The links between individual, team and organizational objectives
Objectives help to determine the long-term prospects of an organization. The essence of an objective helps to analyze in what direction the company is moving, and after reaching the objective – what the result will be. Furthermore, an objective allows the creation of an optimal action plan for achieving it. The plan in this situation is competent management and a structuring of the workflow, both at the level for individuals and the entire team.
The link between individual, team, and organizational objectives is to achieve a common goal over a period of time. The objectives set determine the motivation of the entire company, so the whole team works to reach the goals, sharing the same vision of the result. As Telfer (n.d.) states, effective management is the achievement of an organization’s objectives through its employees’ performance. Thus, there is a definite connection between the work done by each individual and the final outcome.
The selection of individual and team objectives for agreement
In order to agree on the objective and distribute further work, the manager must ensure that this distribution matches the team’s goals and policies, and values of the organization. Managers should set goals in order of priority, and a correct allocation of work resources allows achieving the best performance. Managers must be receptive to what team members are saying and be able to advise employees to ensure that the final objectives are met (Telfer, n.d.). If the necessary team resources are insufficient, the manager must reach an agreement with all team members to change priorities and reallocate resources. Coordination, agreement, and synchronous work of the entire team determine the effectiveness of the company. It, in turn, directly affects the outcome. Choosing the right person and team with the appropriate level of competence, skills, knowledge, and experience is crucial in this case.
Areas of individual and team responsibility in achieving objectives
Defining areas of individual and team responsibility in achieving goals is mainly carried out by the manager. Within each specific organization, managers agree on objectives and work plans with teams and individuals based on different methods. However, it is worth remembering that individual managers also must take responsibility for their employees and manage them effectively (Telfer, n.d.). In general terms, managers and their teams decide together how to allocate tasks and duties. This includes ensuring that the distribution makes the best use of team members’ abilities and gives them the opportunity to learn and develop their skills (Telfer, n.d.). During individual and group conversations, managers evaluate the performance of teams and individuals, making it clear why the work is being monitored and why. Often in the company, the area of responsibility is determined by the contract that is concluded when hiring.
It is essential to balance the distribution of commitments in order to avoid conflict situations and reduce efficiency. For example, when individual responsibility in a team decreases, employees tend to care less about the quality of their work, which makes them less reliable. With excessive individual responsibility, the employee begins to experience anxiety because he should be liable for the result, which he is not always able to control. That is why any organization should have a certain structure of responsibility in order to achieve its objectives. The structure can be distinctly defined in the company’s contract, or it can be like a living and changing system. What it will be in a particular organization depends on the management methods and the specifics of the activities that the company is engaged in.
Reference
Telfer, G. (n.d.) Performance management with individuals and teams. Leadership Through Experience International.