Important Components Of A Virtual Team Performance Essay

One of the most important components in any type of team is communication. Excellent communication between the team members is important to achieve the team goals. Talking about achieving goals of the team, it is central to have shared team goals. Also, mutual respect and trust among the team members are main components of the team as well. There are five identified components of a virtual team. â€Å"There differentiators- commitment and engagement, shared processes for decision making, information flow, trust, and collaboration- are the most important components of optimal virtual team performance† (Derosa Lepsinger, 2010, p. 51). Not all teams perform the same functions; however, some teams use a similar approach to reach the goals. There are many types of teams in today’s business world and those teams have similarities in a way they approach the goals. Teams today are more diverse and more open to the news changes compare to the teams in the past. Part One: ARTICLE REVIEW Article Summary People from different fields were interviewed to find out about three important management questions; (1) why start distribute program? (2) what do they do to keep it successful distribute team? and (3) what kind of advice for startup organization? There are several reasons organizations launch distributed work programs. Many organizations have employees that work from home or somewhere else informally. If it is not formally set rule, there could be issues with other employees. It isShow MoreRelatedAbc Aeronautics Limited Project Implementation Plan Essay1647 Words   |  7 Pages3 System Organization 3 1.3 Glossary 3 2 Management Overview 4 2.1 Description of Implementation 4 2.2 Points-of-Contact 4 2.3 Major Task 5 2.4 Implementation Schedule 5 3 Implementation Support 6 3.1 Personnel 6 3.2 Implementation Impact 6 3.3 Performance Monitoring 6 APPENDIX A: Project Implementation Plan Approval 7 APPENDIX B: REFERENCES 8 List of tables Table 1 Points-of-Contact 8 1. Introduction 1.1 Purpose The project involves the production and delivery of five 800-seater aircraftsRead MoreRoles Of Leaders And Leadership Style872 Words   |  4 Pagesmarket and business environments effective leaders must have the capabilities to motivate development, create and manage teams with different background. For this research assignment students will analyze the roles of leaders and leadership style, collaboration initiatives and effectiveness, and team motivation and culture. 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Goal clarity is a specific performance objective, phrased in such concrete language that it is possible to tell, unequivocally, whether or not that performance objective has been attained challenging and that it makes a difference. Possibly be the most important component of an effectively functioning team, it appears to be even more critical for a team. a team member

10 Amazing Bioluminescent Organisms

Stephen Hawking s Death Of The Greatest Scientist

Imagine if you could only move your left hand an inch or so, and the rest of your body was completely paralyzed. You can’t talk, and you can hardly move. This disease is called amyotrophic lateral sclerosis, Lou Gehrig’s disease, or ALS and this is what Stephen Hawking has. Despite the fact that he is handicapped, he has managed to become one of the greatest scientists ever. Stephen Hawking was born on January 8, 1942 (exactly 300 years after the death of Galileo Galilei) in Oxford, England. As a kid, he was fascinated with the idea of an ever-growing universe that he lives in, and would occasionally lie on his front lawn, with his family, observing the sky and taking turns looking through a telescope at the stars. On one quiet, dark†¦show more content†¦His great abilities in physics were weakened by his poor study habits. After his final exam, Stephen was on the line between first and second honors. To determine his degree, the professors decided to give him an oral exam. He passed the test with excellence, and therefore, went on to Cambridge. At Cambridge University, he was going to study cosmetology, a branch of physics. Fortunately for him he decided to study theoretical physics, not experimental physics where he would have had to set up many experiments, which he could not have done after he got ALS. By now, Stephen had been diagnosed with amyotrophic lateral sclerosis. ALS slowly destroys the nerves in the brain and spine. ALS victims usually die within 2-5 years because it destroys the muscles used for breathing which leads to suffocation. When he was diagnosed with ALS, he pretty much gave up his life. After he did not die after two years, he realized he could go on with ALS and his study of cosmetology. Although he was weak, he could still walk. After those 2 years, he decided he could not waste any time, there were things he wanted to do in his life. Hawking wanted to get married and get a Ph.D. So he was engaged to Jane Wilde in 1965. Hawking said, It [getting married to her] made me determined to live, to go on. Jane really gave me the will to live. Then he got his Ph.D. and started to work at Cambridge. He was now officially known as Professor Dr. Stephen William Hawking. His health

