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Team Management
Team management is the ability of an individual or an organization to administer and coordinate a group of individuals to perform a task. Team management involves teamwork, communication, objective setting and performance appraisals. Moreover, team management is the capability to identify problems and resolve conflicts within a team. There are various methods and leadership styles a team manager can take to increase personnel productivity and build an effective team. In the workplace teams can come in many shapes and sizes who all work together and depend on one another. They communicate and all strive to accomplish a specific goal. Management teams are a type of team that performs duties such as managing and advising other employees and teams that work with them. Whereas work, parallel, and project teams hold the responsibility of direct accomplishment of a goal, management teams are responsible for providing general direction and assistance to those teams. Elements of a healthy ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Teamwork
Teamwork is the collaborative effort of a group to achieve a common goal or to complete a task in the most effective and efficient way. This concept is seen within the greater framework of a team, which is a group of interdependent individuals who work together towards a common goal. The four key characteristics of a team include a shared goal, interdependence, boundedness and stability, the ability to manage their own work and internal process, and operate in a bigger social system. Basic requirements for effective teamwork are an adequate team size. The context is important, and team sizes can vary depending upon the objective. A team must include at least 2 or more members, and most teams range in size from 2 to 100. Sports teams generally have fixed sizes based upon set rules, and work teams may change in size depending upon the phase and complexity of the objective. Teams need to be able to leverage resources to be productive (i.e. playing fields or meeting spaces, s ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Scientific Management
Scientific management is a theory of management that analyzes and synthesizes workflows. Its main objective is improving economic efficiency, especially labor productivity. It was one of the earliest attempts to apply science to the engineering of processes to management. Scientific management is sometimes known as Taylorism after its pioneer, Frederick Winslow Taylor. Mitcham, Carl and Adam, Briggle ''Management'' in Mitcham (2005) p. 1153 Taylor began the theory's development in the United States during the 1880s and 1890s within manufacturing industries, especially steel. Its peak of influence came in the 1910s. Although Taylor died in 1915, by the 1920s scientific management was still influential but had entered into competition and syncretism with opposing or complementary ideas. Although scientific management as a distinct theory or school of thought was obsolete by the 1930s, most of its themes are still important parts of industrial engineering and management to ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Reliability
Reliability, reliable, or unreliable may refer to: Science, technology, and mathematics Computing * Data reliability (other), a property of some disk arrays in computer storage * High availability * Reliability (computer networking), a category used to describe protocols * Reliability (semiconductor), outline of semiconductor device reliability drivers Other uses in science, technology, and mathematics * Reliability (statistics), the overall consistency of a measure * Reliability engineering, concerned with the ability of a system or component to perform its required functions under stated conditions for a specified time ** High reliability is informally reported in " nines" ** Human reliability in engineered systems * Reliability theory, as a theoretical concept, to explain biological aging and species longevity Other uses * Reliabilism, in philosophy and epistemology. * Unreliable narrator, whose credibility has been seriously compromised. * Discrediting anyth ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Goal
A goal is an idea of the future or desired result that a person or a group of people envision, plan and commit to achieve. People endeavour to reach goals within a finite time by setting deadlines. A goal is roughly similar to a purpose or aim, the anticipated result which guides reaction, or an end, which is an object, either a physical object or an abstract object, that has intrinsic value. Goal setting Goal-setting theory was formulated based on empirical research and has been called one of the most important theories in organizational psychology. Edwin A. Locke and Gary P. Latham, the fathers of goal-setting theory, provided a comprehensive review of the core findings of the theory in 2002. In summary, Locke and Latham found that specific, difficult goals lead to higher performance than either easy goals or instructions to "do your best", as long as feedback about progress is provided, the person is committed to the goal, and the person has the ability and knowle ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Team Effectiveness
Team effectiveness (also referred to as group effectiveness) is the capacity a team has to accomplish the goals or objectives administered by an authorized personnel or the organization. A team is a collection of individuals who are interdependent in their tasks, share responsibility for outcomes, and view themselves as a unit embedded in an institutional or organizational system which operates within the established boundaries of that system. Teams and groups have established a synonymous relationship within the confines of processes and research relating to their effectiveness (i.e. group cohesiveness, teamwork) while still maintaining their independence as two separate units, as groups and their members are independent of each other's role, skill, knowledge or purpose versus teams and their members, who are interdependent upon each other's role, skill, knowledge and purpose. There arsix different team effectiveness modelsincluding Rubin, Plovnick, and Fry's GRPI model, the K ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Team Building
