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    Lo 3 LST

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    Lo 3 LST

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    tesfayeguji
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    lot 3

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    LO 3 LST

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    © © All Rights Reserved

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    lot 3

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    3 views6 pages

    Lo 3 LST

    Uploaded by

    tesfayeguji
    lot 3

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 6

    GODE HEALTH SCIENCE COLLEGE

    SOMALI REGIONAL STATE


    BUREAU OF TECHNICAL AND VOCATIONAL
    EDUCATION AND TRAINING
    GODE, SOMALI, ETHIOPIA

    NURSING ASSISTANCE L-III


    LEARNING GUIDE #3

    Unit of Competence: Lead Small Team


    Module Title : Leading Small Team

    LG Code : HLT NUA3M16 LO3

    TTLM Code : HLT NUA3 TTLM 1212v1

    LO3: Set performance expectations for team member


    Instruction Sheet Learning Guide #3
    This learning guide is developed to provide you the necessary information
    regarding the following content coverage and topics:
     Performance and expectations this guide will also assist you to attain the
    learning outcome stated in the cover page.
    Specifically, upon completion of this Learning Guide, you will be able to:
     Maintained or improved individuals and/or team performance given a
    variety of possible scenario
     Assessed and monitored team and individual performance against set criteria
     Represented concerns of a team and individual to next level of management
    or appropriate specialist and to negotiate on their behalf
     Allocated duties and responsibilities, having regard to individual’s
    knowledge, skills and aptitude and the needs of the tasks to be performed
     Set and communicated performance expectations for a range of tasks and
    duties within the team and provided feedback to team members

    Learning Instructions:
    1. Read the specific objectives of this Learning Guide.
    2. Follow the instructions described in number 3 to 10.
    3. Read the information written in the “Information Sheets 3”. Try to
    understand what are being discussed. Ask you teacher for assistance if you
    have hard time understanding them.
    4. Accomplish the “Self-check 3” in page__.
    Information sheet 3 Set performance expectations for team member

