Individual Team And Organisational Objectives Management Essay

Individual group And Organisational headings Management EssayPerformance clinicals kindle be defined as a goal that describes something that has to be accomplished within a given period of time. In different words, surgical process objectives contain the direction and level of contactment expected from the giving medication as a whole and, at lower levels, from the single(a) parts, aggroup part, sections and departments which make up the organisation. http//www.exponentialtraining.com. The generator will be using his c ar comp whatsoever called Extra Mile supervise Comp whatsoever as an illustration on how a doing objective applies to his organisation. The nature of the job description of the organisation is domiciliary care which means we care people who want to remain at the comfort of their beloved homes yet are unable manage on their own, to achieve their daily task much(prenominal) as personal care.1.1 Explain The Links Between Individual, Team And Organisation al Objectives.As Carlos (1999) stated, the link between individual, team and organisational objectives is an agreed contract to achieve a common goal within a specific period of time. And as a matter of fact, the link between individual, team and organisation objectives simply describes the overall objectives which the team and the organisation aimed to achieve on either a short limit period or long term period. At Extra statute mile, individual, team and organisation objective is to provide outflank care service of march to those who indispensability their service in the community and to be the best care keep company in the country by 2013 and by achieving this, the other objectives such as giving their best care training quality alike have to be met. And for this reason, the organisation strategic creates an effective link between individual, team and the organisation objectives so that the lawsuit of some(prenominal) individual and team and the organisation can aligned with the organisation overall business plan.Extra mile organisation objectivesS Specific Objective is specific because the company specialised in caring. M Measurable because the company have a group of people that contracts the service. A Achievable Team objectives are achieved with a precise period of time R Realistic Our clients relied on Extra mile carers in looking after them or relatives. T- while specific The Company have a time limit of when the objective should be achieved.1.2 Identify The Selection Of, And Agree, Individual And Team ObjectivesAccording to Ryan (2007), in other to accomplish explicit and valuable results, there must be a need for a proper selection of individual and team for objectives in any organisation. Selection of and agree individual and team objectives is a sour of selecting a right individual or team to carry out a particular(prenominal) job effectively, so as to achieve the organisation objective. A right individual and team must be a ccessed through their level of competency, right skills and knowledge, backgrounds, medical exam reports and so on.At extra mile, selection of, and agree, individual and team objectives is a very crucial task which is normally carried out by HR Manager(s). This is a process of getting a right individual for a right objectives, as well as right team for the right objectives upon agreement. Every module (both individual and team) of extra mile are equally access, so as to know if they can achieve the organisation objectives. Because of the nature of the organisation objectives, Extra mile identifies the selection of both individual and team through theirQualificationsExperienceAgeRight skills and knowledgePersonal interest for the jobMedical history wrong Records bureau check (CRB)It is the responsibility of managers to make sure that they select right individual or team for the organisation objectives, because failure of right selection of an individual or a team will have a terrib le influence on the companys objectives.1.3 Identify And Agree Areas Of Individual And Team Responsibility In Achieving ObjectivesDewaker (2008), suggested that individual and team are require to first of all understand the basic objectives of the organisation for which they are working and the manager is required to define the wagerer details of the job or task to his staff so that he may be able to relate his contribution towards achieving the overall objective of the organisation. Identifying areas of individual and team responsibilities in achieving objectives is mostly carried out by the team leader or the manager this is a process of knowing the responsibilities of individual and team in achieving objectives. At Extra mile Care Company, the basic responsibilities of their staffs both individual and a team in achieving objectives are outlined by the manager or in the staff contract letter. Responsibilities of carers at extra mile care company for their clients arePersonal car e, which includes washing, bathing, showering, assistance with dressing/ undressing, toileting, etc.Assistance with medication.Shopping.Preparing and grooming meals and snacks.Laundry.Health hygiene cleaning.Community access.Emotional support.This will become the individual or team responsibilities, only if they agree to carry out the responsibility.1.4 Identify the need to create an environment of trust and support with othersFisher (2006) suggested that managers who build trust within their team are more likely to create an environment of nudeness where people feel good about themselves and others. Trusted colleagues helps people to accomplish their work, and people work better if they are treated with respect, support trust and honestness by those they work for. At extra mile, the manager realised the importance of creating an environment of trust and support with others because it helps in many ways such asCooperation between individual and teamIncrease in loyalty and commit ment from those they manageIncrease in enumerate of good working relationshipsDecrease the number of difficulty relationship by converting them to neutral.Ashok (2010) also stated that low trust environment people suffer as they cannot work to the full potential receivable to lack of support from others which puts hurdles on growth, coexistence and co-operation.2.1 Evaluate and assess individual and team performance