I was also thought on certain characteristics of an effective teams. According to Secondhand Smith (1993), a team Is a small number of people with complementary skills who are committed to a common purpose, performance goal and approach for which they hold themselves mutually accountable. I was also thought about the development process of team and group, which involves forming, storming, morning, performing, and adjourning. Not only that we were also thought about De Boon’s Six Thinking Hats (1985). Reflection At the end of this lecture, learned on how to manage a team and a group of people.
I was able to to differentiate between group and team, and also I learn about management skills that a individual should have. Not only that, I also learn about characterless an effective team and groups. And finally I came to a conclusion, when managing a team or a group, the most Important thing Is the co-operation of the members and how clear a managers instruction to his team members. Tutorial 3: Managing Teams And Groups Activity space ship to escape planet Earth due to global warming, and I was given option to choose seven people to board the ship and Justify the reason
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The second activity is we have to provide reason why don’t teams or groups work effectively. And the third activity is about what are the actions can be taken to improve teams effectiveness. Personal Contribution My contribution for the first activity, I choose seven people by separating them with skills they have and choose the top seven. For example Gordon Brown, Sir Alan Sugar, Sir Stephen Hawking and few others. For the second activity, different perspective of thinking in team members causes ineffectiveness in work of a team or a group. For he third activity, by encouraging others to speak, we can have more ideas.
Group Contribution While discussing about this activity, for the first activity, my team echoed the seven people , five of their skills and another two a married couple in order to save the next future. The second activity, idea domination causes ineffectiveness in work of a team because when one is speaking and the rest are Just listening, there is no two way communication, to bring some ideas. For the third activity, to improve teams teamwork, we decided that we should encourage other to speak, use a common engage to others understand the topic clearly.
As A Business Manager In future as a business manager, I would encourage my team members to provide ideas and suggestions. I also would do some ice breaking session to avoid one person to dominate the whole session. Reference Jinn Seat Lee (2013) Lecture Note:Managing Teams And Groups Malaysia SEG College, Koala Lump Lawrence, J. Stigma, Carl,D. McDaniel 2008 The Future of Business: The Essentials, South Western Coinage Learning. Lecture 4 : Delegation and Managing your Manager plus Managing yourself Before attending this lecture, delegation is someone who is chosen and given authority’s act on behalf of them.
Managing my manager is likely to show my extra skills and also show my manager, that I am able to do works that has been assigned to me perfectly. Managing myself is more to being discipline toward work and also in attitude. When I attended this lecture, I was taught on delegation and also to manage our managers, and also about the terms that differentiate delegation and effective delegation, managers expectations toward the worker, and how to manage ourselves. I was also taught on certain problems with some managers.
According to Watson ND Gallagher (2005) certain ways on how to manage our manager, is find out what they expect from his staff, find out the best way , times and places to discuss issues with them, avoid open confrontation and some others. I was also taught on certain ways on how to impress my manager such as being honest and open, don’t involve in issues unless necessary, respond quickly to requests and provide protection when required. Reflections how to manage myself.
I was able to differentiate delegation and effective delegation, and I also learn about problems with certain managers. Not only that, I also learn bout managers expectations toward their staff Tutorial 4 : Delegation and Managing your Manager plus Managing yourself The first activity for this tutorial, I were given examples on some manager’s faults such as the manager is hard to get hold off, indecisive, vague, disorganized and more others, as a staff how do I find the solutions for my managers faults.
The second activity for this tutorial, I were asked what are the approaches should I use to persuade my manager to give me a pay increase. My contribution for the first activity, if the manager is hard to get hold off, I will leave note as a reminder or talk to his personal secretary. If my manager is indecisive, I will provide suggestions to think about and also to make good decisions. For the second activity, I would show good performance in work and also in attitude persuade my manager to give me a pay increase.
While discussing about this tutorial, for this first activity group member provide solutions such as if my manager is hard to get hold off we will email over to manager , if my manager is vague, we will double confirm with our manager on what to do or if my manager is disorganized, we would keep copy of records and so much ore. For the second activity, the approaches such as when we find a back up to persuade our manager to give a pay increase.
As a Business Manager In future as a business manager, I would set reminder on my programmer, activities with my staff and also will be organized to avoid misunderstanding between me and References Jinn Seat Lee (2013) Lecture Note: Delegation and Managing your Manager plus Managing yourself. Malaysia SEG College, Koala Lump Reese, D and Porter,C. Skills of Management 2008 6th Eden, Coinage Learning MEME. Moored, T. Principles of management 2004 2nd Eden, Seagate Publishing Limited
Before attending this lecture, assessing the performance of workers is a measurement of workers performance and also their achievement in work. As return for their performance they will receive reward in forms of bonuses and promotions. Before attending this lecture I don’t know how does a manager measure the performance. As what I know before this it was Just by monitoring a staff during working hours, their discipline and attitude toward work. When I attended this lecture, I was taught on how to assess the performance of workers such as observe them, measure their productivity, and asking questions to there.
According to Bankable, P and Kay, R , 2008; a performance appraisal is a process that is commonly used throughout many organization to evaluate or appraise an employee performance in the past, and to consider how to maximize the employees future contribution. I was also taught on typical appraisal process, and appraisal life cycle. Not only that, I was also taught on the outcomes off appraisal which every employee must know. At the end of this lecture, I learned on how to measure and assessing the performance of workers.
I also learned about the importance of appraisal and performance management. Not only that, I also have learned about the problems that could occur with appraisal, outcomes of appraisal. Finally, I learned about performance management also about the systems that has involved. The activity for this tutorial, my tutor provided us with an appraisal form, and we have given three questions linked with the appraisal form. The first question is about the problems with the appraisal form.
The second question is about a situation, if I were a manager how would I feel with he appraisal form. The third question is about as an employee what would my reaction be when faced with the opportunity for an appraisal discussion. My contribution for the first question , the problems with the appraisal form is they should provide areas to evaluate a staff. In the appraisal form most of the areas are blank and the appraisal form needs more detail regarding the performance of the staff.
For the second question, if I were a manager having to complete the form, it is would be really difficult because the appraisal form is really confusing and it needs more detail to be covered. The scoring method that has been used is not measurable. For the third question, as an employee, I would be stressed when faced tit the opportunity for an appraisal discussion Learning Points From this tutorial I have learned the importance of appraisal form to measure the performance of employee.
Secondly, I have learned the purpose of the appraisal form, and the good example and bad example of appraisal form. Finally, I have learned that a appraisal form which is not detail and clear on the purpose might spoil the scoring performance of the employee. In future as a business manages, when I would measure the performance of my employee, I would create an appraisal form which is not confusing and which could over all areas of my employee in work Jinn Seat Lee (2013) Lecture Note: Assessing the Performance of Workers David, N.
Municipal Benchmarks: Assessing Local Performance and Establish Community Standards. 3rd Eden, Library of Congress Cataloging. Kevin, R. Et al. Understanding Performance Appraisal: Social. Organizational, and Goal-Based Perspective. Sage Publications Before attending this lecture, counseling was Just like advancing others what is go and what is bad or advancing others on their work. Counseling can be done in any field such as personal, work, attitude, or discipline. Counseling workers normally involves work, attitude and discipline in work.
When I attended this lecture, I was taught on counseling. Counseling is a discussion between two people one of whom is trying to understand and help other resolve the problems. I was also taught on needs for counseling, types of counseling, stages in counseling, skills of counseling and issues of ethics. Counseling a worker it covers job performance, issues, changes in workplace, dismissal, and so much more. I also learn about two main styles of counseling such as directive and non-directive.