250 word response

Michelle C. Lerma

Davenport University

MGMT 645

Dr. C. AUSTIN

Communication

 

Introduction

It takes a collaborative effort to raise children in today’s society.  Parents whether they are in a mutual relationship or not must find a way to be consistent in their communication and decision making process involving the child or children.  Ultimately, the decisions made between both parents require the most positive outcome for the child’s welfare.  It takes a team of two parents (or depending on one’s situation 3-4) to guide their child in a direction most beneficial for the child’s future.  “Teams are groups of two or more people who interact and influence each other, are mutually accountable for achieving common goals associated with organizational objectives, and perceive themselves as a social entity within an organization” (McShane, 2013).  In this analogy the parents are the organization and the achievement of the common goal is the success of a young child becoming a well-rounded responsible adult.  Parents must be in constant interaction with each other and are accountable for the safety and security of the child.  In an organization, the achievement of the common goal is the progression of the positive growth on the financial statements.  All employees no matter what position one holds in the organization must be in constant interaction with each other and be held accountable for the success of the organization.

Abstract

Alaskan Tire Corporation collectively made a decision to redesign its production facilities around a team-based system.  Decision makers within the organization recognized “that under the right conditions, teams make better decisions, develop better products and services, and create a more engaged workforce than do employees working alone” (McShane, 2013).  In the ever evolving industrial era we live and work in, it is imperative that the workforce continues to improve on the processes of the organization.  “Personnel has become a more and more important asset for today’s growing organizations, due to this, motivating ones personnel has become of high priority for the directors and management of these organizations” (Alhgren, Andersson, Skold, 2007).  One of the advantages of building a team based system is the creativity and knowledge employees can share with one another.  Employees are highly motivated in a team environment for three reasons: “employees have a drive to bond and are motivated to fulfill the goals of groups to which they belong, people are more motivated in teams because they are accountable to fellow team members who monitor performance more closely than a traditional supervisor, and under some circumstances performance improves when employees work near others because coworkers become benchmarks of comparison” (McShane, 2013).  The president of Alaskan Tire Corporation has an obligation to the organization and its employees to explore the idea of team based performance.  An opportunity lies in visiting companies very similar to the dynamics to Alaskan Tire Corporation using a team based performance.  The president can then formulate a plan and build an individual and team based performance reward system.  According to a study conducted, “a 75/25 rule apply…a well-balanced performance reward program consists of 75% emphasis on individual behavior and 25% emphasis on team behavior” (Mitchell, 2013).  The president of the Alaskan Tire Corporation should model the team based performance based on various resources and observations.  In doing so, the organization and employees can thrive on individual accomplishment as well as that of the team accomplishment. 

 

Conclusion

It is difficult to gage the reward system in all organizations.  There are organizations that develop products and/or services more efficiently and effectively by means of teams and individuals alike.  I do not believe that one set way of rewarding employees is best.  Having a combination of both individual and team based reward system in place will ensure the growth of the organization.  It will solidify the organizations’ stability and longevity in a global market.

 

 

References

Ahlgren, A.,  Andersson, I.,  Skold, H. (2007). Bachelor Essay In Management Control.  Individual vs. Team Based Reward Systems.  School of Business Economics and Law: Goteborg University.

 

McShane, S.  &  Von Glinow, M. (2013).  Organizational Behavior (6th ed.).  New York, NY: McGraw-Hill.

 

Mitchell, B. (2013).  Snowfly.  Individual vs. Team Rewards 75/25 Rule.