MGT600 Management, People and Teams MGMT6009 Managing People and Teams Assessment Team Performance Evaluation You are required to critically assess the performance of your team and recommend improvements based on the relevant concepts and frameworks you have learnt in this subject in a 1,500 word team evaluation report Please refer to the Instructions for details on how to complete this task Context Managers are responsible for the delivery of products services and results whether that be in an operational or project context This invariably requires not only the creation and development of teams including performance improvement but also the management of a variety of team, organisational, and MGT600 MGMT6009 Assessment 3 Brief Team Performance Evaluation Module 6 1 Page 2 of 5 cultural dynamics This assessment requires you to conduct a review of team performance and demonstrate and apply your understanding of team processes and dynamics In doing so, you will review the performance of the group to which you were allocated for the purpose of Assessments 1 and 2 This will help you to demonstrate analytical, evaluative, and problem solving skills to develop strategies and actions for performance improvement Instructions 1 Review your team's performance in completing the first two assessments and make recommendations for improvement In reviewing the team performance, considerations must be given to the following o How did your team come together and what phases or stages did it go through o What roles did team members play o What challenges were presented o How did individual, team, and contextual dynamics impact performance o What would you do differently to improve performance o How would you apply your learnings in your current or future workplace Please note that you are not required to review the quality and content of the assessments you produced as a team Instead, you are required to review the performance of the team in completing the assessment tasks You are required to specifically apply and discuss concepts from Modules 4, 5, and 6 as well as any relevant processes and concepts from earlier modules The evaluation needs to be supported with evidence from academic research as well as examples from your own experiences and or observations You will also find the module activities useful in prompting your thinking It is essential that you use appropriate APA style for citing and referencing research Please see more information on referencing in the Academic Skills webpage Referencing It is essential that you use appropriate APA style for citing and referencing research Please see more information on referencing in the Academic Skills webpage This is my group assessment two Assessment 2 Case Study Summary Report (group member Diana performed) Businesses can learn from others who have adequately addressed similar challenges successfully The customization and applicability of the solution depends on the size, nature of operation, business operations, vision and the applicable business environmental aspect In this paper, we assume the role of a business consultant for a client ANG to provide advice on addressing a variety of challenges, including managing performances, managing team performances and developing high performing teams The paper offers comparative recommendations on how to address these issues through comparative research of organizations that have successfully addressed these challenges Managing performance( this is my part which i performed) ANG requires new performance management through the latest software introduced and seeks to ensure managers have a role to play in its implementation ANG's performance management system should take a comprehensive approach An inclusive structure should facilitate performance goals Individual employee goals must align with the ongoing discussions between managers and staff members and clear communication on the organization's objectives (Armstrong Taylor, 2014) A comparative case is Google, which uses the Objectives and Key Results (OKRs) framework for goal setting and embraces a culture of continuous feedback by enabling staff members to provide managers and peers withreal time input via platforms like Google Feedback Supervisors provide consistent, helpful criticism to promote progress Google also has development opportunities, including Google University, for its employees (Tran, 2017) The change management to the new software would be well handed to ensure it is done smoothly through Kotter's 8 Step Process As shown in the table below, Google has set out an excellent example of implementing change Role What Google did Goal Setting Employs the Objectives and Key Results (OKRs) framework, in which staff members establish attainable, quantifiable goals that are in line with the organisation's aims Regular Feedback Google encourages a culture of continuous feedback by enabling staff members to provide managers and peers withreal time input via platforms like Google Feedback Coaching and Development Planning initiatives like Career Guru and Google University, Google makes investments in the professional growth of its workforce Managers serve as mentors, offering advice and encouragement to help staff members develop Alignment of Individual and Company Goals Google makes sure that each employee's goals are in line with the larger organisational goals in order to promote overall alignment and team performance Recruit the Biofuels Management Team(group member sangita performed) The organization must select the adequate market for talent and the right talent profile based on the organization's primary plan and strategy (Compton et al , 2014) Factors to consider include the amount of money available, the urgency of the position to be filled, the target audience, and the level of exemption for the available position (Arthur, 2001, pp 93 123) The process needs to follow Amazon's emphasis on career advancement and internal mobility to attract talent by offering avenues for professional growth (Amazon, 2023) Key decision makers should be included The different roles are described in the table below ANG Board provides strategic direction for recruitment and selection by aligning with the organization's vision, missions, and goals Chief Executive Officer responsible for overseeing the entire process, from advertising job