Individual and Team Assessment
Individual and Team Performance Assessment
Christopher Farina
Argosy University
IO 6400
January 21, 2011 Individual and Team Assessment
Organizations, as a collection of individuals, have a responsibility to provide those individuals with an atmosphere where they can be successful. Although providing such an atmosphere falls on the organization, the organization 's members must help further the organization 's goals through their inputs and performance. For the organization 's members to contribute effectively to the organization, they should provided guidance and training as a way to improve their own long-term growth. Organizations can have a huge impact in the guidance and training of its members through a well designed performance assessment system. In the article titled Employee significance within stakeholder-accountable performance management systems, (Simmons, 2008) explains the significance of employees in the design and effective use of a performance management system. Because those employees represent the human capital component of the organization who can effectively put other forms of organizational capital to use.
But, as important as individuals to the overall success of an organization, they rarely work in a bubble and alone. Although individual organization members have duties and responsibilities that are central to them, it is imperative that they are capable of creating and working within a strong team structure. Most organizations are naturally split into divisions, departments and regional locations. Those divisions, departments and regional locations are one example of teams. Further, those divisions, departments, and regional locations often are divided into smaller groups of individuals, also constituting teams. Effective design, use, and assessment of these teams is vital to an organization 's long-term success and pursuit of its goals and overall vision.
Although organization likely have implemented, whether effective
Christopher Farina
Argosy University
IO 6400
January 21, 2011 Individual and Team Assessment
Organizations, as a collection of individuals, have a responsibility to provide those individuals with an atmosphere where they can be successful. Although providing such an atmosphere falls on the organization, the organization 's members must help further the organization 's goals through their inputs and performance. For the organization 's members to contribute effectively to the organization, they should provided guidance and training as a way to improve their own long-term growth. Organizations can have a huge impact in the guidance and training of its members through a well designed performance assessment system. In the article titled Employee significance within stakeholder-accountable performance management systems, (Simmons, 2008) explains the significance of employees in the design and effective use of a performance management system. Because those employees represent the human capital component of the organization who can effectively put other forms of organizational capital to use.
But, as important as individuals to the overall success of an organization, they rarely work in a bubble and alone. Although individual organization members have duties and responsibilities that are central to them, it is imperative that they are capable of creating and working within a strong team structure. Most organizations are naturally split into divisions, departments and regional locations. Those divisions, departments and regional locations are one example of teams. Further, those divisions, departments, and regional locations often are divided into smaller groups of individuals, also constituting teams. Effective design, use, and assessment of these teams is vital to an organization 's long-term success and pursuit of its goals and overall vision.
Although organization likely have implemented, whether effective
References: Simmons, J. (2008). Employee significance within stakeholder-accountable performance management systems. TQM Journal, 20(5), 463. Retrieved from http:// search.proquest.com/ docview/227576673?accountid=34899 Cascio, Wayne, F., and Aquinis, Herman, (2005). Applied psychology in human resource management, 86. (6th ed.). Pearson Prentice Hall, Upper Saddle River, NJ. Shaw, D. G., & Schneier, C. E. (1995). Team measurement and rewards: How some companies are getting it right. People and Strategy, 18(3), 34. Retrieved from http:// search.proquest.com/docview/224585510?accountid=34899