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Performance Appraisal System

The employer should ensure fairness in pay differences for persons doing the same job. Outcomes or rewards divided by inputs or contributions by the individual should be equal to outcomes or rewards divided by inputs or contributions by the whole team. This statement explains the individual equity theory and if the two sides are true, the team members will have fairness perception leading to motivation, commitment and improved performance. Employees should gain from their hard work as individuals, because their individual efforts lead to team success.

The returns to their hard work should impact team’s success. Incase a team reaches the objectives set, some benefits should accrue to all the team members for them to have a goal oriented behavior. Appreciation and acknowledgement for team’s success psychologically motivates team members. Any appreciations for work well done should reflect to the particular member’s earnings as if the success was an individual one. (Jeffrey, 2009 p. 6-21) STRATEGIES TO DISCOURAGE SOCIAL LOAFING: Individual team member’s responsibilities should be well defined.

Each member’s role or duty towards the team success should be well understood for social loafing to be discouraged. This helps each member to understand the part they will play for the team spirit

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to be uplifted. Individual member’s duties should be tracked precisely. The manager should ensure that the collective reaching of objectives by the team is enabled by each member doing their part to every single requirement. To avoid the downward spiral by members loosing their morale, the supervisor should clarify each member’s role upfront.

Tracking precisely and publicizing each member’s contributions to the team’s efforts will make each individual work harder. The reason for this tracking should be explained to the members so as not to undercut the team’s cohesiveness. There should be embracing of collective values more than individual values. Members should view themselves as part of a team first and then their individuality should come next. The issue of culture should also be considered incase an organization is a multinational one. Some members may be from a national culture emphasizes on individuality in attaining objectives or goals.

(Mcfarlin, 2009 p. 24-35) INDIVIDUAL EMPLOYEE RESPONSIBILITIES TORWARDS THE TEAM: All team members should posses some integrity, commitment and work ethics values for the team to succeed as a whole. Decisions made within the team should be done intelligently with every member embracing some professional ethics due to the personal commitment to the team. Team members should be doing early homework to understand what is exactly expected of them. Employees should be planning with the manager to have work schedules in order to meet deadlines and manage time better.

This cooperation with the team leader leads to an efficient utilization available resources or assets and ensures the taking of responsibilities by team members. Organization’s resources should be utilized with care by individual team members to ensure that profits are maximized at the lowest cost possible. Members of the team should be dear participants with active listening or participation, because this leads to good team playing and unity for common purpose and objectives. Individuals should embrace punctuality and regularity to avoid delays and to be organized better.

Cleanliness by member should be second to Godliness. Members should try to maximize output with cost effectiveness. Employees should have creativity in thinking and give suggestions to the mangers of the team. (Madan, 2008 p. 16-24) REFERENCES: Madan, P. (2008). Individual Employee Responsibility towards the Team. New York: Nerd Press. Jeffrey, A. (2009). Individual Equity on Team Performance. New York: Harcourt and Brace. Mcfarlin, D. (2009). Discouraging Social Loafing. London: Oxford University Press.

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