ORGANIZATIONS AND TEAM WORK
INDIVIUAL COURSEWORK
It is vital for developing suitable roles in the entire team in an organization for performing overall activities and creates a suitable working environment. There should be relevant focus on all-round active participation of the participants within the team members and develop appropriate behavior (Gardner and Pierce, 2016). The development of a suitable connection among the participants within the team creates a practical approach and adopts appropriate process. The characteristics of an active workgroup are as follows:
Development of appropriate Communication
Communication is an integral part developed for managing connections among the team members and improves relations among one another. It helps in developing rich insights about the various team members for framing overall relationships and manages operations (Mullins, 2019). Most of the modern business organization focuses on providing equal attention to the team members and maintain a suitable group for performing overall work.
Providing adequate support for the team members
It is essential for setting an appropriate balance within the thinking pattern of the team members for improving the actual performance of the group. The leader of the team has to maintain positive relations with the team members and provide necessary support and reduce overall problems (Leatherbarrow and Fletcher, 2016). There is development of proper support provided for managing global expectations of the team members and offers adequate help for every team member.
Focusing on achieving Common Goals
There is adequate need for focusing on achieving common goals of the group rather than providing individual attention to the needs of the team members. The development of appropriate policies helps in improving relationships among the members within the group and manages effective co-ordination. It provides a systematic framework for reducing- efficiency within the operations and minimize any type of negativity within the group (Bolino et al. 2018).
Encouragement of various opinions among team members
The development of various types of opinions among team members within the group helps in managing overall expectations and improves overall performance (Saito et al. 2018). It helps in creating wide range of innovation in ideas among the members within the group and develops superior performance in the future. The implementation of appropriate opinions and ideas provides equality among the group members and enhances current position of the group.
In my opinion, I worked as a member within the group in an organization for conducting proper operations and improving existing performance. I have analyzed that there was extensive focus developed for creating suitable communication and reduce conflicts by delegating appropriate task roles to the members. It has helped in completing the entire project work of my group on time and creates systematic coordination among one another. I think that the whole process has assisted us in improving the performance of group bonding and achieving common goals. There was an emphasis on developing wide range of opinions among the members within the group for gathering innovative ideas for completing the project work on time and maintain co-ordination on the whole. I can gather that this process was vital for us for reducing any type of- consistency within the actual performance and manage expectations of the group members working on the project.
TASK 2
The development of a systematic retention strategy is useful for improving the overall performance of the organization and manages overall activities within the group. The enactment of retention strategies helps in retaining existing employees and attracts more talents for maintaining the current work within the company. Most organizations focus on creating superior retention strategies for encouraging people to stay in the organization and evaluate responsibilities to the dedicated employees (Sethi, 2018). It is an adequate strategy developed for increasing efficiency in the procedures and creates a long- term planning for maintaining positive image in accordance with the other competitors. The retention strategies developed by organizations for retaining most of the employees are as follows:
Investment in professional development of employees
It is essential for companies to create additional opportunities for managing the employees by providing extra opportunities to increase overall skills and knowledge processes. More than half percentage of the workers in the organization feels secure and persists in working in the current company with an overall increase in job satisfaction. There is extensive focus developed for incorporating mentoring program and to create various workshops for the workers. It helps in creating positive impact on the mind of the employees.
Develop an open Culture of Communication
There is development of suitable morale among the exiting employees for managing extra pressure on the work in the organization and resolve any type of conflict. It provides an unique culture in the working procedure and share various ideas among one another for performing entire work within the time and retain most of the employees (Hopkins and Wasco, 2017).
Maintenance of adequate salary package for the employees
Most of the employees need to be retained by the company by developing an attractive salary package and create positivity among the employees (Cross, 2017). The development of adequate incentives in the salary assists in managing needs of the workers and creates suitable connection in the industry.
Reduction of Extra Burden of Employees
It is essential for allocating appropriate work for the employees for minimizing burden in the work for the employees and complete project work on time. There are adequate measures taken on creating a suitable work-life balance and create an affordable behavior for increasing comfortability and productivity (Holtom and Darabi, 2018).
Develop an Employee Engagement Process
The implementation of a suitable employee engagement process creates positivity in the mindset of the workers and reduce dissatisfaction. It is essential for creating appropriate engagement programs for improving bonding among one another and creates a proper engagement in the performance.
According to my opinion, I think that in case of newly recruited employee, there should be focus on providing an extra salary package and develop an open culture in the organization. It will help in creating a sense of positivity and increase the comfort level for the newly recruited employee. I can analyze that it provides a suitable framework for managing the communication process and retaining overall performance. It will help in creating sustainability in the operations and reduce any type of conflict within the operational level of the new workers.
