Team Performance Measurement 1

REPORT ON PERFPRMANCE EVALUATIONTeams in a health giving medication like in business oriented organizations must be able to achieve the primary goals and /or objectives of the organization . Their military operation is measured in terms of their collective wideningI carried out a public presentation appraisal on how the health c ar aggroup has been performing for the last eighteen months . The main objective of this act military rating of the group is to give a feedback and compare this feedback with the targeted output and objectives of the entire health care organization . It is aimed at say us where we are in particular , how we are fairing on and where we are goingThe evaluation of the team was carried out using a team balanced score card which measures each employee s component to the team . The importance of this tool is to establish the key parkway factors to performance and identify those factors that hinder performance (Manuel L , 2002The mould as well entai direct self legal opinion by each constituent of the team This is where one-on-one members of the team were given self assessment forms to evaluate themselves after which they submitted their feedbacksIn establishing teams in the organization , there is bring to ensure that these teams are highly motivated and satisfied with the operative environment . Performance is also carried out periodically so that deviations from the norm are identified and corrected in attack . After the completion of these periodic evaluations , the members were given their resultsThe performance evaluation , though successful never fell short of challenges . kickoff , the evaluations caused a stir amongst the team members who felt that the exercise was penitentiary . There are also those who gave false information in their evaluation forms concerning their performance thereof affecting the reliability of the resultsAs the performance appraisal bestrideed there was continued feedback to the team members on their progress .

High performers were also rewarded This gave rise to two challenges : First , those team members who perceived themselves as the top perfomers were not contented with their counterparts recognize . This discontentedness culminates into demotivation of these members since their subsequent output declines (Manuel ) It might also fork up led to non-participation of members in the periodic appraisal exercises . This finally led to delays in the final overall reviews and giving of resultsThe periodic evaluations also had the effect of interfering with the team s activities that need a equable workflow . Team effectiveness was also affected by this individualistic approach of appraising the team Many individual members felt that their contributions were not concrete and relevant for the team thus killing their innovativeness . This led to some taking a antiphonal role than a proactive oneIt is therefore important that these challenges are overcome in the next performance appraisal if change the roles teams play is something to go byREFERENCELondon Manuel Leadership Development Lawrence Erlbaum Associates Pub 2002...If you compulsion to get a full essay, order it on our website: Ordercustompaper.com

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