TEAMWORK IN ORGANIZATIONS

Teamwork in Organizations
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Teamwork in Organizations.
The performance management process of Public Service Works needs some modifications to enhance teamwork and subsequently the achievement of organizational goals and objectives. One of the refinements that should be made to the performance assessment to facilitate fair and consistent teamwork reviews is a movement towards a more continuous assessment and reward process. According to Ledford, Benson, and Lawler (2016), compensation is considerably more effective in motivating teams, when offered soon after the desired behavior. The firm currently compensates based on the feedback obtained within the performance period. However, assessment and instant reward in such ways as spot bonuses would be more effective if directed towards each job done and facilitate motivation in the next role.
The firm should also adjust the special recognition programs for excellent performance. For one, the Award of Excellence is only awarded to team leaders; this may be demotivating to the other team members as they would feel their efforts are not appreciated. Thus, it is vital that the award be open to both team leaders and the members who exhibit exemplary performance. The Executive Excellence Recognition award is commendable as it aims at rewarding outstanding teamwork. However, there should be a special intelligence unit to evaluate the performance of the various teams and reward them accordingly.

The unit should also track data on team needs and achievements and thus enhance the selection of the best performance since well-performing teams which fail to apply for the award would not be recognized in the current program.
According to Erickson (2011), the utilization of peer feedback in performance assessment is one of the most critical steps in promoting cultural change in collaborative environments. Cappelli and Tavis (2018) also state that peer feedback reduces subjectivity as all members can contribute their views on one’s performance. Thus, the addition of peer feedback in the performance assessment would be beneficial to the organization. In conclusion, though complete performance assessment is challenging particularly in collaborative environments and public organization, the clarification of the evaluation mechanism ensures its effectiveness.
References
Cappelli, P., & Tavis, A. (2018). The New Rules of Talent Management. Harvard Business Review. Retrieved 15 April 2018, from https://hbr.org/2018/03/the-new-rules-of-talent-management.
Erickson, T. (2011). Rethinking Performance Assessment. Harvard Business Review. Retrieved 15 April 2018, from https://hbr.org/2011/04/assessing-performance-from-indLedford, G., Benson, G., & Lawler, E. (2016). Cutting-Edge Performance Management: 244 Organizations Report on Ongoing Feedback, Ratingless Reviews and Crowd-Sourced Feedback. Ceo.usc.edu. Retrieved 15 April 2018, from https://ceo.usc.edu/files/2016/09/CE_PM_FINAL.pdf