TASK 3
The performance appraisal process is a systematic framework developed for assessing areas of improvement for an employee and develops a feedback system of the operations. It is a systematic framework developed for evaluating performance of the new employee by the management of the organization. The implementation of an appraisal system creates a long- term strategy for reducing inefficiency within the operations and motivates employees. There is an increase in the co-ordination among the management and the worker and provides job satisfaction. The appraisal system develops an benchmark system for guiding work for the new employees and achieve overall goals of the organization (Idowu, 2017). The process is useful for setting an appropriate recognition system and maintains an reward system for contributing to the success of the organization. It develops an integral process for evaluating existing and proficient skills within the employees and review performance.
The appraisal process creates adequate opportunity for the company to evaluate responsibility of the new employees and arrange training process. There is an exchange among the opinions of the workers and the company for setting an appropriate approach for conducting operations. It is a long- term approach developed for creating face to face interaction with one another and addresses overall needs for working together in a coordination process (Saeed and Sundararaman, 2018).
This performance appraisal system develops a unique system for achieving desired performance and motivates for creating a merit-based system. It creates a systematic process for evaluating progression of the work for the new employee and rectify the current managerial process (Silva et al. 2017). In case of new organization, the system is useful for setting clear expectations and goals for the new employee and manages changes in the performance in the future.
The performance appraisal system provides adequate opportunities for creating an guidance system and completing entire project work on time. There is a need for developing cohesion and bonding among one another for managing entire work of the organization. The system is useful for measuring appropriate skills and knowledge in the new employee for coping with various job difficulties and create affordable productivity. In addition, the development of the appraisal system assists in evaluating inefficiencies in handling of the entire work for the employees and improves current performance. There is a direct relationship among development of suitable performance appraisal system and enhancing productivity in the market. The process is useful for repositioning employee contributions and setting an appropriate success rate for the organization. There will be a systematic review of the overall contribution of the employee for managing work in the project and increase productivity in the operations.
I can analyze that there should be appropriate evaluation of the talent management of the newly recruited employee for the small business. It will provide additional benefits for the management to assess the performance of the recruited employee under critical conditions and improving the existing condition for the company. I think that it helps in providing additional opportunities for the management to evaluate the skill gaps and develop appropriate training procedures for motivating the employees.
TASK 4
Organizational culture is regarded as a system for developing shared values, expectations and beliefs that plays a direct role on the operations within the working environment. This culture provides direct effect on the activities of an organization and enhances existing performance in the market. The organizational culture is an superior force that influences behavior of the members within the group. The development of an appropriate working culture promotes positivity in the operations and develops suitable connection with the employees (Cho and Payne, 2016). There are various types of organizational culture created for conducting operations and promote a suitable environment. The different types of organizational culture are as follows:
Clan oriented Culture
In this type of culture, there is adequate focus given on creating collaboration among the members within the organization for achieving the overall goals. There is regular maintenance of developing suitable process for creating commitments and increase teamwork. The adoption of the culture provides extensive value for providing a long – term collaboration process for building appropriate relations with the employees and the suppliers within the environment.
Adhocracy Oriented Culture
There is development of creativity and a sense of energy among the workers for taking adequate risks for maintaining current working environment and maintaining agility in the whole system (Porcu et al. 2017). The organizational culture is useful for developing an innovation in the existing process and builds a stable working environment.
Market Culture
There is extensive focus developed on achieving competition and achieving overall goals by the management of the company (Štemberger et al. 2018). In this type of organizational culture, there is development of goal-oriented process for executing appropriate operations for creating a suitable working environment. Most of the workers focus on creating innovation in the thinking patterns and maintain superiority in the activities. There is adoption of appropriate culture within the organization for reducing the competitive rivalry and reduce rivalry with the competitors in the market.
Hierarchy Culture
The principle of hierarchy culture is developed on creating formal working structure and develops strict rules for managing operations. The adoption of the cultural system is useful for reducing predictability in the relationship among the workers and the management and increases efficiency (Pasricha et al. 2018). There is extensive focus on managing co-ordination and reviewing performance for better productivity and a suitable working cultural environment in the future.
In my opinion, I think that in the case of this organization, there should be development of a hierarchy culture for managing the operations in a formal process. It helps in creating suitable co-ordination among the management and the new employees working for the company and maintains hierarchical structure. I can analyze that the development of this type of working culture provides adequate opportunities for the employees to develop strict procedures for managing efficiency in the operations and create consistency. There is a direct relationship among development of consistency of suitable strategies for improving overall performance for the new company and create a competitive edge. I think that implementation of hierarchy culture is ideal for managing flexibility in the operations and predict affordability.
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