Team Evaluation System
Because college teams are composed of individuals who come from many various backgrounds, educational level, and cultures, it is always a challenging task to implement a rating system that not only provides a sense of fairness and equity but, also helps ensure the success of the team. Team 1 has developed a system comprised of meaningful metrics which allows all members to assess how well a team member is performing. The results will be used to improve quality, increase efficiency, and enhance overall productivity.
Construct a Team Evaluation Form
This rating system is constructed with specific criteria such as participation, teamwork, communication, professionalism, cultural sensitivity, and time management; however,
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1. Participation. Did the individual contribute positively to the team’s project? Did he or she contribute a fair share to weekly assignment? Was he/she consistent and active?
2. Teamwork. Did the individual work well with other team members? Did he/she willingly accept and fulfill individual role within the team?
3. Communication. Did the individual interact effectively with other team members? Did he or she show sensitivity to other’s feelings and learning needs?
4. Sharing Resources. Did the member contribute, offer, and report his/her ideas, findings, opinions, knowledge, and skills to the team? Did he or she offer any assistance during the project life
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Expectations. Did the member meet the team’s expectations on delivering assigned tasks? Did he/she complete the assigned tasks accurately and completely?
6. Time Management. Did the member prepare in advance for team’s discussion and activities? Was he/she able to complete given assignments in a timely fashion?
7. Professionalism. Did the member possess a positive attitude toward other members in the group? Did he/she demonstrate and maintain honesty, courtesy, and responsibility?
8. Cultural Sensitivity. Did the member show his/her abilities to interact with people from different backgrounds in a collaborative and respectful manner? Did he/she accept other team member’s ideas, feedback and input?
9. Work Ethics. Did the member represent himself/herself as a reliable person? Did he/she show a solid, positive work ethics such as honesty, integrity, dependability, responsibility, etc.?
Instruction: Assign yourself and each of your team members a value for each listed attribute. At the end, sum all of the values.
On a scale of 1 to 5, please rate how strongly you agree or disagree with each of the following attribute. 5 = Strongly Agree , 4 = Agree , 3 = Undecided, 2 = Disagree , 1 = Strongly
What are some common threats to each of the essential conditions for successful team performance? What are the psychological factors underpinning these threats?
My team consists of four other people besides myself, Lauren Chojnaki, Alexa-Louise Patnode, and Jacobe Loewen, and Ryan Tyriver. Together, we are tasked with the mission to complete a stakeholder analysis regarding a specific organization and their structure. For this project to be completed successfully, it is important that all team members are able to cooperate with one another and are able to use their different strengths to create the best end product.
the quality of their job. This has not only been evident in earlier times, but in current
Team leaders were responsible for team performance and regular interactions were made with the team members.
Upon completion of these assessments, the work place team is then formed, acquiring team members based upon the needs of the project, mission or goal of the team. The team then proceeds to learn about each other. In learning about one another, individual learning styles must be identified to gain an understanding of how to maximize team performance by capitalizing on team members' strengths via learning styl...
5. All employees must practice integrity and honesty in all areas of the business. Avoid partaking in any activity that could have a negative effect on the company’s image.
...es dealing with team building, activities that will help in diagnosing, feedbacks, activities for process consultation etc (Robbins, 2010).
My goal as a new manager to develop team effectiveness within a new team is to try to get the team to be an effective as possible. When developing my new team I would seek out the factors that may affect team effectiveness, which are team composition, team structure, and team processes. Team composition entails who the members of the team are and what skills, abilities, and knowledge each member brings to the team. Some of the decision I will have to make for the team composition will be based on diversity, personality, team orientation and the size of my team. Exploring the differences in beliefs among my team members will help better my team performance. The personalities of team members affect the team 's composition
Similar to understanding the context of the team, to effectively manage and understand the composition of the team it is important for the team and its members to answer the following questions: “(1) to what extent do individual team members have the technical skills required to complete the task?; (2) to what extent do they have the interpersonal and communication skills required to coordinate their work with others?; (3) to what extent are individual team members committed to the team and motivated to complete the task?; and (4) is the team the right size to successfully complete the task?” (Dyer & Dyer,
Works towards mutually beneficial outcomes by ensuring that all the members support each other and achievements are shared throughout the team
In order to perform at the highest level, an employee must be motivated and have a strong combination of declarative and procedural knowledge. If an employee significantly lacks any of these performance determinants, the manager must address the issue through the most appropriate performance management approach. In the case presented, Heather’s declarative knowledge has been clearly presented. However, her ability to interact successfully with students both during and after class may indicate a lack of procedural knowledge and the possibility of a motivation problem. With the right behavior approach to performance measurement, Heather’s manager could capitalize on her strong declarative knowledge,
After a review of my performance in the assigned group, I have learned a great deal about myself and behavior in the team-setting situation. This is not the first experience in a team setting. Previous team setting experiences were conducted in sporting and recreational environments rather than academics. While the setting and the environments were indeed different, there were many commonalities and correlations between the team settings I previously experienced and the current academic team-setting experience for this academic course project. One of the traits that I had exhibited pertained to being co-operative.
Hence, I can utilize my strengths and manage my weaknesses to be a better member in future group assignments. In particular, I will focus on utilizing my personality traits in moderation as either extremes of high or low on a personality may be too rigid, being an extreme strength in certain situations, but being an extreme weakness in others. Despite having a low extraversion, I can still take a more active role in future discussions by sharing all constructive ideas instead of shying out and worrying of others’ negative feedback. I will also balance between orderliness and flexibility by proposing general deadlines for our group and at the same time allowing members to organize their own progress so that we can have organization in the group without suffocating the members. With more flexibility given, I will keep in mind to be agreeable in moderation in which I will be trusting and compassionate to the members but also able to be firm if any member is slacking or not meeting our deadlines. The details listed above are just part of my personality and working style that can be improved upon which serve as general guidelines for me to contribute more to future group assignments. However, they should not be viewed as rigid rules which I will follow blindly. I will always remember that I am working with a group of people with various personality traits and I should approach each member with ways that may improve our productivity instead of treating them as the same and that a single method will suit everyone, since that would reduce the uniqueness of each
#5 I would include the three other things I mention above on this list as well.
Building a core team in project management is essential because it encourages shared belief in the importance and the possibility of achieving project goals and objectives. By sharing the vision of the project, to play a key role in ensuring that all team members in order to achieve a similar goal, helping to eliminate potential conflicts of interest during the implementation of the project. Building an important team in project management because it helps team members understand their respective roles in achieving the objectives of the project. Recognition of the role of others is essential in reducing conflicts and facilitate teamwork best practices