Strategic Performance Management:
Strategic Performance Management:
Table of Contents
Introduction: 2
Learning Outcome1: 2
1.1:-Links Between Strategic Performance and Team Performance: 2
1.2 Tools and Techniques to set Performance Targets: 3
1.3 Team performance tools to measure future team performance: 4
Performance Evaluation Software 5
Feedback 5
Coaching 5
Learning Outcome2: 6
2.1 Determine required performance targets within teams against current performance: 6
The KPT(Key Performance Targets)s for each review are 6
1. Pre contract Contractor Team Performance – 6
2. Pre contract Client Project team performance – 6
3. Post practical completion Contractor team performance 7
4. Post practical completion Client Design team performance (form ref. Post Client) 7
2.2 Individual commitment to team performance in achievement of organizational goals: 8
2.3 Delegation, mentoring and coaching to the achievement of organizational objectives: 9
Reasons Why People Choose To Work With A Coach or Mentor 10
2.4 Team Performance Plan to Achieve Organisational goals: 10
Learning Outcome3: 11
3.1 Process for monitoring team performance and initiate changes where necessary: 11
3.2 Team performance against agreed objectives 13
Features 13
Benefits 14
Process 14
Types 14
3.3 Impact of Team Performance: 14
Learning Outcome4: 15
4.1 Influencing and persuading methodologies to gain the commitment of individuals to a course of action: 15
4.2 Impact of individual dynamics, interests and organisational politics on securing the commitments of individuals to a course of action: 16
Conclusion: 17
References: 17
Introduction:
Tesco is Britain’s leading retailer. We are one of the top three retailers in the world, operating over 3,700 stores globally and employing over 440,000 people. Tesco operates in 13 countries outside the UK.
Everyday life keeps changing and the Tesco team
Table of Contents
Introduction: 2
Learning Outcome1: 2
1.1:-Links Between Strategic Performance and Team Performance: 2
1.2 Tools and Techniques to set Performance Targets: 3
1.3 Team performance tools to measure future team performance: 4
Performance Evaluation Software 5
Feedback 5
Coaching 5
Learning Outcome2: 6
2.1 Determine required performance targets within teams against current performance: 6
The KPT(Key Performance Targets)s for each review are 6
1. Pre contract Contractor Team Performance – 6
2. Pre contract Client Project team performance – 6
3. Post practical completion Contractor team performance 7
4. Post practical completion Client Design team performance (form ref. Post Client) 7
2.2 Individual commitment to team performance in achievement of organizational goals: 8
2.3 Delegation, mentoring and coaching to the achievement of organizational objectives: 9
Reasons Why People Choose To Work With A Coach or Mentor 10
2.4 Team Performance Plan to Achieve Organisational goals: 10
Learning Outcome3: 11
3.1 Process for monitoring team performance and initiate changes where necessary: 11
3.2 Team performance against agreed objectives 13
Features 13
Benefits 14
Process 14
Types 14
3.3 Impact of Team Performance: 14
Learning Outcome4: 15
4.1 Influencing and persuading methodologies to gain the commitment of individuals to a course of action: 15
4.2 Impact of individual dynamics, interests and organisational politics on securing the commitments of individuals to a course of action: 16
Conclusion: 17
References: 17
Introduction:
Tesco is Britain’s leading retailer. We are one of the top three retailers in the world, operating over 3,700 stores globally and employing over 440,000 people. Tesco operates in 13 countries outside the UK.
Everyday life keeps changing and the Tesco team
References: • Bradley, L. and Kirkman, B.R. 1999, Beyond Self-Management: Antecedent and Consequences of Team Empowerment, in: The Academy of Management • Gretchen, M.S. 1996, Psychological Empowerment in the Work Pace, Dimension, Measurement and Validation, in: The Academy of Management Journal, Vol. 38, 1442-1465. • Gretchen, M.S. 1996, Social structural Characteristics of Psychological Empowerment, in: The Academy of Management Journal, Vol • Karen, A. and John, A. 1995 Multi Method Examination of the Benefits and Detriments of Intra Group Conflict, University of Pennsylvania, in: Administrative Science Quarterly, Vol. 40, No. 2, 256-282. • Karen, A.J. 1997, The Qualitative Analysis of Conflict Types and Dimensions in Groups in Organizational Groups, in: Administrative Science Quarterly, Vol • Martin, H. and Hans, G.G. 2001 Team Work Quality and Success of Innovative Projects, in: A Theoretical Concept and Empirical Organization Science, Vol