Like in sports, in business the performance of team is not just based on the individual talents. It is also, and maybe even more, based on the global efficiency of the team. To be efficient, a team leader needs to ensure that all the team players are pulling at the same rope, towards the same direction. That first step ensures that all the energy that is spent, is used in favor of the objective and not against it. A second step is to set the team organization, in a way that each team member is in the position to deliver its maximum performance. To make this possible, a team leader has to understand the individuals’ and interpersonal dynamics of the team. Personality tests and concepts such as the Maslow’s Hierarchy of Needs and the Myers-Briggs Type Indicator are two of the most used tools used by leaders to understand and manage these dynamics.
Criteria to use when selecting a team member
An individual’s resume will tell what one can do, but it will not tell how well one will be able to do it, in a given team and situation. Team leaders have to select team members for skills but also for their potential to fit and perform well in the team. As Kris Frieswick says “companies are increasingly taking steps to ensure that the hires they make are a good fit, not only with the job description but also with the people whom they will be working” (Frieswick, 2004). While making sure that one will fit well in a work environment, it is also important to ensure that one will be motivated to perform well. “Since management is all about getting things done through others, knowing [what motivates] and how to motivate others can improve the effectiveness of the managers”. (Buhler, 2003).
The selection process used in the simulation
The members selected in the simulation are Daniel Nichols, Lisa Stafford, Nicola Minelli and John Connor. They all are good performers at work, which demonstrate that put in the right situation they can achieve and exceed their objectives. They all have different levels of aptitudes in areas such as manage conflicts, communicate with others, meet a deadline, analyze and report on a situation or take the appropriate actions to solve a problem. All these aptitudes were required at different levels to complete the...
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...while “Perceivers” will keep their mind opened for new discussion and analysis.
The Maslow’s Hierarchy of Needs
As George Hayhoe says, “Abraham Maslow's theory of the hierarchy of needs holds that much of human behavior is motivated by unsatisfied needs and the lower-level needs must be satisfied before higher-level needs can be addressed.” (Hayhoe, 2004). Maslow defines the human needs in five categories, often represented as a pyramid. From the bottom, one can find the “physiological” need such as food and water. The second level is the need for “safety”, which includes physical and emotional needs for safety. The third level is the “social” need, the need to belong to a group such as family or friends. The fourth level is the need for “esteem” such as being appreciated and being confident. The fifth and last level is the need for “self-actualization”. In this highest category, the objective is to achieve a level of competency in a certain activity or mastery of a skill (Jones, 2004). It is not for individuals to feel being better than others are, is to “have peace and satisfaction in who they are and what they are capable of doing” (Jones, 2004).
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