Introduction
Teams consist of members who coordinate their work towards the achievement of a common goal. Therefore, as a manager, it is imperative to understand what characteristics have the potential to influence team performance. The purpose of this report is to present and discuss factors that influence team functioning and performance to maximise team effectiveness. This analysis focuses heavily on the composition and management stages of the team building process, as the research conducted found these particular phases were of more significance to overall team effectiveness, when compared to team structure, measurement, and promotion. The report will firstly consider the context of teams and define team effectiveness. It will then move …show more content…
This type of testing has the ability to evaluate a candidates fit or appropriateness to a particular role by providing a deep understanding that is not possible to gather from an interview. In addition to psychometric testing, assessment centres are also useful for providing attitude and behavioural insight into competencies such as communication, interpersonal, and problem-solving skills required to build effective teams (Ployhart, 2006). Which begs the question, do you hire for attitude or aptitude? Well research by Edgar et al. (2013) suggests that in a tight job market prospective employees (graduates in this particular example) focus on showcasing ‘well-roundedness’ and characteristics of their personality and attitude whilst plugging much desired ‘soft skills’ such adaptability, interpersonal and organisational skills. These transferable attributes help a prospective employee to gain a competitive edge in a job market flooded with their similarly qualified …show more content…
Maintaining employee motivation is a non-negotiable requirement for achieving team success. Robbins, Millett, and Boyle (2014), discuss the impact job design can have on employee motivation as a result of altering the work environment; referencing the importance of the Hackman and Oldham job characteristics model (JCM). The JCM theory states that jobs high in skill variety, task identity, task significance, autonomy, and job feedback, positively correlate to employee intrinsic motivation, job performance, and job satisfaction (Oldham & Fried, 2016). Each of the characteristics presented, directly affects one of three psychological states: experienced responsibility, experienced meaningfulness, or knowledge of results, which in turn influence employee output (Oldham & Fried, 2016). The calculation of a motivating potential score can determine the likelihood an employee is to be motivated or not by a particular job. Understanding the JCM is critical to an organisation utilising its human resources effectively and maximising team
Teams consist of members who coordinate their work towards the achievement of a common goal. Therefore, as a manager, it is imperative to understand what characteristics have the potential to influence team performance. The purpose of this report is to present and discuss factors that influence team functioning and performance to maximise team effectiveness. This analysis focuses heavily on the composition and management stages of the team building process, as the research conducted found these particular phases were of more significance to overall team effectiveness, when compared to team structure, measurement, and promotion. The report will firstly consider the context of teams and define team effectiveness. It will then move …show more content…
This type of testing has the ability to evaluate a candidates fit or appropriateness to a particular role by providing a deep understanding that is not possible to gather from an interview. In addition to psychometric testing, assessment centres are also useful for providing attitude and behavioural insight into competencies such as communication, interpersonal, and problem-solving skills required to build effective teams (Ployhart, 2006). Which begs the question, do you hire for attitude or aptitude? Well research by Edgar et al. (2013) suggests that in a tight job market prospective employees (graduates in this particular example) focus on showcasing ‘well-roundedness’ and characteristics of their personality and attitude whilst plugging much desired ‘soft skills’ such adaptability, interpersonal and organisational skills. These transferable attributes help a prospective employee to gain a competitive edge in a job market flooded with their similarly qualified …show more content…
Maintaining employee motivation is a non-negotiable requirement for achieving team success. Robbins, Millett, and Boyle (2014), discuss the impact job design can have on employee motivation as a result of altering the work environment; referencing the importance of the Hackman and Oldham job characteristics model (JCM). The JCM theory states that jobs high in skill variety, task identity, task significance, autonomy, and job feedback, positively correlate to employee intrinsic motivation, job performance, and job satisfaction (Oldham & Fried, 2016). Each of the characteristics presented, directly affects one of three psychological states: experienced responsibility, experienced meaningfulness, or knowledge of results, which in turn influence employee output (Oldham & Fried, 2016). The calculation of a motivating potential score can determine the likelihood an employee is to be motivated or not by a particular job. Understanding the JCM is critical to an organisation utilising its human resources effectively and maximising team