its strength and form from the time a group is formed to when a group is disbanded. Its instrumental basis refers to how people cohere for some purpose$ whether it be for a tas# or for social reasons. Its emotional dimension refers to how cohesion is pleasing to its group members. This definition can be generalized to most groups characterized by the group definition discussed above. These groups include sports teams$ wor# groups$ military units$ fraternity groups$ and social groups. 2owever$ it is important to note that other researchers claim that cohesion cannot be generalized across many groups. In addition to tas# commitment and interpersonal attraction$ group pride may be included in the definition of cohesion. 6roup pride is when group members li#e the ideologies that the group supports and share the feeling that being a member of the group is important. Team cohesion goes hand in hand with team bonding. In fact$ team cohesion is what #eeps any group or team together after the team bonding e!ercise is over. In this regard then$ team cohesion is about maintaining the team bonding effect and preventing group fragmentation. 7ny good team bonding activities should include common goals and purpose to ensure that team cohesion is in place in the future8 if there is a common goal$ there will be team cohesion. This is evident in e!treme cases such as war$ with a common enemy people team together and the cohesion is strengthened by the common goal. 7t a less e!treme level$ team cohesion is evident in a well run restaurant. The chef will communicate well with the maitre de$ who will then communication with the wait staff. If the communication cycle brea#s down then team cohesion is lost.
Method
Name: Ratchadaporn Polwaana
Action
Timeline
ST!02"#"
Outcome
1$ %arch 201#
BSBWOR502B
Assessment Tool 3 Project 1
- 0larify the common goals and the purpose for this organization.
- 'et them #now about the reason for this appointment and also the problem in organization.
- 9 to hours.
- They will #now and understand in this situation. 7nd might try to improve themselves to achieve the organizations goals.
- 0hange their attitude to wor# together and create a unity in this team by a party after finished from wor#.
/ I will give them a time / < to 9 wee#s to get to #now each other$ learn to trust each other. ;se team building activities within$ and sometime outside of the wor#place/ informal meetings and activities such as party after finished from wor# dinner$ drin#$ play sport etc.
/ The members in my team #now$ understand and trust in each other. If they can #now$ understand and trust in each other they will wor# together and ma#e a team wor#.
The processes to help team members to understand their roles can include : / Team meeting / -pen their mind to understanding each other / 1arty$ wor#shop I will ma#e an appointment to my team and let them #now about the reason for this appointment and also the problem in organization. In my opinion the important factor in this problem is the members in my team cant wor# together because they from different bac#ground some members are old staff in this division$ some members are old staff that transfer from another division and also some members are the new staff of this organization. Members operate as individuals$ common goals are not yet established$ disclosures are superficial and relationships are undeveloped. 7n!iety levels are high$ productivity is low. Members are hesitant and concerned with assessing each other. They need clear direction and purpose. "o I thin# this is the reason that why they cant wor# together well. The development need or plans is I will give them a time to get to #now each other$ learn to trust each other. ;se team building activities within$ and sometime outside of the wor#place/ informal meetings and activities such as party after finished from wor# dinner$ drin#$ play sport etc. In my opinion if they #now each other and understand each other it is good to wor# together$ they will help each other created a team wor#. 7nd in my plan I will spend first month after told them the problem to this stage because I thin# this stage very important to create the team effectiveness and also create a good communication to the organization$ so I have to spend a lot of time and ma#e sure the members in my team #now$ understand and trust in each other. If they can #now$ understand and trust in each other they will wor# together and ma#e a team wor#.
