Discussion
The strategic management of the small manufacturing company depicts to make the products such as garden furniture, ornaments, accessories in processing the orders. In this assigned report, a brief description has been elaborated, and it depicts effective team leadership and team management for reducing team conflict and increasing work productivity. Apart from that, different techniques have been adopted to identify the team needs in high team performance. The motto of a team manager happens to create a productive and harmonious team for better promotion and management in the long run. The evaluation of different approaches enhances to development, lead, and management of the team with accuracy for achieving balanced and skilled performance in the long run. Therefore, theoretical insights happen to increase the leader’s contribution towards methodical approaches for effective analysis in the long run. It tends to outline the key ideas and focus on the applicable administration of the organization in the effective positive production to meet the end needs of the customers.
Effective leadership and team management do not talk about the glorious acts of crowning, and it tends to focus on the team on a particular goal. Motivation is considered effective for achieving the firms’ goals in the localized area. Thus, Grubaugh and Flynn (2018) have outlined that it is necessary to seek individual greatness and focus upon excellent leadership for a great leader. The basic importance of leadership and teamwork enhances to provide clarity, and it directly impacts the firm’s particular vision. One of the keys identified in measuring effective team and leadership management is to foster honest and open communication. In this regard, Koeslag et al., (2018) has stated that creating collaborative teams is necessary because its outsets the goal to be defined and set. In order to achieve the best outcomes, the management of the team needs to buy the goals, and it involves the needs that are aligned to the success. Apart from that, the leaders need to know that acknowledgment and support of the team are required throughout.
Concerning the discussion, Jacob (2019) has opined that to have effective leadership and team management, allowing team members to participate in mitigating an issue is important. It helps encourage the team members to have a brainstorm and come up with suggestions that can help mitigate the situation. The adequate resources required for proper training enhance a leader to help the members give an identified room for developing skills. Thus, through the discussion, it has been identified that creating collaborative goals and enhancing the team members solve the problem of productive production and resolve conflicts. It has been administered that instead of imposing the solution, the overall team happens to meet behind orders for addressing the team management.
Therefore, it helps keep accountable access the strike balance between the employees and team leaders. It also helps in a concrete strike between zooming for ensuring the accomplishment of the day-to-day task, and without losing sight, it helps in having a balanced art of overarching goals. The empathy towards the organization enhances the inspirational leadership to have accomplished leadership in building the relationship.
Effective Team and Leadership Management
In this section of the discussion, monitoring the performance of the individuals and team performance engages the performance management techniques. Thus, a number of different methods have been chosen to track the performance metrics. It claims that Houston Chronicle happens to outline the regular appraisal, productivity test, and 360-degree feedback. Hereafter, Triki et al., (2018) has stated that performance management claims to be an organization’s critical success, and employees play a great role in achieving it. Collaborative communication and its based process help both an individual and teamwork and plan accordingly. Thus, good performance management helps align a team and an individual with objectifying the business with core development, help, and support. On the other hand, Fezai et al., (2018) have portrayed that choosing the right performance technique helps in the successful functioning of an organization in the long run. Performance management typically addresses the monitoring performance and progress checks for setting an expectation in better explanation of the work productivity.
Apart from that, offering recognition and reward incentives help tackle poor performance. D’Emilia, Gaspari and Natale (2021) have voiced that continued professional development emerges both individual and organizational performance clear and fruitful. Performance management is mainly composed of using feedback as well as review in accelerating improved performance and processes. In reference to the context, Yuang et al., (2020) have mentioned the methods adopted to measure team and individual performance, employee performance standards, and graphic rating scales. Hence, these two methods are ideal for generating a production-oriented work environment and enhancing the innovative and fast pacing workplace.
On the other hand, employee performance standards and their measurements help determine employee compensation, opportunities for advancement, and employment status in the long run. Apart from that, to assist the measuring employees in establishing the performance standard, company performance and meeting the expectation enhance identifying the real struggle. It can be recommended that management by the objectives expresses the usefulness of employee goals. It helps in portraying employee engagement, and it monitors the feedback by allowing the track of individual performance and providing ownership development. Apart from that, Herath and Jayarathne (2018) have enhanced that managing team and individual performance, balanced scorecards happen to take most of the heart. It enhances the management framework, and it is quite popular for influential business ideas that prioritize the business objectives and management. Thus, monitoring the progress and measuring the extent of priorities with objectives delivered in the long run. The defined and managed action plans ensure the initiatives have a place in delivering the business objectives and priorities. All these tips enhance the managers to promote employee performance. It sets meaningful and attainable expectations in clearing out the collaborative effort for approaching the process with an employee idea in leading and optimizing employees’ strength for identifying the areas of improvement. Apart from that, providing employee recognition and mentoring the specific references enhances the face-to-face meetings and communication in progress (Ghidhini et al., 2018).