Essay on Looking Forward to Starting High School - 631 Words

An anonymous author once said, What you need to know about the past is that no matter what has happened, it has all worked together to bring you to this very moment. And this is the moment you can choose to make everything new. Right now. Over the course of my school years, it has been an exciting and shocking experience. These experiences have been an enjoyable journey from my elementary to middle school years. However, after several years the end of my middle school adventure is coming to a close. Soon my new journey will start as a freshman. Eight grade will surely be one of my most memorable years. It has been an absolute wonderful one hundred eighty days, and I will miss some of the aspects of eight grade—but certainly not†¦show more content†¦These activities have created many memorable memories for me to hold onto for the years to come. I have also made many friends that hopefully I will never forget. The main highlight of the eighth grade year was probably the Challenge. It was an absolutely fun event that I really think made each day slightly competitive and exciting. I really felt that mostly everyone, including the teachers, was excited to be in teams competing to win the limousine ride. Even though only one team could win the ride, the trip to Stony Run Park was also fun for everyone also. The events planned such as the tug-a-war was exhilarating. It was a great time to just enjoy yourself without worrying about school. I will never forget the eighth grade challenge. Another highlight of the year was the awards ceremony that just took place several days ago. I believe it was a pretty fun moment to be recognized for the many achievements done by students throughout their years at Grimmer Middle School. I think it will be fun to look back at trophies, papers, or plaques when I grow up to see what I accomplished during my middle school years. Throughout eighth grade the overall experience was a fun one. The homewor k and test were not that bad, and the people I have meet are truly the best. However, some of eighth grade was not atShow MoreRelatedI Loved The Small Town I Grew Up At949 Words   |  4 PagesI loved the small town I grew up at. Where I went to school, played sports, and made lifelong friendships. It was like Mayberry from Andy Griffith. You couldn’t go anywhere or do anything without everyone knowing what you were doing, and sometimes reporting your actions to your parents. It all changed dramatically and for the worse, when we moved in my freshman year of high school. The town I grew up in was named Union Star, MO. You could go anywhere you wanted, as long as you were home by the timeRead MoreI Am A Worthy Candidate For 2016 Scholarship891 Words   |  4 PagesI hope to demonstrate through this part of the application that I am a worthy candidate for your 2016 scholarship. 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Divorced people need to make a new start as well. In which direction does starting over take you? Starting over for me first of all meant finding

Pros and Cons of Integration Essay Sample free essay sample

Integration among Central High was a good thing and there were many pro’s about the Little Rock Nine trying to go to this school. By making this. a baby measure was being taken towards complete integrating. As a small miss. Melba had to confront a batch of integrating between Whites and inkinesss. She asked inquiries like. â€Å"why do the white people write ‘Colored’ on all the ugly imbibing fountains. the dingy public toilets and the dorsum of the busses† ( 3 ) ? Integration among Central high was a start to bettering this racialist society. Central was the best high school in the country and originally. merely white people were admitted at that place. A pro to African Americans traveling at that place would be them being allowed to acquire the best instruction they could. It would intend equal instruction between Whites and inkinesss. The Small Rock Nine was a really smart group. and Melba explained that. We will write a custom essay sample on Pros and Cons of Integration Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page â€Å"each of us planned to travel to college† ( 27 ) . The Small Rock Nine was merely as smart and capable as many white pupils. they merely needed to derive equal instruction. Thankfully. the federal military personnels get sent in to protect the Little Rock Nine signifier every bit much injury as they can. Its makes Melba. â€Å"proud that I lived in a state that would travel this far to convey justness to a Small Rock miss like me† ( 95 ) . The chief pro of traveling the Little Rock Nine go toing Central High. was that they were taking a baby measure to deriving equality for their race. Although there were pro’s to the Little Rock Nine go toing Central High. there were con’s that they faced every bit good. The Small Rock nine faced many sorts of toughs from the school athletes to angry Whites who drove from other provinces merely to make an angry rabble that terrorized the group whenever they got the opportunity. Melba recalls that. â€Å"some of the white people raised their fists to us. Others shouted ugly words† ( 94 ) . The whole state of affairs besides brings a batch of unwanted attending to the households of the Little Rock Nine. Every twenty-four hours when Melba was on her manner back from school she was met by dozenss of newsmans whom she did non desire to speak to. Melba’s household besides received many intimidating phone calls from angry Whites. One white male called her and said. â€Å"Melba. nigga. I know where you live. . . Twelfth and Cross. We gon na acquire you tonight† ( 46 ) . Chilling people like this forced Melba’s household to invariably be on the ticker.

