Team Performance, Productivity and Rewording Teamwork
Module 2 focuses on performance, productivity, and rewarding teamwork. Based on your understanding, discuss the following.
Discuss how to access team productivity:
What conditions need to be in place for teams to excel and why?
Suggestion ways to design teamwork so that threats to performance is minimized
As a manager, how would you reward teamwork?
Specific Instructions:
Read and respond to your classmates’ posts. See class posting/discussion requirements.
Be sure to support your work with specific citations from this week’s Learning Resources and any additional sources.
Read a selection of your colleagues’ postings.
Respond to at least 3 your colleagues’ postings in one or more of the following ways:
• Ask a probing question, substantiated with additional background information, evidence or research.
• Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives.
• Offer and support an alternative perspective using readings from the classroom or from your own research in the Walden Library.
• Validate an idea with your own experience and additional research.
• Offer and support an alternative perspective using readings from the classroom or from your own research in the Campbellsville University Library
• Make suggestions based on additional evidence drawn from readings or after synthesizing multiple postings.
• Expand on your colleagues’ postings by providing additional insights or contrasting perspectives based on readings and evidence.
Return to this Discussion several times to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of the comments your colleagues made.
class mate 1:
There are many procedure to get to group efficiency like:  
1. Set and track achievable objectives:  
To begin with, you need to advance back and consider what precisely you need your group to chip away at. Characterize enter objectives and mull over your group’s ability to execute on them.  
Bear in mind to keep the objectives feasible. Relegating one substantial undertaking even with a sensible due date could be overpowering. On the other hand, breaking huge tasks into littler cycles demonstrates clear advance and spurs partners as they push ahead the last item.  
2. Elucidate parts and errands:  
The subsequent stage is meeting with your colleagues one-on-one to impart the needs and desires for their parts. As a matter of first importance, portray them the best a few high need assignments you need them to center around.  
At that point try to clarify the outcome you are endeavoring to accomplish. Lastly, escape their direction—give your representatives the opportunity to work in the most ideal way.  
3. Give and get input:  
Build up a culture of trust in your group giving helpful, significant criticism all the time. For example, get some information about the difficulties your representatives confront, how you can enable them to cut their opportunity all the more adequately, and whether they require more assets. Try not to waver to utilize the accompanying inquiries with a specific end goal to influence the input to process less demanding:  
Are the built up targets still important?  
Is there any advance on the work? If not, why? Do some burrowing to reveal the foundation of the issue.  
Is the workload achievable and reasonable?  
4. Try not to give gatherings a chance to destroy your profitability:  
Enhance the way you run gatherings. Despite the fact that gatherings have a terrible notoriety as far as execution, you unquestionably require them to share data and decide. What you require is to welcome just those individuals who should be included, make an objective arranged plan, and to entirety up each gathering with clear resolutions. As an outcome, the quantity of over the top gatherings will bit by bit diminish.  
5. From an adobe of inaction to a space of execution:  
Redesign office space if representatives are awkward with the present format. How precisely would it be a good idea for you to do it? Well… Only your group and your sort of work process know the appropriate response.   
The highlights that a group must have to be effective are:  
1. Correspondence:  
Correspondence is the essential establishment that influences a group to exceed expectations, clear equivocalness, address concerns. It helps in return of information and supports straightforwardness.  
2. Conscious and Supportive:  
It should be noticed a group is as fruitful as the weakest connection. In a similar vein, each colleague is imperative and for a group to be fruitful and exceed expectations it is judicious that the group underpins every part and their voices are heard.  
3. Open and willing to share:  
The greatest favorable position each group has over a gathering of individual is that its individuals approach total information.  
4. Conferred:  
It is imperative for everybody in the group to be submitted and that prompts a bound together vision of the objective and goes about as an establishment to an effective group.  
5. Dependable:  
On the off chance that in a group there are individuals who can’t be depended on as respects e.g. doing their assignments on time, the group won’t work legitimately .Obviously this additionally requires assume that can be worked after some time and normal working background.  
My proposal to group configuration is get individuals that are cross-useful, dependable and values colleagues. It is critical to have an unmistakable a brought together perspective of the objective and be prepared to encourage individuals and offer their insight for the more noteworthy accomplishment of the group.  
At long last, as a supervisor I might want to present competency-based reward framework as it would compensate workers in view of how well they perform in a group and would be a decent propelling component for the achievement of the group. 
1.Liebegott, K. (n.d.). 4 Advantages of Competency-Based Pay Structures. Recovered from http://www.knowledgewave.com/blog/competency-based-pay-structure-points of interest 
2.Persily, C. A. (2013). Team Leadership and Partnering in Nursing and Health Care. New York: Springer Publishing Company 

