Team Performance Appraisal System
Team Performance Appraisal System – Conversion Summary
Human Capital management
Instructor: Kevin Edwards
September 15, 2008
Team Performance Appraisal System – Conversion Summary
INTRODUCTION
Strategies to discourage social loafing
Social loafing is best described when individuals frequently exert less effort on collective tasks than on individual tasks (Group and Social loafing, 2008). The reason for this type of performance is that individuals feel as though they are not being recognized for their individual efforts, and therefore see no reason to reach high-level performance when on teams. This results in a lack of drive to effectively complete the job task and result in a weak team. However, there are strategies to discourage social loafing for the intent to encourage motivation to an individual that will result in an effective team performance. If social loafing is not discouraged among teams, then the chances of enduring a strong team for InterClean are minimal. The first step to discouraging social loafing is to acknowledge individual team members on their specific job duties and responsibilities. It takes the three C’s to discourage social loafing, Collaboration, Content, and Choice ( Group and Social Loafing, 2008). Collaboration is best identified as the ability to assign each group members to a specific task so that they feel obligated to get the job complete in hopes of avoiding letting the team down. When the individual is given their job task, the team will be able to identify if the individual team member is getting their job done or not, if not, then the individual will be penalized accordingly so not to affect the teams overall performance. Secondly, the content identifies the importance of the individual 's specific tasks within the group. If group members see their role as that involved in completing a worthy task, then they are more likely to fulfill it. This will promote the individual to accomplish all their
Human Capital management
Instructor: Kevin Edwards
September 15, 2008
Team Performance Appraisal System – Conversion Summary
INTRODUCTION
Strategies to discourage social loafing
Social loafing is best described when individuals frequently exert less effort on collective tasks than on individual tasks (Group and Social loafing, 2008). The reason for this type of performance is that individuals feel as though they are not being recognized for their individual efforts, and therefore see no reason to reach high-level performance when on teams. This results in a lack of drive to effectively complete the job task and result in a weak team. However, there are strategies to discourage social loafing for the intent to encourage motivation to an individual that will result in an effective team performance. If social loafing is not discouraged among teams, then the chances of enduring a strong team for InterClean are minimal. The first step to discouraging social loafing is to acknowledge individual team members on their specific job duties and responsibilities. It takes the three C’s to discourage social loafing, Collaboration, Content, and Choice ( Group and Social Loafing, 2008). Collaboration is best identified as the ability to assign each group members to a specific task so that they feel obligated to get the job complete in hopes of avoiding letting the team down. When the individual is given their job task, the team will be able to identify if the individual team member is getting their job done or not, if not, then the individual will be penalized accordingly so not to affect the teams overall performance. Secondly, the content identifies the importance of the individual 's specific tasks within the group. If group members see their role as that involved in completing a worthy task, then they are more likely to fulfill it. This will promote the individual to accomplish all their
References: Appraising Individual Work in a Team Setting. Retrieved on September 13, 2008, from; http://humancapital.doe.gov/pms/team.pdf Cascio, W. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York: McGraw-Hill Group and Social Loafing:Understanding Student and Group Interactions. Retrieved September 12, 2008, from http://www.westga.edu/~distance /ojdla/winte 84/ piez on84.htm Noe−Hollenbeck−Gerhert−Wright (2004) Fundamentals of Human Resource Management. New York: McGraw-Hill