The team’s development improves team performance, and it works at the highest level of efficiency. The responsiveness and its reaction responsively lighting speed in each situation. In this discussion section, identifying the learning needs is considered the hardest part of meeting the development needs. In this analytical situation, Wallace et al., (2021) has stated that the methods required to identify the team’s capacity and ensure that all the employees understand the role of providing the training and development tools. The strategies of a team leader for making the work management more fruitful. This section of critical discussion shows that five important methods have been implemented to develop strong and cohesive team management to achieve the key objectives and its goal.
Techniques for Monitoring Performance
The first method states that ensuring each person makes a true understanding of the role and its basic role entails the in-depth understanding of people getting hired. Dagnino et al., (2018) states that a clear understanding of a definite roadmap advances the essential development in a thorough briefing. On the other hand, the second method enhances providing training and development tools based on skill sets and customized training for understanding the organization’s success and the team. Concerning the discussion, Russin et al., (2020) have critiqued that stepping away and letting the other members have concrete management of the team enables the work to be done accordingly. It has been observed that managers do struggle in trusting the team in getting the work done. Thus, the leaders must adopt this method and enhance the job with trust and confidence.
Furthermore, meeting with the corresponding team enhances discussion of the firm’s objectified goals. It has been assessed that development does not happen without any accountability, and thus, a regular check-in is required where the monthly goals have been reviewed for setting up new goals. Accordingly, Fung et al., (2021) has stated that celebrating success enhances honest feedback and progressing needs on the required fields. For instance, constructive feedback helps in continuous improvements, and it benefits the people in developing the actual measure of an open and honest environment. Lastly, a game plan for growth enhances the team’s interaction and functions accordingly. The development is a continual process, and it ensures the steady flow of the leaders that moves through the organization. Thus, it can be processed through the last emphasis that it is a caution. The important development to meet can be done through meeting with dignity and accessing the teammates with trust, respect, and dignity. It enables the leaders to have concrete management. Hence, it is considered one of the important responsibilities in the long run.
The high-performing leadership looks like it has a focus, and it constitutes a shared vision that every person needs to have for accomplishing a particular goal. The team members of a group happen to focus on the goal and objectives of an organization and have a deep connection towards the mission. Accordingly, Lipert and Dulewicz (2018) have stated that to build up a high-performance team, it is necessary to create a stable team and build a cohesive valued aligned team with concrete dynamics. The encouragement of an environment happens to have open communication, leading to less stress on the importance of learning. Lastly, a setup of measurable goals is extremely important as it helps in contributing towards a high-performance team.
On the other hand, a leader plays a major role in accomplishing high-performing management within a firm. Therefore, to define a high-performing team performance, it is necessary to define a set of people with specific roles and have complementary talents and skills towards a common purpose. Apart from that, a consistently high level of innovation and collaboration relies upon superior results, and it extinguishes the opinions for managing the complementary skills and designs.
Methods of Learning Needs
Concerning the discussion, Iorhen (2019) has stated that with the management of a high team, it is necessary to carefully assemble the skills for maintaining the high-performing organizational norms. The people tend to understand that expected decision-making relies upon the entire decision-making and its shared accountability for employees to understand. Therefore, it addresses that high-performing team management enhances the working or operation of above-aged standards with a high value towards an organization. A team leader is responsible for setting up a goal and the objective for a particular team. It has been recognized that a team is formed according to a purpose, and the leaders are responsible for meeting up the goal suggestions and opening all issues for a better forum. Burrell et al., (2022) has stated that a high-performing team has no form of its own, and it is led by the leaders who try to bring out the extreme best by utilizing the abilities and skills to the fullest. It enhances to validate as well as acknowledge the improvement and growth of a firm with specific feedback. The value is considered to be ensured as well as appreciated for contributing to the high-performance team management in the long run. On the other hand, in developing high-performance team management, the leader inspires to evolve, grow, and learn in coaching a safe environment for scoring mutual respect in the long run. The motive of a leader is to contribute to the high-performance culture, and the attribute is recognized to be involving the employee well-being, support, trust, and alignment of values for a better emphasis on the development.
Conclusion
From the above discussion, it can be concluded that managing and leading people depend on a leader. A team leader is responsible for meeting the end need of a firm and meeting the goal objectives for making the production productive in the long run. In this assigned report, the entire paper executes the importance of a team that is constantly failing to reach the firm’s end goals. Thus, the leader has incorporated several approaches such as the leadership style and method for increasing the growth productivity. Apart from that, the different techniques adopted to enhance a firm’s overall growth. On the other hand, different methods of learning needs have been executed that helps to organize and make a concrete output of it. In this analytical situation, the team leader has focused upon the various learning needs that state the enhancing situation in managing a conflict within a firm.
Furthermore, managing and leading people escalates with different challenges and responsibilities. The most significant part of managing employees within a firm is being motivated to manage employees and make them take the lead while mitigating a conflict. It tends to motivate the workers and have a better perspective in reaching the objectives. Thus, managing is often associated with leads and efficiency; managing and leading people can be done through different sectors. On the other hand, to manage people and be a good leader, it is necessary to give the team members better growth, and loyalty often matters the most in representing the resume.
References
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