Discussion Topic.

DISCUSSION QUESTION GUIDELINES

Introduction – Students must always introduce their topic

Team productivity is a multi-step process that involves increasing your employees’ satisfaction with their jobs and giving them the tools to effectively perform assigned tasks. Smith (2010) stated that employee relations, training and compensation benefits all play a part in improving team productivity. Managers must considering external and internal factors that might be hindering productivity, such as insufficient training or personality conflicts, will help managers decide how to best motivate their team (Smith, 2010)

Body – Answer all parts of the question in the body

In today’s complex and collaborative workplace, the real challenge is to manage not just your personal workload but the collective one, As per Saunders, (2018) managers must “set the strategic vision” and serve as “the buffer for unreasonable expectations” from the rest of the organization. Additionally Saunders stated that leaders encourage good teamwork and give teams the authority to make decisions based on what they see is right. According to Bamberger & Levi (2009) smart team leaders and team members learn how to work well within a team since that is becoming more and more important in all fields of work. To excel as a first step teams should develop a work plan that can serve as a process map of the critical tasks and capabilities required to complete the project. Bamberger & Levi further stated that the second step is to make sure that everyone understands the team’s goals in the same way. Team members frequently start out believing that they share an understanding of their goals only to discover this is erroneous when they begin developing performance measures. After the goals have been confirmed, the appropriate team members should develop individual measures for gauging the team’s progress in achieving a given goal and identifying the conditions that would trigger an out-of-bounds review. In addition, each member should come to the next meeting with two or three gauges that he or she considers most effective for monitoring his or her functional area Bamberger & Levi (2009). In an attempt to push team members to focus on overall goals and the total value-delivery process as they develop measures, they should be encouraged to include process measures. Rewards are a powerful tool used for employee engagement. As per Saunders (2018) recognizing and rewarding your employees effectively is crucial for retaining top talent and keeping employees happy. For an increasing number of organizations, implementing a compensation plan that rewards employees for successful teamwork provides great synergy with their organizational model. Companies that have such plans take various approaches to structuring team-based rewards, including programs such as incentive pay, recognition, profit sharing and gainsharing (Saunders, 2018).

 

Conclusion/Summary – All responses must have a Summary/Conclusion which restates the main points of the question

Team members who work effectively with one another have the capacity for increased productivity (Bamberger & Levi, 2009). Successful teams comprise members who have an understanding of their own roles in the group and an understanding of the responsibilities of their teammates as well. As per Saunders, (2018) the key to successful employee rewards is being creative and thoughtful. Many companies have even begun to use rewards for recruiting as they have become a part of their company culture.

Reference- Authors last name from A-Z

Bamberger, P. A. & Levi, R. (2009). "Team-based reward allocation structures and the helping behaviors of outcome-interdependent team members, Journal of Managerial Psychology 24(4), 300-327.

Saunders, R. (2018). Team Productivity and Individual Member Competence. Journal of Business. 11(4), 431-504. https://doi.org/10.1177/104649648001100408

Smith, J. (2010). The effects of task complexity and time pressure upon team productivity. Journal of Applied Psychology, 44(1), 34-38. http://dx.doi.org/10.1037/h0039877