2.2 Improving team Effectiveness
Name: Ratchadaporn Polwaana
ST!02"#"
1$ %arch 201#
BSBWOR502B
Assessment Tool 3 Project 1
Team effectiveness refers to the system of getting people in a company or institution to wor# together effectively. The idea behind it is that a group of people wor#ing together can achieve much more than if the individuals of the team were wor#ing on their own. The effectiveness of a team is determined by a number of factors. 2ow effective a team is depends in part on bringing together people who have different s#ills that somehow complement each other. This can include different technical abilities or communication s#ills. In fact$ teaming up people who share the e!act same characteristics is often a recipe for disaster. Team effectiveness depends on people ta#ing on different roles in a group setting. If there is no agreement on who does what in the group$ it is unli#ely that the team will prosper. The &nterest that the 'ro(p has &n the project also stron'l) &n*(ences &ts e+ec,-eness. / the jo &s too eas) or too d&c(lt or & the rewards or ach&e-&n' the end res(lt do not seem worth the e+ort the team ma) end (p wor4&n' halheartedl). The tas4 sho(ld also ha-e a clear o(tcome. Wor4&n' towards a spec&6c 'oal enhances the e+ec,-eness o a team s&'n&6cantl).
Method
/ Team building games I will called & Storming to done the o! *
/ 0larify each persons role
Action
/ "tep +. I will give some paper to my team member group one each to write down what is the problem and way to resolve the problem. / "tep ,. Then when I got the paper I will read every problem and way to resolve bac# to them. / "tep <. give them a paper again but this time team members should write down and rearrange the important problem that they ac#nowledge and give some own comment and way to resolve. "tep 9. Then give it bac# to me I will collect and rearrange again. / 6ive them a tas#s in the ways that they e!pert or have a lot of e!perience.
Timeline
Outcome
/ , to < hours in the meeting after finished from Improving team cohesion. / =ust <> mins
/ I thin# this way should give me and my team to #now what we have to do it first and ne!t and ne!t to develop our organization to meeting the organizations e!pectation.
/ + hours
/ 7bout , to < days. / 7round ? @ +> days.
/ Members become comfortable with the team situation and start to cooperate.
Storming to done the o! as members come to #now each other they will 5uestion and e!periment. There is some aw#wardness between members as they e!amine their roles and those of other. isclosure becomes more honest less superficial. Individuals being to
Name: Ratchadaporn Polwaana
ST!02"#"
1$ %arch 201#
BSBWOR502B
Assessment Tool 3 Project 1
assert themselves and challenge the shape or purpose of the team some members will resist team structure. Arustration and anger might result. Members want to wor# but do not 5uite #now how to get things accomplished. In my plan for this stage I will give some paper to my team member group one each to write down what is the problem and way to resolve the problem. Then when I got the paper I will read every problem and way to resolve bac# to them. 7nd give them a paper again but this time team members should write down and rearrange the important problem that they ac#nowledge and give some own comment and way to resolve. Then give it bac# to me I will collect and rearrange again. "o I thin# this way should give me and my team to #now what we have to do it first and ne!t and ne!t to develop our organization to meeting the organizations e!pectation. Measure 1erformance Indicators "#I e can also directly measure performance standard that might ta#e the form of identified and agreed Bey Cesult 7rea and B1's and measure to be effective there should be agreement and consultation between manager$ team leader and the members in the organization. It should lead to improved customer$ financial performance and operational.
2.$ Improving team #roductivit%
Name: Ratchadaporn Polwaana
ST!02"#"
1$ %arch 201#
BSBWOR502B
Assessment Tool 3 Project 1
#roductivit% is the ratio of output to inputs in production8 it is a measure of the efficiency of production.
1roductivity has many benefits. 7t the national level$ productivity growth raises living standards because more real income improves peopleDs ability to purchase goods and services$ enjoy leisure$ improve housing and education and contribute to social and environmental programs. 1roductivity growth is important to the firm because more real income means that the firm can meet its (perhaps growing) obligations to customers$ suppliers$ wor#ers$ shareholders$ and governments (ta!es and regulation)$ and still remain competitive or even improve its competitiveness in the mar#et place. Method
/ finding ways to resolve the problem or conflict
/ 4valuate and reward to employee
Action
Timeline
Outcome
/ 6ive them a chance to e!plain the problem as he or she sees it. / Try to understand each other and open my mind to trust it. / 6ive them bac# some positive feedbac# and reinforcement to ma#e spirit to wor#
/ , to 9 wee#s.
/ e can #now the ways to resolve the problem
/ , to 9 wee#s
/ , to < wee#s
/ e can wor# together well.
