Team Management Blog 4

 

Video 1 (Getting Started with London Metropolitan University 2017). 
 

Common goal is when team members first come together as a team with variety of different ideas and thoughts. Although, the vision and mission had been aligned the team members to a mutual direction it is crucial the team leaders understand the strengths and weaknesses of their individual teams before assigning the tasks with a carrier development plan. However, on some occasions all the members of the team are treated as all-rounders who can come up with any of the tasks within the organization (Abudi 2011). Furthermore, some divert themselves to other tasks or different job roles due to lack of belief or interest towards the common goal, others find themselves competitive to pursue several types of goals simultaneously. According to a review, spouses, parents, children, teachers, researchers and more, they seek to achieve a wide range of goals as a common practice (Simon 1964). Nevertheless, research suggests that pursuit of a single goal is not a viable strategy for organizations as well as individual's personal development (Connolly et.al 1980 and Simon, 1964).    

According to an article in society of Human Resource Management, at many organizations, senior executives or senior team management create a strategic plan, only to have it sit on a shelf or to please the owners and the stakeholders. Although, it drives the organization investing time and resources in all wrong places. Furthermore, author highlighted that other top reasons SHRM fail include, inadequate planning and failing to include key people in the planning. Henceforth, at some of the other workplaces, there may be no strategic plan at all (Meinert 2016). Therefore, SHRM professionals can take a key role in shaping their organization's strategy and contributing to the future success because they know the workforce better than most. Furthermore, organization Leaders and SHRM Team Members need to be at the table when strategy is designed to implement and allocate the required budget for needs within the given boundaries from ownership. Also, need to be at the table when strategy is implemented (Wilkinson 2016). 

''Following are the main aspects that SHRM should focus on to be on top of the contemporary developments in people management issues and practices from a Global perspective. According to a career transition expert set out to explore the questions in an extensive series of interviews with leadership mentors, HRM professionals, and newly minted unit heads. What expert found was at this point of view, executives must navigate a tricky set of changes in their leadership focus and skills. Career transition expert call these the seven seismic shifts. New enterprise leaders must move from being a specialist to a generalist, from analyzing data to integrating knowledge from multiple sources to implementing tactics to developing strategies. They also need to transform themselves from bricklayers into organizational architects, from problem solvers into agenda setters and from warriors' intent on beating the competition into diplomats who engage with a full range of stakeholders. Finally, leaders must move out from the wings and get used to living on center stage in the full spotlight. To make the transition, Team Leaders must acquire new capabilities quickly. And though what got them to the top may no longer be enough, there are steps that they and their teams can take to prepare the organizations succeed'' (Watkins, 2012). 

In a health care organization study, it was found that Human Resource practices are directly or indirectly connected to the outcomes of organizations success and the use of its practices are related to improved financial and service excellence outcomes. Furthermore, in an organization net margin or profitability standing as organizations financial outcomes and workforce satisfaction standing as SHRM outcomes and in this point of view HR professionals must treat their colleagues, teammates as their customers or clients of the organization and provide the best selection of solutions to the improved performance, health, welfare to name a few from organizational SHRM perspective. Furthermore, the impact of SHRM outcome is substantially proved larger than the impact on financial outcomes because to gain a financial outcome organization must have a strong, reliable team and the studies have stated the full mediating effect of the job satisfaction of employees are in the hands of Human Resources, fail to do so will happen to witness the loss of well-trained or talented workforce to the competitors in the job market (Vermeeren et.al 2014). 


Content 1 (Kolb's Learning Theory 1974). 



List of References 

Abudi, G 2011, 5 Elements of Successful Project, Paper presented at PMI Global Congress 2009, North America, Orlando, FL, Newtown Square, Project Management Institute. 

Connolly, T, Conlon, EJ, Deutsch, SJ, 1980 & Simon, HA 1964, ''Impact of Organizational Goal Setting on the Industrial Munificence-goal Attainment Relationship'', International Journal of Business and Management.  

Getting Started with London Metropolitan University 2017, No 166-220, Holloway Road, London N7 8DB, United Kingdom. < https://www.youtube.com/watch?v=97Y5rc0abs4>.

Kolb's, (1974). Post Graduate Medical Students. 

Meinert, D 2016, ‘'How HR Can Influence Organizational Strategy’', Society of Human Resource Management Organization.  

Simon, HA 1964, ''Impact of Organizational Goal Setting on the Industrial Munificence-goal Attainment Relationship'', International Journal of Business and Management.  

Watkins, MD 2012, ''How Team Managers Become Team Leaders'', Harvard Business Review, Vol 90, No 6, June, pp 65-72. 

Wilkinson, M 2016, ''Society for Human Resource Management 2016'', Annual Conference & Exposition in Washington, D.C., June 21.  

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