Retaining Talent with Salary Packaging Organization

Question: Discuss about the Retaining Talent with Salary Packaging Organization. Answer: Introduction In todays world, money plays the vital role. The attractive salary package motivates the employees to work with more efficiency. The salary package has to be alluring enough to draw the attention of the job seekers (Fonarow et al., 2015). The organisations introduce innovative monetary schemes that attract the workforce and future leaders. The study will thus discuss the recognition scheme introduced by McDonalds. The theories will identify the effectiveness of the high salary scale that motivates the employees to work with more efficiency. The human resource approaches of McDonalds towards the non-profit organisation will also be described in this study. Discussion: Staffs in the fast food chains are expected to have a positive attitude towards their job profile. The fun-loving environment, the fair pay, suitable benefits, and supportive management team are the major reasons behind such employee satisfaction. McDonalds deals with almost 37,000 employees who are quite happy with the business environment (B.co.uk, 2017). The company always takes the hands-on approaches to provide sufficient benefits to the associates. In order to establish a reputed organisational culture, the company has been paying attention towards the quality, cleanliness, services, and value. The recognition scheme of McDonalds is another most significant approach for retaining the employees. The recognition schemes introduced by McDonalds to establish the employee welfare are as follows: The company follows the pay for performance philosophy. When the employees perform better, they have more pay opportunities. According to Neckermann, Cueni and Frey (2014), basic pay is the fixed cash amount that the employees get by working for a month. This basic pay is determined by comparing the fixed salary of the other similar organisation. McDonalds set the salary structure of the employees by depending on their skills, experiences, performance, and contribution over time. The short-time incentives are variable unlike the basic pay. The incentive can be earned in a yearly or monthly basis. In McDonalds, the rewards are based on the annual performance of the individuals and business. This measurement is tied with the business strategy implemented by the company (Emerson Prang, 2016). The yearly payouts are aligned to the annual performance. This scheme is much supportive to increase the performance productivity. Among the long-term incentives, McDonalds provides the LTI Stock Awards to the employees who are eligible enough for creating link between the current business and future performance. This scheme is applied to those employees who have the potentiality to grow in the future and generate a huge amount of profitability for the organisation. The recognition programme at McDonalds based on the string performance parameter of the associated employees. The diverse recognition programmes are held for the different corporate offices. For example, the company arranges the Presidents Awards for the regional and division office. This award is given by depending on the top1% of the individual performers worldwide (Corporate.mcdonalds.com, 2017). The company organises the Circle of Excellence Award, which is given to top team strengths worldwide (Corporate.mcdonalds.com, 2017). The award helps in recognising the contribution of the teams for advancing the vision of McDonalds. The recognition programme arranged by McDonalds is mainly focusing on welfare of the employees. The organisational culture emphasises the people development and human resource efficiency (Leekha Chhabra Sharma, 2014). The effective organisational culture helps in business growth that leads to success. McDonalds organisational culture depends on the following features. People-centricity Organisational Learning Individual Learning Diversity and Inclusion The organisational culture of McDonalds is mainly focusing on prioritizing the needs and developments of the associated employees (Thompson, 2015). The values and standards of the business signify the importance of the employees engagement. The recognition programme introduced by McDonalds emphasises on supporting people and motivate them with proper pay scales. The management of the company believes that the employee engagement is the key to improvise the organisational functionalities. The recognition programme is thus much beneficial for the company to retain the employees and bring more efficiency to their performance parameter. Appelbaum (2013) opined that recognition leaves a positive impact in the mind of future leaders. In order to encourage the employees towards reaching the business goal the importance of business leaders is highly important. Recognition scheme is one of the major tools with the help of which business organizations tend to motivate the leaders to perform well. As per the business policy of McDonald, the existing business leaders get additional incentive scheme for performing well and for encouraging the team members. As a result, the future leaders get motivated and encouraged after observing the appreciation level of McDonald to the existing business leaders. Motivation is one of the most important factors to provide good performance for business services. As stated by Epstein and Buhovac (2014), due to the implementation of recognition scheme, the employee attrition rate of McDonald has been