vacancies to conducting interviews, screening applicants, and negotiating job offers Chief operations officers, Biofuels division provides insights into the roles and responsibilities to be filled in each division Contract manager Will prepare the employment contract for the selected people Talent and Recruitment Manager Lead the recruitment and selection process, including sourcing candidates, conducting interviews, assessing qualifications, and facilitating on boarding Develop a High Performing Management Team( group member banjamin performed) Key defining features of high performance teams include well defined goals related to the organization's vision and values They also have effective communication characterized by open dialogue, sharing ideas, and constructive feedback The teams have mutual trust (Pak Kim, 2018) Allowing members to utilize their different skills and perspectives to work on problems is also essential High performing teams are also fast, flexible, resilient, and learn from setbacks (O'Neill Salas, 2018) Developing the Biofuels management team to improve team performance and cohesion would require setting clear goals, promoting open communications, fostering a level of trust and collaboration, and providing leadership and support to those who need it It also requires encouraging innovation and continuous improvement Coca Cola successfully implemented this framework in the following ways Aspect What coca cola did Define Clear Goals and Roles Coca Cola's stress on clear objectives and defining the individual responsibilities Promote Open Communication opening up lines of communication to allow the sharing of ideas and feedback and handling of issues by team members Foster Trust and Collaboration developing strong, cohesive teams through the fostering of trust and collaboration very motivating Provide Leadership and Support Leadership development programs and mentorship initiatives like mentoring and coaching Encourage Innovation and Continuous Improvement Coca Cola's emphasis on innovation and agility Recommendation ANG should focus on professional development through training and management inclusion through mentorships, training and staff coaching The organization should have a hiring process that understands employees' needs and focuses on achieving work life balance When implementing change, change ANG should follow Kotter's eight step approach, emphasising inclusivity Develop a culture of collaboration, and team efforts should be encouraged It should also seek to work in teams where people are held accountable as teams and lead toward the development of a culture of trusting each other ANG should establish a clear succession and hiring plan with clear roles and responsibilities Key decision makers in the organization should be included in the hiring process Staff members should be included in the improvement process by seeking feedback and including them in decision making It is imperative that individual employee goals align with the organization's larger objectives and encourage continuous learning and improvement Conclusion( group member Diana performed) Using comparative cases to business solutions provides excellent information on addressing business problems It is, however, vital to customize them to suit prevailing business conditions ANG can learn from Google how to manage performance, from Coca Cola's use of Kotter's 8 steps, and Amazon's hiring process Going ahead, it should create a team working environment, a succession plan and a culture of open communications The top management must be included in the hiring process, coaching, training and development of its staff with a focus on professional development References Amazon (2023, May 12) Amazon career advancement How upskilling can help you reach your goals Pathstream Advance your career RetrievedApril26, 2024, fromhttps pathstream com amazon career advancement Armstrong, M , Taylor, S (2014) Armstrong's handbook of human resource management practice Kogan Page Publishers Arthur,D (2001) Chapter 4Recruitment Sources and Techniques In The employee recruitment and retention handbook (pp 93 123) Amacom Books https web p ebscohost com ehost ebookviewer ebook bmxlYmtfXzU3MDEyX19BTg2 sid ac0580e8 ad99 4d33 8412 64a2c5ed360b redis vid 2 format EB lpid lp I rid 0 Compton,R L (2014) Effective recruitment and selection practices CCH Australia https books google com au books hl en lr id ndwp9W6TYi4C oi fnd pg PA1 dq Compton, R , Morrissey, B , Nankervis, A (2014) Effective Recruitment and Selection Practices CCH Sydney ots Ie1LqYCW1x sig k6mac0oge4tuvyeDDvh6OXVXo0g v onepage q f false O'Neill, T A , Salas, E (2018) Creating high performance teamwork in organizations Human Resource Management Review, 28(4), 325 331 https doi org 10 1016 j hrmr 2017 09 001 Pak, J , Kim, S (2018) Team Manager's Implementation, High Performance Work Systems Intensity, and Performance A Multilevel Investigation Journal of Management, 44(7), 2690 2715 https doi org 10 1177 0149206316646829 Tran, S K (2017) GOOGLE A reflection of culture, leader, and management International Journal of Corporate Social Responsibility, pp 2, 1 14 and i just want to add some information about my group all members was so regular and puntual ,they did work well , sometime we argue , but we solved our problems after communication so First you start with introduction for the report Background write how and why you form the group Main discussion is where you will write how you success as a group, if have a conflict how did you resolve it Recommendations talk what will you do differently And conclude the whole report In introduction you will just say what you will discuss in the report And in background you will say how you formed group and why saying one of the requirements for assignment 2 and discuss how you formed group how many members and what each member had done individually Just explain briefly saying who took what role when writing assessment 2 and i have already mentioned my assessment two with the name of my group members PLEASE give me accurate and exact answer according to my assessment in 1500 words , and please also give references according to the requirement It is essential that you use appropriate APA style for citing and referencing research Please see more information on referencing in the Academic Skills webpage

