This week, your assignment is to apply all that you have learned, along with your ability to do research on how best to manage within the organizational context, to develop a plan to manage the performance of your work teams and the individuals of which those teams are composed. As you well know by now, only well performing teams actually yield the benefits associated with teams in the workplace, so it is paramount that you understand how to manage team performance. On the other hand, many of the contingencies that a manager controls are actually individually focused, and for this reason, we traditionally have been focused on evaluation of individuals in our review and incentive processes. Please note the potential for misalignment between individual evaluation and team performance. Your assignment is to develop a process that you could actually use to manage the performance of both teams and individuals in a workplace for which you have managerial responsibility. Remember that this must be submitted in PDF format and must make use of your course materials as well as library research.
Some possible starting points in your research:
Cappelli, P., & Tavis, A. (2016). The Performance Management Revolution. Harvard Business Review, 94(10), 58–67.
Gottfredson, R. K. (2015). How to get Your Teams to Work. Industrial Management, 57(4), 25–30.
von Sydow, M., Braus, N., & Hahn, U. (2019). On the Ignorance of Group-Level Effects–The Tragedy of Personnel Evaluation? Journal of Experimental Psychology. Applied, 25(3), 491–515.
Pearsall, M. J., Christian, M. S., & Ellis, A. P. J. (2010). Motivating Interdependent Teams: Individual Rewards, Shared Rewards, or Something in Between? Journal of Applied Psychology, 95(1), 183–191.
Gardner, H. K. (2012). Performance Pressure as a Double-edged Sword: Enhancing Team Motivation but Undermining the Use of Team Knowledge. Administrative Science Quarterly, 57(1), 1–46.
Lloyd, J. (2015). Motivate by Showing How Individuals and Teams Are Doing. Receivables Report for America’s Health Care Financial Managers, 30(11), 9–10.
Potentially of particular interest to those of you interested in healthcare:
Marcotte, L. M., Krimmel-Morrison, J., & Liao, J. M. (2020). How to Keep Diffusion of Responsibility From Undermining Value-Based Care. AMA Journal of Ethics, 22(9), 802–807.
Dated, but thought I would include it anyhow (provides useful keywords/terms to use in searching for more references):
Yammarino, F. J., Dubinsky, A. J., & Hartley, S. W. (1987). An approach for assessing individual versus group effects in performance evaluations. Journal of Occupational Psychology, 60(2), 157–167.