BSBTWK502 Manage Team Effectiveness Report Sample

BSBTWK502 Manage Team Effectiveness

Task 1

2. As the project manager, what suggestions can you make to improve team performance?

3. Conduct a meeting with your team where you outline the issues as you see them and seek feedback from each team member. This feedback should be in the form of an email sent to you.

4. Provide minutes of your meeting once you have received your feedback from participants.

Task 2

1. Using the Third Party Feedback Form (Appendix THREE), complete the form for EACH team member.

2. Record at least ONE FORMAL and ONE INFORMAL learning opportunity for each team member.

3. Share the form with each team member individually as a follow up to the meeting and record any additional comments. Complete the form by signing it as the team leader and record evidence of an original signature from each team member. This can be an actual signature or an email from the team member confirming this task was completed.

Task 3

For each team member complete the following task.

1. Develop an individual performance plan that includes goals for the individual and required outputs to measure the goal.

2. Provide FIVE (5) KPIs specific to the individual in the plan.

3. Ensure you plan includes a timeline for completion.

Task 4

After working with your team for THREE months you notice a significant change in the work output of Sam and Bailey, but you also notice Ashley’s lack of involvement in meetings and an attitude that seems to reflect boredom or disinterest in the project. The General Manager has also expressed her concern that the project is not being implemented according to the agreed timeline.

1. Outline a process you will use to raise your concerns with Ashley and work towards increasing her engagement in the project.

2. Prepare an appropriate response to the General Manager in the form of an internal email. and two suggestions to modify the performance improvement policy.

Solution

Task 1

Clearly identify issues

The issues that are identified are lack of communication as well as collaboration. It is seen that the team members are from various departments and have various areas of expertise. The stated issue can cause miscommunication with Ashley and is not interested in what finance or IT does and she actually prefers to be alone to get on with the tasks which must be completed. It can eventually lead to various issues as the team will require to work together in order to successfully complete the project (Van Der Lippe and Lippényi, 2020). It is seen that there comes the problems of overwhelm and anxiety which is the main scope of the project. The other major issue is the team members' understanding of their obligations and the main roles are unclear. This is making people frustrated and confused. Each team member's tasks and responsibilities should be clearly stated so that everyone is aware of what is expected of them.

Suggestions for improvement

The main suggestions for management assignment expert improvement in improving the communication with Ashley is through the use of a number of communication channels, including email, Slack, and video conferencing, as well as a more open-door policy, the organisation might enhance communication between staff and management (Bansal et al.2021).The firm Ruby Mills might give staff members greater training on a range of subjects, including sales, customer service, and product expertise. Employees would benefit from a greater understanding of their roles and responsibilities as well as from being able to offer consumers better service.To succeed, employees must understand what is expected of them. Every employee should have clear expectations and goals from the organisation, and those employees should receive frequent performance reviews.

Conduct team meeting

For a team meeting, it is quite important in order to set a clear agenda and start and end on time. This will make it easier to keep the meeting on schedule and guarantee that all crucial subjects are covered. The team meeting has helped keep the discussion on topic and demonstrates respect for everyone's time. Encourage everyone to participate. This can properly be achieved by posing open-ended questions, addressing individuals by name, and guaranteeing that everyone has an opportunity to speak. At the conclusion of the meeting, summarize the main issues discussed. This will assist to properly ensure that everyone is on the same page and that the meeting was eventually successful.

Provide evidence of team meeting

The first important aspect of a team meeting is making a note. This will help Ashley make it easier to recall the conversation and properly guarantee that the meeting minutes are correct. The second important aspect is making a meeting recording. Ashley can do this by recording audio or video (Kim et al.2022). If there are any disputes regarding what was stated, having a more thorough record of the meeting may be useful. Include the meeting notes and any action items in a follow-up email. By doing this, there will be no miscommunication among both Ashley and team members.
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Provide minutes of team meeting

Task 2

Record formal and informal learning opportunities

Email from the team member confirming this task was completed..