against objectivesAccording to Cristina et al (2003) it is a basic funda psychical of any organisation is to design how to evaluate and access performance of both team and individual member, and the assessment should be focus on the team and individual outcome. At extra mile, evaluation is undertaken toSet performance objectivesAssess past performanceHelp cleanse current performanceAssesses training and development needs realized channel of communicationFacilitate review of employeesDevelop human relation skills of the assessors.Extra mile evaluate and assess their st aff and team performance against objectives by the outcome of their performance and the organisation mainly does this evaluation so as to know whether or not the individual is meeting up the companys objectives. And in process the term of quantity, time and cost of employee is also measured. Also its a systematically evaluation of individual and team employees job-related strengths and weaknesses to a set of pre-defined organisational standards. Generally Organisation assesses team outcomes like quality, quantity, creativity cost, and timeliness of the team deliverable.2.2 Identify methods of providing feedback to individuals and teams on performanceWilliams and Curtis (2005) stated that, regular feedback based on objectives assessments of performance need to be given. Feedback is a discussion between people which reveals back how another person sees someone elses demeanour or performance. At Extra mile, given feedback is part of an assessments and about behaviour or an activity w hich highlight something well done or offering suggestion about how to do something better, and it is an important role that has to be carried out by the manager(s) and the reason for carrying out feedback is to hold in that staffs are satisfied with their objectives and to see how the individual or team performs in their objectives, also to check if there is anything that has to be better in the organisation Methods of providing feedback at extra mile are in drawing waysSelf-assessmentVerbal feedback to individualsVerbal feedback to teamOne-on-one feedbackFeedback on behaviourFeedback on informationFeedback on performanceFeedback is a critical for extra mile Care Company because of the nature of the job, so as to learn how to improve their performance and suggestion on what to do in improving the staff performance in achieving their objectives should be discuss during the feedback.2.3 Identify the causes of conflict, and describe strategies to understate or prevent conflictAccor ding to Harris et al (2001), when conflicts arises, managers and supervisors who are in a position to influence and affect the attitudes and actions of those in disagreement may find it assistive to order the causes and feelings of the parties involved. At extra mile conflict sometimes arise between colleagues, competitors and even clients. And once this occur, the manage will first of all identify the cause of that conflict and then find solution the that conflict if in any case is beyond what he can do then he will seek the advice of those are superior to him/her.The identified causes of conflict that has occurred in the organisation are omit of trustDifferent personal valuesLack of participationLack of resourcesNot achieving objectivesStrategies to minimise or prevent conflictsEffective communicationParticipation in decision-makingTeam buildingProvision of flexibilityStrategies to minimise conflict should be design in other to prevent, minimise and resolve conflict in the insti tution that will result in effectiveness and expertness at individual and institutional level. Gupta (2007)2.4 Explain testifying systems for performance assessment for individuals or teamsAccording to() recording system for performance assessment is a bountiful personality in field of human resources, it is a document in an organisation that serves as evidence of an activity of transaction formed by the organisation. Recording system at extra mile is a systematic, periodic and impartial record of an individual or teams activities in the matters pertaining to their present job.Processes of recording system at extra mile areA content analysis- describe content in the organisation that needs recordingA file plan- indicate where record are to be kept and how long to keep the recordsA compliance requirements document- rules that organisation must followProcess for holding records- needed when event such as litigations occursUnmanaged recording system makes the performance of duties more difficult, costs organisations time, money and resources.3.1 Explain a performance melioration passPerformance improvement cycle is a process that design, measure, assess and improve performance of organisation strategies. And the ultimate goal is to allow the organisation to meet its goals. Joint commission recourses (2001). Performance improvement circle is an integral part of Extra Mile Care Company, and the company has determined to continuously improve their performance and demonstrate the quality of their service. These are process of improvement circle at extra mile namelyDesign this is a stage that requires identifying the main aim of the organisation and for the process and design that allows it to achieve its objectivesMeasure- this is a stage provides a process on how well the organisation has achieved their aims.Assess this is a process where the company set their priority on what has to be achieved, and the assessment opportunity enables the organisation to ran k prioritiesImprove- improvement actions are based on the results of measurement and assessment, at this stage the company would have known the areas thats they need to improve and implement specific innovations, which involves redesigning the process. Effective management of individual performance rests on managing the performance cycle.3.2 Discuss the indicators of poor performanceAccording to DuBrin (2008), poor performance is an ineffective job performance that does not meet the required standards for achieving the organisation objectives. Ineffective performers lower the growth of organisational objectives directly by not accomplishing their fair allocate of work, by so doing it lowers the organisation productivity and for this reason it is very important to deal with issues of poor performance in the organisation. At extra mile Care Company, consequences