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.