Task 3

Task 4

1. Outline a process you will use to raise your concerns with Ashley and work towards increasing her engagement in the project.

The areas where Ashley's engagement seems to be weak is mainly in her level of engagement, contributions, or responsiveness may be considered. To maintain clarity throughout the debate, precisely identify and record these worries. For talking about the problems with Ashley in a supportive and private context, requesting a meeting just for that purpose is an important area of concern . It is important to make sure the meeting is scheduled for a time and location that will allow for a focused and uninterrupted discussion.

2. Prepare an appropriate response to the General Manager in the form of an internal email. and two suggestions to modify the performance improvement policy
Subject: Request for modification of Performance Improvement Policy

Date-08/06/2023

Respected General Manager,

I hope you are well and reading my email. In order to better align with our organisational aims and promote a more positive and constructive approach to employee development, I am writing to draw your attention to the need to amend our present Performance Improvement Policy.After giving the matter serious thought, I have determined two significant areas where the policy may stand to be improved. The first suggestion is flexibility of performance improvement plans and main focus on proper coaching and support.
Sincerely,
[Your Name]

References

Bansal, G., Wu, T., Zhou, J., Fok, R., Nushi, B., Kamar, E., Ribeiro, M.T. & Weld, D., (2021), May. Does the whole exceed its parts? the effect of ai explanations on complementary team performance. In Proceedings of the 2021 CHI Conference on Human Factors in Computing Systems (pp. 1-16).

Figueiredo, L.S., Ribeiro, L.D.C., Fialho, J.V.A.P., Da Silva, D.G., Gantois, P., Costa, G.D.C.T. & Fonseca, F.D.S.,( 2020). Relative age effects and team performance among elite beach handball athletes. Journal of Physical Education and Sport, 20(6), pp.3354-3360.

Kim, T.Y., Liden, R.C., Liu, Z. & Wu, B., (2022). The interplay of leader–member exchange and peer mentoring in teams on team performance via team potency. Journal of Organizational Behavior, 43(5), pp.932-945.

Manata, B., (2020). The effects of LMX differentiation on team performance: Investigating the mediating properties of cohesion. Journal of Leadership & Organizational Studies, 27(2), pp.180-188.

Martin, S.R., Emich, K.J., McClean, E.J. and Woodruff, C.T., 2022. Keeping teams together: How ethical leadership moderates the effects of performance on team efficacy and social integration. Journal of Business Ethics, pp.1-13.

Riskin, A., Bamberger, P., Erez, A., Riskin-Guez, K., Riskin, Y., Sela, R., Foulk, T., Cooper, B., Ziv, A., Pessach-Gelblum, L. & Bamberger, E., (2019). Expressions of gratitude and medical team performance. Pediatrics, 143(4).

Santos, C.M., Uitdewilligen, S., Passos, A.M., Marques-Quinteiro, P. & Maynard, M.T., (2021). The effect of a concept mapping intervention on shared cognition and adaptive team performance over time. Group & Organization Management, 46(6), pp.984-1026.

Scelles, N. & Llorca, M., (2020). Head coach change and team performance in the French men’s football Ligue 1, 2000-2016. Economics Bulletin, 40(2), pp.920-937.

Shoukat, M.H., Elgammal, I., Shah, S.A. & Shaukat, H., (2022). Nexus between shared leadership, workplace bullying, team learning, job insecurity and team performance in health care. Team Performance Management: An International Journal.

Soares Ito, A., Ylipää, T., Gullander, P., Bokrantz, J., & Skoogh, A. (2022). Prioritisation of root cause analysis in production disturbance management. International Journal of Quality & Reliability Management, 39(5), 1133-1150.

Van Der Lippe, T. & Lippényi, Z., (2020). Co‐workers working from home and individual and team performance. New technology, work and employment, 35(1), pp.60-79.