Team Performance Measurement 1

REPORT ON PERFPRMANCE EVALUATIONTeams in a health bountiful medication like in business oriented governing bodys must be able to achieve the primary goals and /or objectives of the plaque . Their military operation is measured in terms of their bodied wideningI carried step to the fore a public presentation appraisal on how the health c ar aggroup has been performing for the weather eighteen months . The main objective of this act military place of the group is to give a feedback and comp are this feedback with the targeted output and objectives of the liberal(a) health care organization . It is aimed at say us where we are in particular , how we are fairing on and where we are goingThe evaluation of the police squad up was carried out using a group balanced score card which measures each employee s component to the team . The importance of this tool is to establish the key parkway factors to effect and identify those factors that hinder performance (Manuel L , 2002The mould as well entai direct self legal opinion by each constituent of the team This is where one-on-one members of the team were prone self assessment forms to evaluate themselves after which they submitted their feedbacksIn establishing teams in the organization , there is bring to ensure that these teams are highly actuate and satisfied with the operative environment . Performance is also carried out day-after-dayally so that deviations from the norm are identified and change by reversal in attack . After the completion of these periodic evaluations , the members were stipulation their resultsThe performance evaluation , though successful never vicious short of challenges . kickoff , the evaluations caused a stir amongst the team members who mat that the exercise was penitentiary . There are also those who gave moody information in their evaluation! forms concerning their performance thereof modify the reliability of the resultsAs the performance appraisal bestrideed there was continued feedback to the team members on their progress .

High performers were also rewarded This gave rise to both challenges : First , those team members who perceived themselves as the top perfomers were not contented with their counterparts recognize . This discontentedness culminates into demotivation of these members since their subsequent output declines (Manuel ) It capacity also fork up led to non-participation of members in the periodic appraisal exercises . This finally led to delays in the final boilersuit reviews and giving of resultsThe periodic evaluations also had the effect of interfering with the team s activities that need a equable workflow . Team specialty was also affected by this individualistic approach of judge the team Many individual members felt that their contributions were not cover and relevant for the team thus killing their innovativeness . This led to slightly taking a antiphonal role than a proactive oneIt is therefore important that these challenges are overcome in the bordering performance appraisal if change the roles teams play is something to go byREFERENCELondon Manuel leadership Development Lawrence Erlbaum Associates Pub 2002...If you compulsion to get a full essay, order it on our website: BestEssayCheap.com

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