    Set Performance Expectation for the Team Members


    2. Introduction
    A lack of clear performance expectations is cited by readers as a key contributing factor to their
    happiness or unhappiness at work. In fact, in a poll about what makes a bad boss – bad, the
    majority of respondents said that their manager did not provide clear direction. This factor
    affected their sense of participation in a venture larger than themselves and their feelings of
    engagement, motivation, and teamwork.
    Critical Components of Clear Performance Expectations
    The process that results in employees who clearly understand and execute their performance
    expectations contains these components:
    A company strategic planning process that defines overall direction and objectives.
    A communication strategy that tells every employee where their job and needed outcomes fit
    within the bigger company strategy.
    A process for goal setting, evaluation, feedback, and accountability that lets employees know
    how they are doing. This process must provide opportunities for continuing employee
    professional and personal development.
    Overall organizational support for the importance of clear performance expectations
    communicated through cultural expectations, executive planning and communication,
    managerial responsibility and accountability, rewards and recognition, and company stories
    (folklore) about heroic accomplishments that define the workplace.
    Communication of Clear Performance Expectations
    Communication starts with the strategic planning process of executive leaders. How they
    communicate these plans and goals to the organization is critical to create an organization in
    which all components are connected and pulling in the same direction. Executive leadership must
    clearly communicate its expectations for the team’s performance and expected outcomes to align
    each area of the organization with the overall mission and vision.
    At the same time, leadership needs to define the organizational culture of teamwork desired
    within the company. Whether a department team or a product, process, or project team, team
    members have to understand why the team was created and the outcomes the organization
    expects from the team.
    Communicating Clear Performance Direction through the PDP
    The Performance Development Planning (PDP)process translates these higher level goals into
    the outcomes necessary for each employee’s job within the company. After the quarterly PDP
    meeting, employees should be clear about their expected contribution. Goal setting at these
    meetings should include a performance evaluation component so the employee knows how he or
    she has been performing.
    Leading up to the PDP meeting, the employee self-evaluation guides each employee in thinking
    about their performance. The six-eight goals set at the meeting, or continued from the previous
    PDP, establish performance expectations without micromanaging the employee. Deciding how to
    accomplish the goals empowers, engages, and motivates the employee.
    The manager maintains needed contact with the critical steps in the employee’s performance
    plan through weekly meetings and coaching. (No, it’s not a free-for-all when each employee’s
    work affects other employees and must mesh to accomplish the whole.) Additionally, this step
    ensures that employees are accountable for accomplishing their jobs.
    Consider following this same process with each team you establish for the same sense of
    interconnectedness and understanding of clear performance expectations.
    Continuing Support for Clear Performance Expectations
    Your organization accomplishes performance expectations in three key ways.
    You need to show constancy of purpose in supporting individuals and teams with the
    resources of people, time and money that will enable them to accomplish their goals. When you
    provide the resources teams need to succeed, you ensure the development of teamwork and the
    team's best chance for success. Sometimes, this requires the reshuffling of resources or the
    renegotiation of goals. But, the visual application of resources sends a powerful message of
    support.
    The work of the team needs to receive sufficient emphasis as a priority in terms of the time,
    discussion, attention and interest directed its way by executive leaders. Employees are watching
    and need to know that the organization really cares.
    Finally, the critical component in continuing organizational support for the importance of the
    accomplishment of clear performance expectations is your reward and recognition system. Clear
    performance expectations accomplished deserve both public recognition and private
    compensation. Publically cheering and celebrating team accomplishments enhances the team's
    feeling of success. The recognition clearly communicates the behaviors and actions the company
    expects from its employees. Use clear expectations to help your employees develop accountable,
    productive, meaningful, participatory teamwork.
    3.1.Assisting staff to improve their performance
    3.2.Factors affecting performance
    Performance appraisals are supposed to evaluate the performance of a worker, reward good
    performance with promotions and pay raises and set goals to help employees continue to
    improve. In reality, however, performance appraisals are affected by a wide range of
    psychological factors. Even when supervisors are working with a well-defined guideline to
    evaluate workplace performance, they can easily fall off track with results disadvantageous to
    both the worker and the company.
    Standards of Evaluation
    One especially tricky performance appraisal factor is standards of evaluation. Many
    companies use subjective terms like "excellent," "good" and "fair" to characterize performance,
    but these terms may mean very different things to different people. If a company has two
    different evaluators, this can lead to serious bias; a more or less average worker who performs all
    of his job duties correctly may receive a "good" rating with one evaluator but only an "average"
    or "fair" rating with the other.
    General Biases
    There are many ways a supervisor can skew everyone's evaluations. Some supervisors exhibit
    the central tendency, rating everyone as about average and only deviating in extreme
    circumstances. By contrast, an evaluator exhibiting a leniency bias would rate everyone fairly
    high, perhaps out of a desire to be nice or a desire to avoid confronting unhappy employees.
    An evaluator might also only look at recent performance, exhibiting a recency bias. An
    opportunity bias can also skew results, with evaluators blaming or praising employees for things
    that were actually out of their control. For example, a salesman could have
    declining sales numbers do to a sharp economic downturn, poor product quality or poor
    inventory management, none of which would be his fault.
    Self Check 3 Written Test

    Directions: Answer all the questions listed below. Use the Answer sheet provided
    in the next page:
    I- Essay: Explain briefly

    1. Explain briefly what is strategic planning process? (5pts.)

    2. Explain briefly what is Performance Development Planning (PDP)

    Note: Satisfactory rating above- 5 points Unsatisfactory below- 5 points


    You can ask your teacher for the copy of the correct answers.
    Answer Sheet
    Name: _______________________Date: ________
    I- Essay:
    1.
    __________________________________________
    __________________________________________
    2._________________________________________
    __________________________________________

    Score ___________

    Rating ____________

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