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MGT600 Management, People and Teams / MGMT6009 Managing People and Teams Assessment: Team Performance Evaluation: You are required to critically assess the performance of your

MGT600 Management, People and Teams / MGMT6009 Managing People and Teams Assessment:

Team Performance Evaluation:

You are required to critically assess the performance of your team and recommend improvements based on the relevant concepts and frameworks you have learnt in this subject in a 1,500-word team evaluation report. Please refer to the Instructions for details on how to complete this task. Context Managers are responsible for the delivery of products/services and results whether that be in an operational or project context. This invariably requires not only the creation and development of teams including performance improvement but also the management of a variety of team, organisational, and MGT600-MGMT6009_Assessment_3_Brief_Team Performance Evaluation_Module 6.1 Page 2 of 5 cultural dynamics. This assessment requires you to conduct a review of team performance and demonstrate and apply your understanding of team processes and dynamics. In doing so, you will review the performance of the group to which you were allocated for the purpose of Assessments 1 and 2. This will help you to demonstrate analytical, evaluative, and problem-solving skills to develop strategies and actions for performance improvement. Instructions 1. Review your team's performance in completing the first two assessments and make recommendations for improvement. In reviewing the team performance, considerations must be given to the following: o How did your team come together and what phases or stages did it go through? o What roles did team members play? o What challenges were presented? o How did individual, team, and contextual dynamics impact performance? o What would you do differently to improve performance? o How would you apply your learnings in your current or future workplace? Please note that you are not required to review the quality and content of the assessments you produced as a team. Instead, you are required to review the performance of the team in completing the assessment tasks. You are required to specifically apply and discuss concepts from Modules 4, 5, and 6 as well as any relevant processes and concepts from earlier modules. The evaluation needs to be supported with evidence from academic research as well as examples from your own experiences and or observations. You will also find the module activities useful in prompting your thinking.

It is essential that you use appropriate APA style for citing and referencing research. Please see more information on referencing in the Academic Skills webpage.

Referencing It is essential that you use appropriate APA style for citing and referencing research. Please see more information on referencing in the Academic Skills webpage.