/ Team members happy to wor# together and can meeting the organizations e!pectations.
The last stage is #erforming the team is mature$ confident and can perform well. 0onsensus has been reached. Team activities center on tas#s and the focus is on result. Members accept responsibility for their own wor# and internal politics is not an issue. Members review strengths and wea#nesses and wor# together to overcome problems and ma#e decisions. 0onflicts are constructive and results oriented. Ale!ibility$ trust and sharing are part of the team culture. -ffer the positive feedbac# and reinforcement$ commend members on their contribution$ the standard of cooperation and on wor# produced. ;se performance review and team meetings to maintain focus$ involve all members in decision ma#ing and review team performance. ;se individual performance review to confirm involvement and adjust roles where necessary. Initiate and support continuous improvement. 7ssist with change management. In my plan for this stage I will give them bac# some positive feedbac# and reinforcement to ma#e spirit to wor# hard to done this job in the organizations goals. hen finished from all of stage I hope this team can meet the organizations e!pectations$ and we can do a good job in the long term because we #now and understand each other$ we can wor# together$ we will help each other li#e a friends or family. 7nd also the members wor# in a part of your e!pert then the result should be a good job.
$. &ontingenc% #lan
Name: Ratchadaporn Polwaana
ST!02"#"
1$ %arch 201#
BSBWOR502B
Assessment Tool 3 Project 1
7 contingenc% plan is a plan devised for an outcome other than in the usual (e!pected) plan. It is often used for ris# management when an e!ceptional ris# that$ though unli#ely$ would have catastrophic conse5uences. 0ontingency plans are often devised by governments or businesses. Aor e!ample$ suppose many employees of a company are traveling together on an aircraft which crashes$ #illing all aboard. The company could be severely strained or even ruined by such a loss. 7ccordingly$ many companies have procedures to follow in the event of such a disaster. The plan may also include standing policies to mitigate a disasterDs potential impact$ such as re5uiring employees to travel separately or limiting the number of employees on any one aircraft. uring times of crisis$ contingency plans are often developed to e!plore and prepare for any eventuality. uring the 0old ar$ many governments made contingency plans to protect themselves and their citizens from nuclear attac# . 4!amples of contingency plans designed to inform citizens of how to survive a nuclear attac# are the boo#lets Survival Under Atomic Attack $ Protect and Survive$ and Fallout Protection$ which were issued by the Eritish and 7merican governments. Today there are still contingency plans in place to deal with terrorist attac#s or other catastrophes. To prepare the contingenc% plan: - 'our main goal is to maintain !usiness operations @ 'oo# closely at what you need to do to deliver a minimum level of service and functionality. - (efine time periods @ hat must be done during the first hour of the plan being implemented3 The first day3 The first wee#3 If you loo# at the plan in this way$ youDre less li#ely to leave out important details. - Identif% the trigger @ hat$ specifically$ will cause you to implement the contingency plan3 ecide which actions youDll ta#e$ and when. etermine who is in charge at each stage and what type of reporting process they must follow. - "eep the plan simple @ %ou donDt #now who will read and implement the plan when itDs needed$ so use clear$ plain language. - &onsider related resource restrictions @ ill your organization be able to function the same way if you have to implement 1lan E$ or will 1lan E necessarily reduce capabilities3 - Identif% ever%one)s needs @ 2ave people throughout the company identify what they must have$ at a minimum$ to continue operations. - (efine )success) @ hat will you need to do to return to Dbusiness as usualD3 - Include contingenc% plans in standard operating procedures @ Ma#e sure you provide initial training on the plan$ and #eep everyone up/to/date on changes. - Manage %our ris*s @ 'oo# for opportunities to reduce ris#$ wherever possible. This may help you reduce$ or even eliminate$ the need for full contingency plans in certain areas. - Identif% operational inefficiencies @ 1rovide a standard to document your planning process$ and find opportunities for performance improvement Maintaining the #lan
Name: Ratchadaporn Polwaana
ST!02"#"
1$ %arch 201#
BSBWOR502B
Assessment Tool 3 Project 1
7fter you prepare the contingency plan$ you need to do several things to #eep it practical and relevant @ donDt just create a document and file it away. 7s your business changes$ youDll need to review and update these plans accordingly. +ere are some *e% steps in the contingenc% plan maintenance process:
