Case study : Are you rewarding solo performances at

team’s expenses . Summary : --- By Vikram Choudhary.

Roll no : DM-16-047.

 The rank and yank approach certainly did

drive individuals to strive for stellar
results.but it motivated them to do so at
expense of their team. Because it tactfully
encouraged people to keep their idea’s with
themselves. It inhabited a key ingredients to
any sucessful people. Individuals took their
ideas to only at High profile event’s and
presentation to vow their boss.

A stated commitment to teamwork is the norm

at many companies today as standard part of
corporate life. Yet many management
incentives systems are so focused on
individuals , contributor that they inadvertently
undermine teamwork. It’s obvious to say that it
is reward to both individual and team work.
Rewards are powerful signals to individuals but
teamwork is good spirit. If you want people to
work together, it is necessary to concentrate on
uniform energy.

Aligning team work and individual performance

for performance management is used to
standardize and assess employee’s to meet the
goals of organization. Peer assessment is
necessary to make it integral part of individuals
performance. 60% of manager’s performance is
determined by financial performance and 40%
of performance is dependent on the quality of
the team work assessed through structured
feedbacks gathered from team members. To
make it possible it requires time and efforts.

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Individuals and teams cannot be aligned unless
they understand how they fit into larger
mission.

Atlast, fostering the team performance while

giving individuals encouragement to shine at
solo effort to come down to dextrous
emotionally intelligent management.
The leader must empower the team as a whole
so as to create a climate where teams feels
encouraged.