This is my group assessment two

Assessment 2 Case Study Summary Report (group member Diana performed)

Businesses can learn from others who have adequately addressed similar challenges successfully. The customization and applicability of the solution depends on the size, nature of operation, business operations, vision and the applicable business environmental aspect. In this paper, we assume the role of a business consultant for a client ANG to provide advice on addressing a variety of challenges, including managing performances, managing team performances and developing high-performing teams. The paper offers comparative recommendations on how to address these issues through comparative research of organizations that have successfully addressed these challenges.

Managing performance( this is my part which i performed)

ANG requires new performance management through the latest software introduced and seeks to ensure managers have a role to play in its implementation.ANG's performance management system should take a comprehensive approach. An inclusive structure should facilitate performance goals. Individual employee goals must align with the ongoing discussions between managers and staff members and clear communication on the organization's objectives (Armstrong & Taylor, 2014).

A comparative case is Google, which uses the Objectives and Key Results (OKRs) framework for goal setting and embraces a culture of continuous feedback by enabling staff members to provide managers and peers withreal-time input via platforms like Google Feedback. Supervisors provide consistent, helpful criticism to promote progress. Google also has development opportunities, including Google University, for its employees (Tran, 2017).

The change management to the new software would be well-handed to ensure it is done smoothly through Kotter's 8-Step Process. As shown in the table below, Google has set out an excellent example of implementing change.

Role	What Google did
Goal Setting	Employs the Objectives and Key Results (OKRs) framework, in which staff members establish attainable, quantifiable goals that are in line with the organisation's aims.
Regular Feedback	Google encourages a culture of continuous feedback by enabling staff members to provide managers and peers withreal-time input via platforms like Google Feedback
Coaching and Development Planning	initiatives like Career Guru and Google University, Google makes investments in the professional growth of its workforce. Managers serve as mentors, offering advice and encouragement to help staff members develop
Alignment of Individual and Company Goals	Google makes sure that each employee's goals are in line with the larger organisational goals in order to promote overall alignment and team performance.

Recruit the Biofuels Management Team(group member sangita performed)

The organization must select the adequate market for talent and the right talent profile based on the organization's primary plan and strategy (Compton et al., 2014). Factors to consider include the amount of money available, the urgency of the position to be filled, the target audience, and the level of exemption for the available position (Arthur, 2001, pp. 93-123). The process needs to follow Amazon's emphasis on career advancement and internal mobility to attract talent by offering avenues for professional growth (Amazon, 2023).

Key decision-makers should be included. The different roles are described in the table below.

ANG Board	provides strategic direction for recruitment and selection by aligning with the organization's vision, missions, and goals
Chief Executive Officer:	responsible for overseeing the entire process, from advertising job vacancies to conducting interviews, screening applicants, and negotiating job offers
Chief operations officers, Biofuels division	provides insights into the roles and responsibilities to be filled in each division
Contract manager:	Will prepare the employment contract for the selected people
Talent and Recruitment Manager	Lead the recruitment and selection process, including sourcing candidates, conducting interviews, assessing qualifications, and facilitating on boarding

Develop a High Performing Management Team( group member banjamin performed)

Key defining features of high-performance teams include well-defined goals related to the organization's vision and values. They also have effective communication characterized by open dialogue, sharing ideas, and constructive feedback. The teams have mutual trust (Pak & Kim, 2018). Allowing members to utilize their different skills and perspectives to work on problems is also essential. High-performing teams are also fast, flexible, resilient, and learn from setbacks (O'Neill & Salas, 2018).

Developing the Biofuels management team to improve team performance and cohesion would require setting clear goals, promoting open communications, fostering a level of trust and collaboration, and providing leadership and support to those who need it. It also requires encouraging innovation and continuous improvement. Coca-Cola successfully implemented this framework in the following ways.