class mate2:
1.      Discuss how to access team productivity
Set great precedent: as a pioneer the weight is to influence the supporters to do what is     required. Setting a decent precedent means enabling and rousing the alluring sort of conduct among the colleagues to adjust such conduct to the objectives and destinations of the group and the associations (Knight, 2016).Defining objectives: defining objectives is critical to enhancing group efficiency. Objectives help in estimating how far a group has gone as far as accomplishing the set targets (Knight, 2016).Participatory condition: setting up a participatory situation where all individuals can be heard and trade thoughts is another way that group administrators can use to enhance a group’s profitability (Knight, 2016).Correspondence: open correspondence empowers legitimate trade among colleagues. It likewise energizes sharing of information and thoughts making it simple for group learning (Knight, 2016).
2. What conditions need to be in place for teams to excel and why?
A large portion of the conditions that must exist for group profitability are additionally the conditions important for groups to exceed expectations. One of those conditions opportunity or self-sufficiency (Rodgers, 2014). Giving representatives the chance to settle on choices could interpret well for the group since it implies that minor issues can be explained without thought along these lines sparing time, or, in other words requirement for some groups (Rodgers, 2014). Responsibility is another factor that drives groups to greatness. With responsibility, a feeling of obligation and duty since individuals in the group recognize what is anticipated from them (Rodgers, 2014). Shared objectives are likewise among the elements that assistance groups exceed expectations since colleagues feel that they have a place with an option that is greater than them as people.
3. Suggest on ways to design teamwork so that threats to performance is minimized
In a participatory group condition authority can be canceled in groups with the goal that all colleagues feel meet. The group pioneer could be an outcast to the group who just comes to check how the group is faring (Ray, n.d). Another methodology could be to guarantee adaptability inside the group. This is the place colleagues get the opportunity to deal with various assignments other the ones they are accustomed to working (Ray, n.d). Another path is to guarantee achievements are perceived in light of the fact that it supports the confidence of the colleagues.
4. As a manager, how would you reward teamwork?
As an administrator I would compensate cooperation by having group remunerate structures, for example, assemble rewards (Bamberger and Levi, 2009). Benefit sharing could likewise be a method for remunerating groups that accomplish group objectives and goals. Increase sharing where colleagues get a part of significant worth from incremental efficiency could likewise be a decent method for compensating groups (Bamberger and Levi, 2009).

class mate3:
Access to team productivity
Every organization has several kinds of teams. Teams now have become the key component that improves the productivity of an organization, improvement in the quality of work, customer satisfaction and work experience for the employees. To tap the complete potential of teamwork so that the farm’s productivity is maximized several steps could be taken by the managers and the governing bodies of an enterprise. First of all, there should be a process to set goals, small and attainable and a system to track progress and performance. The employees showing consistent performance should be rewarded. Second, all the members of the teams should be assigned roles, tasks, and responsibilities individually. Their priorities should be explained as well. Third, creating an environment of trust will benefit the team as well as the company. The practice of Giving and receiving feedback will help in building trust. Forth, reorganizing office space to create an inviting place will make the teams productive (Thompson & Thompson, 2008). Shared work tables rather than cubicles increase teamwork. Sixth, the most important way to access teamwork is to establish effective and easy communication among the team members. It is also necessary that they have enough communication with the managers. Creating groups can be an effective way to do so. Lastly, a team may be involved in many tasks simultaneously, and it is necessary that all of them are brought together in an organized manner to avoid confusion. Other than these there could be any number of means that may lead to team productivity, and all of them are effective in their way. The measures solely depend on the type of team it is being applied to.
Conditions need to be in place for teams to excel
There are some conditions that lead to excellence in a teams performance. The factors that will facilitate the teams to excel are:
Knowledge and skill: for any team to perform best it is necessary that the team members are matched in their ability and skill. A team should comprise of members having different but complementary skills so that all the aspects of a job is fulfilled. A team consisting of members with technical knowledge would not be as effective as a team that has members with technical, problem-solving, decision making and interpersonal skills.
Motivation: it is not enough for a team to be only diversely skilled. For the skill and knowledge to be effective, the manager must motivate the team in the right direction. Motivations in the way of rewards and benefits, pep talk, etc. are effective. Hostile office environment, poor work culture will reduce the team’s performance even if the team is strongly built (Gallegher et al., 2014).
Coordination among team members: skill and motivation alone cannot build a high-performance team. Coordination among the team members is necessary for that. Coordinating the skills of the team members, job allotted to each member, efforts, and the actions of the team are important because even if the team members are individually skilled in their job, until and unless they coordinate their work the optimum result cannot be achieved.
Ways to design teamwork so that threats to performance is minimized.
Designing a high-performance team is one of the most challenging jobs that the managers may have to do. An effective team is not only complementary to each other’s skills and efforts, but they are also adaptable to new additions to the team. To minimize threats to team performance, some rudimentary steps could be taken.

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Establishment of an easy communication among the team members and the managers is suggested. Good communication and exchange of information is necessary for good teamwork and to ensure that the team bonding is strong.
Building trust among the team members and creating a welcoming atmosphere where employees are challenged to perform better but not threatened is necessary. Job security is an important aspect for any individual to perform better. Thus, ensuring that will build the confidence and satisfaction of the members of the team.
Recognising the potential of the team members is also suggested. This way, work can be assigned according to each member’s potential and skill. This makes them feel valuable to the organization and will be more interested in taking part in teamwork (Chuang et al., 2016).

Ways to reward teamwork as a manager
As a manager, it is necessary to motivate the team to achieve its full potential. An efficient team has high performance, and an organization relies on it to a great extent. It is essential that high-performance teams are rewarded so that they have job satisfaction and motivation. To reward a team:

The manager may organize a team appraisal where all the members of the team are duly congratulated and appraised. It will build their confidence, and other teams will strive to do better.
The team can be presented with a special honorary lunch or dinner party completely funded by the company or the manager.
After a successful long-term project, a small vacation may be arranged which will make them rejuvenated both in mind and body.
Physical rewards like coupons, vouchers and gifts are also suggested.

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