/ 0ommunicate the plan to everyone in the organization. / Inform people of their roles and responsibilities related to the plan. / 1rovide necessary training for people to fulfill these roles and responsibilities. / 0onduct disaster drills where practical. / 7ssess the results of training and drills$ and ma#e any necessary changes. / Ceview the plan on a regular basis$ especially if there are relevant technological$ operational$ and personnel changes. / istribute revised plans throughout the company$ and ma#e sure that the old plan is discarded. / Beep copies of the plan off/site$ and in a place where they can be accessed 5uic#ly when needed. / 7udit the plan periodically: / Ceassess the ris#s to the business. / 7nalyze efforts to control ris# by comparing actual performance with the performance levels described in the contingency plan. / Cecommend and ma#e changes$ if necessary. Arom the improving team cohesion$ if the above method are not wor#ing. I will spend more time to ma#e them #now$ understand and thrust in each other. May be I will ma#e some situation to ma#e them feel li#e every members in this team are your family. 6ive some wor#shop or some project to ma#e them wor# together but it should be not in the hard situation because if I give some hard project to them to wor# together its might be create more problem or conflict to them. Arom the improving team effectiveness$ if the above method are not wor#ing. e can give the team members fle!ibility on how they meet their goals. 6ive them the reason and ma#e suggestions about the problem or changes in what they do and how they can do it$ and should be base on their e!perience or their e!pert of what wor#s$ what doesnt wor#s and what could be better to wor#s. -r another way I will find someone who e!pert about the problem that the organization meet to help my team members to wor# together well$ also ma#e them spirit to done the job. Arom the improving team effectiveness$ if the above method are not wor#ing. I will give them a reward the team as whole$ not give them the individual reward. 1lan to have a small party after finished from wor#$ to give them some bonus$ or over time bonus etc.
,. &onclusion
Name: Ratchadaporn Polwaana
ST!02"#"
1$ %arch 201#
BSBWOR502B
Assessment Tool 3 Project 1
To improving team cohesion I will clarify the common goals and the purpose for this organization and 0hange their attitude to wor# together and create a unity in this team by a party after finished from wor#. ;se first month after told them the problem. The outcome should be they will #now and understand in this situation. 7nd might try to improve themselves to achieve the organizations goals$ and the members in my team #now$ understand and trust in each other. If they can #now$ understand and trust in each other they will wor# together and ma#e a team wor#. If is not wor#ing I will spend more time to ma#e them #now$ understand and thrust in each other. May be I will ma#e some situation to ma#e them feel li#e every members in this team are your family. 6ive some wor#shop or some project to ma#e them wor# together but it should be not in the hard situation because if I give some hard project to them to wor# together its might be create more problem or conflict to them. To improving team effectiveness I going to use team building games I will called
&Storming to done the o! * and 0larify each persons role. ;se + to , wee#s after finished from improving team cohesion. The outcome should give me and my team to #now what we have to do it first and ne!t and ne!t to develop our organization to meeting the organizations e!pectation and team members become comfortable with the team situation and start to cooperate. If is not wor#ing we can give the team members fle!ibility on how they meet their goals. 6ive them the reason and ma#e suggestions about the problem or changes in what they do and how they can do it$ and should be base on their e!perience or their e!pert of what wor#s$ what doesnt wor#s and what could be better to wor#s. -r another way I will find someone who e!pert about the problem that the organization meet to help my team members to wor# together well$ also ma#e them spirit to done the job. To improving team productivity I will find the ways to resolve the problem or conflict and evaluate and reward to employee. + month after finished from improving team effectiveness. The outcome we should #now the ways to resolve the problem$ we can wor# together well and team members happy to wor# together and can meeting the organizations e!pectations. If is not wor#ing I will give them a reward the team as whole$ not give them the individual reward. 1lan to have a small party after finished from wor#$ to give them some bonus$ or over time bonus etc.