Aspect	What coca cola did
Define Clear Goals and Roles	Coca-Cola's stress on clear objectives and defining the individual responsibilities
Promote Open Communication	opening up lines of communication to allow the sharing of ideas and feedback and handling of issues by team members
Foster Trust and Collaboration	developing strong, cohesive teams through the fostering of trust and collaboration very motivating
Provide Leadership and Support:	Leadership development programs and mentorship initiatives like mentoring and coaching
Encourage Innovation and Continuous Improvement	Coca-Cola's emphasis on innovation and agility

Recommendation

ANG should focus on professional development through training and management inclusion through mentorships, training and staff coaching. The organization should have a hiring process that understands employees' needs and focuses on achieving work-life balance. When implementing change, change ANG should follow Kotter's eight-step approach, emphasising inclusivity. Develop a culture of collaboration, and team efforts should be encouraged. It should also seek to work in teams where people are held accountable as teams and lead toward the development of a culture of trusting each other. ANG should establish a clear succession and hiring plan with clear roles and responsibilities. Key decision-makers in the organization should be included in the hiring process. Staff members should be included in the improvement process by seeking feedback and including them in decision-making.It is imperative that individual employee goals align with the organization's larger objectives and encourage continuous learning and improvement.

Conclusion( group member Diana performed)

Using comparative cases to business solutions provides excellent information on addressing business problems. It is, however, vital to customize them to suit prevailing business conditions. ANG can learn from Google how to manage performance, from Coca-Cola's use of Kotter's 8 steps, and Amazon's hiring process. Going ahead, it should create a team working environment, a succession plan and a culture of open communications. The top management must be included in the hiring process, coaching, training and development of its staff with a focus on professional development.

References

Amazon. (2023, May 12).Amazon career advancement: How upskilling can help you reach your goals. Pathstream | Advance your career. RetrievedApril26, 2024, fromhttps://pathstream.com/amazon-career-advancement/

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Arthur,D. (2001). Chapter 4Recruitment Sources and Techniques. InThe employee recruitment and retention handbook(pp.93-123). Amacom Books.https://web.p.ebscohost.com/ehost/ebookviewer/ebook/bmxlYmtfXzU3MDEyX19BTg2?sid=ac0580e8-ad99-4d33-8412-64a2c5ed360b@redis&vid=2&format=EB&lpid=lp_I&rid=0

Compton,R.L. (2014).Effective recruitment and selection practices. CCH Australia.https://books.google.com.au/books?hl=en&lr=&id=ndwp9W6TYi4C&oi=fnd&pg=PA1&dq=Compton,+R.,+Morrissey,+B.,+Nankervis,+A.+(2014).+Effective+Recruitment+and+Selection+Practices.+CCH:+Sydney.&ots=Ie1LqYCW1x&sig=k6mac0oge4tuvyeDDvh6OXVXo0g#v=onepage&q&f=false

O'Neill, T. A., & Salas, E. (2018). Creating high performance teamwork in organizations. Human Resource Management Review, 28(4), 325-331.https://doi.org/10.1016/j.hrmr.2017.09.001

Pak, J., & Kim, S. (2018). Team Manager's Implementation, High Performance Work Systems Intensity, and Performance: A Multilevel Investigation. Journal of Management, 44(7), 2690-2715.https://doi.org/10.1177/0149206316646829

Tran, S. K. (2017). GOOGLE: A reflection of culture, leader, and management. International Journal of Corporate Social Responsibility, pp. 2, 1-14.

and i just want to add some information about my group all members was so regular and puntual ,they did work well , sometime we argue , but we solved our problems after communication .

so First you start with introduction for the report. Background: write how and why you form the group Main discussion: is where you will write how you success as a group, if have a conflict how did you resolve it. Recommendations: talk what will you do differently. And conclude the whole report

In introduction you will just say what you will discuss in the report. And in background you will say how you formed group and why saying one of the requirements for assignment 2 and discuss how you formed group how many members and what each member had done individually

Just explain briefly saying who took what role when writing assessment 2 and i have already mentioned my assessment two with the name of my group members.

PLEASE give me accurate and exact answer according to my assessment in 1500 words , and please also give references according to the requirement .. It is essential that you use appropriate APA style for citing and referencing research. Please see more information on referencing in the Academic Skills webpage.