of poor performance are enormous and the HR manager ensures that they effectively manage the staffs to the required standar d of the organisation.Indicators of poor performance areEmployee-Insufficient mental ability and education,Insufficient job knowledge,Low motivation,Excessive absenteeism and tiredness,Alcoholism and drug addictionLatenessManager-Inadequate communication about job responsibility,Inadequate feedback,Negative and untrusting attitude,Bullying.Organisation-Organisation culture that tolerates poor performance,Intentional threat to job security,Reduce productivityChanges in policies without staff consultationEffective methods to deter underperformanceFor any organisation to handle poor performance successfully, certain factors have to be considered such asThe manager(s) has to be confident and competent to tackle underperformanceThere must be a clear communication between managers and staffMutual trustEffective performance management systemsOrganisational culture that encourages employee involvementJoint objective considerationGood staff development practicesPoor performance is legally defined as when an employees behaviour or performance might fall below the required standard3.3 Evaluate methods that support performance improvementPerformance improvement is a way of analysing performance problem and finding a means to ensure good performance. The methods of improving performance of staffs at extra mile is by improving their performance in achieving objectives in areas that the individual or team are not meeting up with their goals, and also appraising and rewarding individuals for job well done.Methods that support extra mile care companys staffs are as followTraining- we give our staffs the best training so as to perform to the best of their ability when carrying out their jobsMotivating- we motivate our staffs so that they can feel the sense of be to the organisation, and also encourage them and acknowledge the work they have done.Rewards- it is our culture to reward any staff that carry out his or her duties effectively every month, and we do this so as to en courage others to perform better.Job security- we try as much as possible to keep our staffs who are willing to stay in their job and we also provide them with benefit such as sick pay, holiday pay and so on.Salary- we increase salary of our staff that are with the company for a number of year and we make sure sire that our staffs receive the best salary among other competitors.These are methods in which we support the performance of our staffs. stock-still we make sure the cost of the training is justified by the improvements in productivity and performance its likely to bring.4.1 Discuss the organisations disciplinary and musical score military operations disciplinal and grievance procedures are basis which provides clear and transparent ways for dealing with difficulties which may arise as part of working relationship from either employers or employees perspectives. (http//www.cipd.co.uk)At extra mile care company, organisations disciplinary and grievance procedure is a set of standards of performance and conduct reinforced by company rules. The reason for Disciplinary and grievance procedures is to ensure that every staff of EMCC is treated the same way in the similar circumstance, and also to make sure that issues are dealt with fairly and reasonably.Reasons why disciplinary procedures are needed at emcc are as followsEmployer know what action to take when there is a problem with employeeTo enable staffs to make reserve decisionSolving matters without finish up in tribunals if minor.To enable employer and employee agree to suitable goalsSet as a set of rule that governs the look of both emcc and its staffsReasons why grievance procedures are needed at extra mile areTo provide the staffs the cause of action if they have complaintSolving matters without ending up in tribunalsCreates a point of contact to resolve issuesGives employee what action to take if a dispute cannot be solved informally.Disciplinary and grievances are rules and procedures help t o promote orderly employment relations as well as fairness and consistency in the treatment of individuals and also provide guideline for attachment to the rules. All this a backed up In a legal document in the UK.4.2 Identify the role of the manager in both a disciplinary and a grievance procedureThe role of managers in both disciplinary and grievance procedure is to implement the disciplinary action when necessary also to make sure that the issue that arise is resolve with involvement of external body such as ACAS. There are several stages where the manager enforces their federal agency in disciplinary and grievance proceduresRole of manager in disciplinary procedure at Extra mile care companyManagers gives verbal exemplification if the offence is minorManagers gives written warning for a subsequence minor offense or more serious offenceManagers gives final warning for tell offences or a very serious offenceIt also the role of manager to dismiss an employee if an employee comm its gross misconduct.Role of manager in grievance procedure at extra mile care companyManager investigate the complaint within the departmentIf matter still not resolve, it will be investigated by a more senior manager (if any)Finally if the compliant is beyond the organisation grievances procedure, it may be pursued outside the organisation such as ACAS.4.3 Summaries the key aspects of legislation that applies to an organizations disciplinary and grievance proceduresLegislation that applies to organisation under April 2009 Code of Practice 1, is design to help employers and employee deal with disciplinary and grievances home in the workplace.Legislation that applies to disciplinary procedures areEstablish the facts of each caseInform the employee of the problemHold a meeting the employee to discuss the problem proffer employee with an opportunity to appealLeg that applies to grievances procedures areEmployee must know the nature of grievancesHold a meeting with employee to discuss grivancesAllow employee to be accompanied at the meetingDecide on appropriate actionAllow the employee to take grievances further if not resolvedIn conclusion, the purpose ofArun, K., Rachana, S., Principles of business management Vishal Enclave, forward-looking Delhi 27. 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