Team Productivity and Individual Member Competence

Team Productivity and Individual Member Competence

Table of Contents

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Instructions

Team Productivity and Individual Member Competence

DISCUSSION QUESTION GUIDELINES

Introduction – Students must always introduce their topic

Team productivity is a multi-step process that involves increasing your employees’ satisfaction with their jobs and giving them the tools to effectively perform assigned tasks. Smith (2010) stated that employee relations, training

and compensation benefits all play a part in improving team productivity. Managers must considering external and internal factors that might be hindering productivity, such as insufficient training or personality conflicts, will help

managers decide how to best motivate their team (Smith, 2010) Team Productivity and Individual Member Competence

 

Body – Answer all parts of the question in the body

Team Productivity and Individual Member Competence

In today’s complex and collaborative workplace, the real challenge is to manage not just your personal workload but the collective one, As per Saunders, (2018) managers must “set the strategic vision” and serve as “the buffer for

unreasonable expectations” from the rest of the organization. Additionally Saunders stated that leaders encourage good teamwork and give teams the authority to make decisions based on what they see is right. According to

Bamberger & Levi (2009) smart team leaders and team members learn how to work well within a team since that is becoming more and more important in all fields of work. To excel as a first step teams should develop a work

plan that can serve as a process map of the critical tasks and capabilities required to complete the project. Bamberger & Levi further stated that the second step is to make sure that everyone understands the team’s goals in the

same way. Team members frequently start out believing that they share an understanding of their goals only to discover this is erroneous when they begin developing performance measures. After the goals have been confirmed,

the appropriate team members should develop individual measures for gauging the team’s progress in achieving a given goal and identifying the conditions that would trigger an out-of-bounds review. In addition, each member

should come to the next meeting with two or three gauges that he or she considers most effective for monitoring his or her functional area Bamberger & Levi (2009). In an attempt to push team members to focus on overall goals

and the total value-delivery process as they develop measures, they should be encouraged to include process measures. Rewards are a powerful tool used for employee engagement. As per Saunders (2018) recognizing and

rewarding your employees effectively is crucial for retaining top talent and keeping employees happy. For an increasing number of organizations, implementing a compensation plan that rewards employees for successful

teamwork provides great synergy with their organizational model. Companies that have such plans take various approaches to structuring team-based rewards, including programs such as incentive pay, recognition, profit

sharing and gainsharing (Saunders, 2018). Team Productivity and Individual Member Competence

Team Productivity and Individual Member Competence

Conclusion/Summary – All responses must have a Summary/Conclusion which restates the main points of the question

 

Team members who work effectively with one another have the capacity for increased productivity (Bamberger & Levi, 2009). Successful teams comprise members who have an understanding of their own roles in the group and

an understanding of the responsibilities of their teammates as well. As per Saunders, (2018) the key to successful employee rewards is being creative and thoughtful. Many companies have even begun to use rewards for

recruiting as they have become a part of their company culture. Team Productivity and Individual Member Competence

Team Productivity and Individual Member Competence

Reference- Authors last name from A-Z

 

Bamberger, P. A. & Levi, R. (2009). “Team-based reward allocation structures and the helping behaviors of outcome-interdependent team members, Journal of Managerial Psychology 24(4), 300-327.

 

Saunders, R. (2018). Team Productivity and Individual Member Competence. Journal of Business. 11(4), 431-504. https://doi.org/10.1177/104649648001100408

 

Smith, J. (2010). The effects of task complexity and time pressure upon team productivity. Journal of Applied Psychology, 44(1), 34-38. http://dx.doi.org/10.1037/h0039877

 

Team Productivity and Individual Member Competence

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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