Assessment 1 – Ensure team effectiveness
Ensure Team Effectiveness
Question 1I work for a sale team in a large retail outlet. The team is made of sales consultants, customer service staff, phone operators and a team leader. The sales consultants are experts in sales and know how to maximise the amount of sales for the retail store. Customer service staff are the staff who have great customer service skills and deal with the customers directly. They must show great personalities and represent the company’s image. The phone operators will take care of phone calls to and from other stakeholders. The team leader has the responsibility of making sure all the workers are working together and dealing with any issues.Question 2The group cohesiveness in my sales department is very high. We work as a team most of the time and always show great teamwork. Communication is also very effective because we are able to communicate clearly, without any confusions or misunderstandings, making less mistakes and problems. We like to discuss issues and performances every week so that all workers are up to date with the company.Question 3One disadvantage is that the workers sometimes feel like they don’t get any credit for their work because the whole team shares the credit. The hard workers get the same credit as the workers that work less. This can make the hard workers feel like they shouldn’t work so hard.Another disadvantage is the lack of control that many people feel. Some of the workers that are experienced and have high leadership skills like to make decisions and do things their way. This does not work in a team because each team member must follow the team’s decisions.Question 4To build the team, we hold team audits to measure and review the team performance and also try to find workers who work harder or less than others. If the team is lacking in team work, the team will go through training exercises or similar activities. There are monthly team building exercises that are used to build teamwork, leadership, communication and build stronger relationships in the team.Question 5This is a very important thing to do. I must communicate to other workers and make sure that they understand the purpose of the team, roles, responsibilities and the accountabilities of each team member in the team. This makes sure that each member knows what they must do and how the team can work together to achieve the teams goals and objectives.Question 6Yes we must consider the organisations goals and plans before communicating the purpose of the team, roles, responsibilities and accountabilities of the workers. This is to make sure that the team is always trying to achieve goals that will help the organisation reach its organisational goals. Each department must worker as a team to make sure that the entire organisation performs well.Question 7Yes we do develop performance plans to help establish expectations and goals. Performance plans are great for communicating plans and strategies to team members. They will know what the team is trying to achieve and how the team individuals can contribute to the team’s success.Question 8Informal performance plans are very effective for quick decisions about the plan, however the formal performance plans are more detail and more important because it is made with the managers and owners of the company. The informal performance plans can be made by any people such as the workers or the team leader.Question 9In my sales team, we believe that encouragement and team work is the best way to support staff in meeting expectations and performance goals. This can improve the workers confidence and well being in the workplace. The workers like to feel important in the workforce and don’t want to feel ignored or not important.Question 10We like to collect all feedback from the workers. Feedback is good because it can be used the identify strengths and weaknesses for the company. The team members input into the planning decision making can also be very useful because the workers understand the capabilities and skills that they have and will usually have a good feeling of which strategies and plans can be most effective for the specific team.Question 11We have performance audits which analyse the individual performances which will be used to make sure that workers have responsibility got their own work. If their work is bad, the performance will come as a result of the performance audits. They must worker harder and have responsibility for their work in order to improve the performance plan.We also have list of roles and responsibilities for each worker in the performance plan. We can use these lists and can use this to measure the performance of each worker base on their listed responsibilities and the outcomes.Question 12We have very strict policies and procedures about the expectations and goals. As the sales team is very effective in teamwork, we make sure that each team member has to put the same amount of effort as all the other members. This is to make sure that the team is always fair and all members are treated equally. There is no discrimination in the team because it is unacceptable.Question 13For encouraging the team members we try to promote open communication where positive feedback is very good. Positive feedback is good for given workers ideas on how to improve and what areas of their performance can be improved. Value statements are important for creating an organisational culture. The teams values will be impacted by the values and beliefs of the team. There are many rewards that can be given to the workers that perform well. Commission is a very good way to reward workers because the workers are commissioned based on their performance.Question 14We believe that feedback is very important, so we have many ways to collect feedback from customers, team members and other stakeholders. These are effective ways of identify the issues, concerns and problems identified by the stakeholders. Suggestion boxes, log books, surveys, complaints,meta are all important.Question 15We......
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