Team building is a collective term for various types of activities used to enhance social relations and define roles within teams, often involving collaborative tasks. It is distinct from team training, which is designed by a combine of business managers, learning and development/OD (Internal or external) and an HR Business Partner (if the role exists) to improve the efficiency, rather than interpersonal relations. Many team-building exercises aim to expose and address interpersonal problems within the group. Over time, these activities are intended to improve performance in a team-based environment. Team building is one of the foundations of organizational development that can be applied to groups such as sports teams, school classes, military units or flight crews. The formal definition of team-building includes: * aligning around goals * building effective working relationships * reducing team members' role ambiguity * finding solutions to team problems Team building is one o ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
360 Degree Feedback
360-degree feedback (also known as multi-rater feedback, multi source feedback, or multi source assessment) is a process through which feedback from an employee's subordinates, peers, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered. Such feedback can also include, when relevant, feedback from external sources who interact with the employee, such as customers and suppliers or other interested stakeholders. 360-degree feedback is so named because it solicits feedback regarding an employee's behavior from a variety of points of view (subordinate, lateral, and supervisory). It therefore may be contrasted with "downward feedback" (traditional feedback on work behavior and performance delivered to subordinates by supervisory or management employees only; see traditional performance appraisal), or "upward feedback" delivered to supervisory or management employees by subordinates only. Organizations have most commonly utilized 360-degree fe ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Peer Appraisals
Peer may refer to: Sociology * Peer, an equal in age, education or social class; see Peer group * Peer, a member of the peerage; related to the term "peer of the realm" Computing * Peer, one of several functional units in the same layer of a network; See Peer group (computer networking) ** Peer (networking), a computer system connected to others on a network ** Peer, a computer network in a voluntary interconnection of administratively separate Internet networks in peering Organizations * Partnership for European Environmental Research, a network of seven European environmental research centres * Public Employees for Environmental Responsibility, an organization of anonymous public employees promoting environmental responsibility People Given name * Peer Åström (born 1972), Swedish composer, lyricist, musician and record producer * Peer Guldbrandsen (1912–1996), Danish screenwriter, actor, film director and producer * Peer Hultberg (1935–2007), Danish author and psychoa ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Performance Appraisals
A performance appraisal, also referred to as a performance review, performance evaluation,Muchinsky, P. M. (2012). ''Psychology Applied to Work'' (10th ed.). Summerfield, NC: Hypergraphic Press. (career) development discussion, or employee appraisal, sometimes shortened to "PA", is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Performance appraisals are most often conducted by an employee's immediate manager or line manager. While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good. It is an element of the principal-agent framework, that describes the re ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Feedback
Feedback occurs when outputs of a system are routed back as inputs as part of a chain of cause-and-effect that forms a circuit or loop. The system can then be said to ''feed back'' into itself. The notion of cause-and-effect has to be handled carefully when applied to feedback systems: History Self-regulating mechanisms have existed since antiquity, and the idea of feedback had started to enter economic theory in Britain by the 18th century, but it was not at that time recognized as a universal abstraction and so did not have a name. The first ever known artificial feedback device was a float valve, for maintaining water at a constant level, invented in 270 BC in Alexandria, Egypt. This device illustrated the principle of feedback: a low water level opens the valve, the rising water then provides feedback into the system, closing the valve when the required level is reached. This then reoccurs in a circular fashion as the water level fluctuates. Centrifugal governors we ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Conflict
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected. There are disputes over how revenues should be divided, how the work should be done, and how long and hard people should work. There are jurisdictional disagreements among individuals, departments, and between unions and management. There are subtler forms of conflict involving rivalries, jealousies, personality clashes, role definitions, and struggles for power and favor. There is also conflict within individuals – between competing needs and demands – to which individuals respond in different ways. Type Conflict affecting organizations can occur in individuals, between individual and between groups. Conflicts within work groups are ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Vulnerability
Vulnerability refers to "the quality or state of being exposed to the possibility of being attacked or harmed, either physically or emotionally." A window of vulnerability (WOV) is a time frame within which defensive measures are diminished, compromised, or lacking. The understanding of social and environmental vulnerability, as a methodological approach, involves the analysis of the risks and assets of disadvantaged groups, such as the elderly. The approach of vulnerability in itself brings great expectations of social policy and gerontological planning. Types of vulnerability include social, cognitive, environmental, emotional or military. In relation to hazards and disasters, vulnerability is a concept that links the relationship that people have with their environment to social forces and institutions and the cultural values that sustain and contest them. “The concept of vulnerability expresses the multi-dimensionality of disasters by focusing attention on the totality of ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