automatically decreased. In last few years, it has been observed that McDonald was suffering from severe employee turnover. The leaders intended to follow autocratic form of leadership at the workplace. Employees did not get enough scope to share their point of views regarding the business goal. Business leaders wished to impose their decision on the employees. In this kind of situation, the rate of employee turnover had been raised rapidly. In order to overcome this kind of situation, the business experts of McDonald had decided to implement some appreciation schemes such as quality bonus, production incentive schemes and so many. This kind of motivational initiatives highly influenced the future leaders to provide their best endeavour towards business process and services. In addition, after receiving several recognition schemes, business leaders intended to follow participative leadership style at the workplace. The primary purpose of following participative style at the workplace is making collective decisions regarding business strategies and policies. Employees got immense opportunities to share their own opinion regarding the business goal. As a result, the interpersonal comm unication between the employees and the leaders become effective. The individual performance of every single future business leader is possessed with the capability of enhancing the team performance. The motivation level of a team is highly dependent on the capability of business leaders to run the team. Maintaining interpersonal communication at the workplace, treating every individual employee with equal respect and dignity are the necessary ways of receive effective team performance. The business experts of McDonald thus have decided to apply various recognition schemes at the workplace for the future business leaders for motivating them towards teamwork. The theories that have been introduced to highlight McDonalds recognition schemes include expectancy theory and agency theory. The recognition scheme introduced by McDonalds highlights that the company prioritises the associated employees in a significant way. It is even noticed that the company launched several reward facilities along with the high pay scale. These initiatives have generated the sense of expectancy among the associated workers at McDonalds. Recognising such expectation levels and people development, the following theories can be described. Victor Vroom introduced the expectancy theory of motivation. The theory assumes the employees behaviour that results from the conscious choices among the available alternatives (Purvis, Zagenczyk McCray, 2015). The theory indicates the relationship building factors at the workplace between the employees and the management faculty. Several concerned areas can motivate the spirit of the employees. The theory indicates that there is the strong linking between the efforts and the performance of the employees. The efficient performance parameter of the employees will result the expected rewards (Ifm.eng.cam.ac.uk, 2017). The reward facility would serve one significant purpose of the organisation that will lead towards success. It is noted that the expectancy level of satisfying the need motivates the employees to put more efforts in performing the organisational functions. The expectancy theory follows some of the beliefs, such as valence, expectancy, and instrumentality. According to Purvis, Zagenczyk and McCray (2015), valence determines the emotional orientations of the people. An employee generally opts for proper salary structure, promotions, benefits, and time-offs. In addition to these needs, the employees even seek for the recognition or rewards for their career development. The management has to take the responsibility to value such needs of these employees to retain them and bring the efficient performance outcome. An employee may have different expectations and level of confidence about their capabilities. The management team of an organisation must discover the value and potentiality of the employees for satisfying their expectations. The Instrumentality approach indicates the perception of the employees about the fulfilment of their desires by the management. The management needs to ensure that the employees will get the benefits promised by the organisation. Victor Vroom suggested that these expectancy, valence, and instrumentality together create the motivational factors for the employees. These motivations create the sense of pleasure among the employees. As a result, the efficient performance outcome increases the entire organisational productivity. The recognition scheme undertaken by McDonald suggests another most relevant theory of employee engagement. The formulation of Agency Theory focuses on several terms and conditions. The principal would employ an agent to carry out any functionality on their behalf. Agency is depended on the effective relationship between a principal and the agents. The costs of the agency will be incurred from the performance monitoring process of the principal (Bosse Phillips, 2016). The agency theory presents the separation between ownership and control. The agency theory explains the relationship between the principals and agents in the business. In order to establish a structured organisational culture, it is essential to separate the concept of ownership and controlling (Bosse Phillips, 2016). When the management is able to meet the expectation level of the employees, it inspires them to work with proper efficiency. Therefore, it