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Agenda. Handbook Performance assessment Reward structures Team Termination Course eval Celebration. Team and Member Performance. Team member behavior that contributes to or detracts from team functioning (e.g., preparation, timeliness, relevance, participation, etc.).

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Agenda

  • Handbook

  • Performance assessment

  • Reward structures

  • Team Termination

  • Course eval

  • Celebration


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Team and Member Performance

Team member behavior that contributes to or detracts from team functioning (e.g., preparation, timeliness, relevance, participation, etc.)

Team interactions & processes that contribute to or detract from productivity (e.g., communication, decision making, planning, etc.)

Team outcomes

(e.g., criteria for achievement: quality, size, content, etc.)


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Key measurement ideas

  • Identify a few key areas to measure (e.g., team member behavior, team processes, & outcomes)

  • Identify specific, objective, demonstrable behaviors to rate

  • Set ranges for expected levels of performance

  • Schedule times for rating performance

  • Provide constructive feedback before final ratings



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Reward Structures and team reward systems

Team Performance Areas

Individual Performance

Individual

Team Process Measures

Team

Team Outcome measures


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Extrinsic financial rewards and team reward systems

  • Individual merit-based pay — compensation based upon individual performance

  • Skill-based pay — compensation based upon individual skills required

  • Knowledge-based pay — compensation for learning and knowledge rather than skills

  • Team merit-based pay — compensation based upon team-level performance

  • Gainsharing and/or profit sharing — supplemental compensation based upon organizational-level performance

  • Special rewards and bonuses — compensation directly related to special achievements


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Intrinsic & Social motivators and team reward systems

  • Satisfaction in work well done

  • Receiving more-challenging work as a result of previous successes

  • Opportunity to learn new things connected with new work assignments

  • Asked to take on difficult challenges

  • Increasing variety of work

  • Increased freedom & flexibility

  • Opportunity to master new technologies

  • Public recognition & awards

  • Shared leadership

  • Plaques, certificates, honorific titles


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Issues surrounding individual & team rewards and team reward systems

  • The Hay Group examined compensation in 230 team-based companies. They found 80% pleased with team but only 40% satisfied with team compensation (due to poor communication about compensation & poor implementation timing.

  • There are contradictory results regarding rewarding individual performance and team performance, implying they are counter productive

  • Different cultures value individual and team performance rewards differently

  • Different people are motivated by different rewards (e.g., intrinsic vs. extrinsic)

  • Ranking members or team against each other tends to produce more competition than cooperation

  • US organizations continue to primarily reward individual rather than team performance in spite of evidence that team rewards show better outcomes

  • Inability to sanction free riders tends to lower performance of other members


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