is necessary to separate the controlling power from the ownershi p process. The formulation of these two theories is appropriate for the recognition scheme introduced by McDonalds. It generally specifies the effective relationship between the employees and the management. Moreover, when the employees are motivated enough by such monetary benefits, the outcome of their performance will be remarkable (Emerson Prang, 2016). Hence, it is essential for the management to keep the record of their performance level. Accordingly, the recognition programmes will be arranged. In fact, during the financial month, the company can even introduce more schemes for employees welfare. More specifically, McDonalds is much concerned about retaining their employees by providing them all such facilities and higher pay scales (Poole Jenkins, 2013). The theoretical concepts are highlighting the employee benefits that are proven to be more fruitful for organisational growth. The management of the human resource is one of the major concerns that the company needs to follow for stre ngthening the competitive position (Bosse Phillips, 2016). The further section of the study will present such hands-on approach undertaken by McDonalds for establishing the organisational culture. In this particular essay, detailed analysis has been pointed out whether McDonalds approach to manage human resources would be directly applicable in a non-profit organization such as the Spastic centre. A large number of contemporary scholars have showed their different opinions on how the human resource management process of a food centre service is applicable to a non-profit business organization. The primary mission of Spastic Centre is to provide necessary supports to the children as well as adults regarding cerebral palsy. Therefore, the non-profit business organization like Spastic Centre intends to maintain the human resources by providing numerous facilities and benefits. Giedion, Alfonso and Daz (2013) stated that an individual person associated with a non-profit organization is possessed with social recognition. The human resources get an additional recognition and appreciation to any social events even to the government. Therefore, a large number of people tend to show th eir interest for being associated with the non-profit organizations. On the other hand, Grant (2012) has differed the point of view of pervious scholar. This particular author has pointed out that the salary package of the employees of McDonalds is higher than Spastic Centre. In other word, it can be highlighted that better salary package is one of the most effective ways of employee retention for the organization like McDonalds. The recognition schemes of McDonalds are constituted with several segmentations such as long-term incentives, short-term incentives, pay for performance, quality bonus and so many. On the other hand, the non-profit organizations like Spastic Centre do not like to maintain various segmentations within the salary packages due to limited revenue sources. Therefore, the procedures of maintaining employee relation or employee motivation between McDonalds and Spastic centre are different. Therefore, diverse schemes are the most effective procedure of employee retention for the company like McDonalds. At the end of the year, the business experts tend to provide rewards to the employees as well as their leaders for motivating them towards business process. On the other hand, non-profit organizations such as Spastic Centre is endowed with specific business goals with the help of which people from different cultures and backgrounds are entertained within the business process. As per the opinion of Grant (2012), the organizational managers like to show equal respect and dignity to the people of every cultures and backgrounds. As a result, employees tend to maintain an effective communication at the workplace of Spastic Centre. Kersley et al. (2013) has strongly differed the point of view of the previous scholar. This particular scholar has stated that employees of non-profit business organizations like to provide volunteer services to the target customers. Therefore, the r esponsibility of the employees is flexible enough. Employees do not have to sign any contract paper in order to survive within the workplace of Spastic Centre. On the other hand, the employees of McDonalds are not allowed to deliver any voluntary services. Therefore, before leaving the business organization, the employees have to fulfil some of the procedures. Conclusion: The entire study has provided an in-depth analysis on the importance of recognition schemes for motivating the employees towards reaching business target. Different kind of recognition schemes of McDonald has been discussed in this particular study. An effective critical analysis by involving the point of views of numerous scholars has been presented in this particular study in order to evaluate the impact of sufficient salary package for retaining the business employees. With the help of two theories named expectancy theory and agency theory, the study had focused to highlight on how employees as well as the business leaders can be motivated to perform well at the workplace of McDonald. Reference List: Appelbaum, E. (2013). The impact of new forms of work organization on workers.Work and Employment in the High Performance Workplace,120. B.co.uk, (2017). McDonald's Restaurants Ltd in Accreditation 2015. [online] B.co.uk. 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