Managing Individual Performance-Paper

MANAGING INDIVIDUAL PERFORMANCE 1
Feedback to First individual Assignment: Managing Individual Performance
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into your paper: You have covered mmost of them.
Managing Individual Performance—Paper

Conduct research in the library (using peer-reviewed sources) regarding Maslow’s
Hierarchy of Needs as well as the Myers-Briggs Type Indicator (MBTI).
Write a 1,200-1,500-word essay that addresses the following questions. Be sure to
include proper text citations and APA style references for all outside sources.
What criteria should a team leader use when selecting members of a team? Use
at least two peer-reviewed sources as you respond to this question.
Who did (would you) select for your team? What strengths did you see in those
you selected? Why did you make these choices?
What factors do you need to consider in order managing your team effectively?
Why might an individual’s personality play a role in the success of your team?
Briefly describe what each personality preference means in the MBTI
assessment and how this may affect the way an employee carries out his/her
tasks. Use at least two peer-reviewed sources as you respond to this question.
E vs. I
N vs. S
T vs. F
P vs. J
Briefly describe Maslow’s Hierarchy of Needs and how it affects motivation. How
might this knowledge affect your team choice? Use at least two peer-reviewed
sources in your response.
Consider the individuals you selected in the team. Where do you believe each
falls on Maslow’s hierarchy of needs? Explain why you would place this individual
at that point. How did/does that affect your motivational strategy with each?
Research Course Week 2 Assignment # 1 February 14th, 2011
How did your team selections work? Did your team members perform as
expected? Explain.
List and describe a minimum of at least five factors you considered in selecting
strategies to motivate your team.
You also needed to include into your paper a brief discussion on:
• The way managers select the team members that include: Managers
select team members based on criterion such as communication skills,
current workplace assignments and availability, prospective team member
interest in belonging to the team, and if they have explicit and tacit
knowledge that could add to the team
• Why do we need to have a performance review? It will increase human

capital, the value-creating skills, competencies, talents and abilities of an
organization’s workforce to focus on performance at all levels in an
organization
• In your approaching analysis, the elements of the MBTI and Maslow’s

theories should be included, which are briefly outlined in the following for
your learning.
Literatures have covered and well described the Maslow’s and Myers-Briggs’ research
theory outcomes of hierarchy needs and Type Indicators [MBTI].
According to Maslow
– All people have five basic types of needs
– People fulfill lower-level needs before seeking to fulfill higher-level

needs
• One set of needs must be met before another is sought
• “Hierarchy of needs” is his grouping and ordering of physical,

security, social, status, and self-actualization needs
Maslow’s Hierarchy of Needs includes:

• Self-actualization, self-realization, and self fulfillment.
• Ego or status need
• Love or social needs
• Safety or security needs
• Physical or physiological needs

Applying Maslow’s Theory to Management

• At the lowest level, workers are motivated by basic needs
– Wages or salary, physical conditions
• Safety or security needs
– Providing insurance, retirement benefits, job security
– Safe from physical, psychological, or financial harm
• Social needs
– Provide a work environment in which colleagues interact
 Company lunch rooms, company retreats
• Status needs
– Provide workers with signs of recognition that are visible to others
 Job titles, private offices, designated parking spaces,

awards, promotions
• Self-fulfillment needs
– Provide employees with opportunities to be creative at work
 Include employees in decision making
Next, let us talk about the History of MBTI

Based on years of observations by psychologist Carl Jung and by the instruments
authors Isabel Briggs Myers and Katharine Cook Briggs :
Their ideas help explain why different kinds of people are interested in different things,
are good at different kinds of work, and sometimes find it hard to understand
each other.
Dimensions of Personality Type
• How we interact with the world and where we direct our energy
• The kind of information we naturally notice
• How we make decisions
• Whether we prefer to live in a more structured way or a more spontaneous

way

Why Use MBTI

The MBTI tool is an indicator of personality type (i.e. innate preferences) that has
proven to be remarkably reliable and valid. It represents the result of over 50
years of research, and is used globally in both education and corporate settings;
over 2 million people each year.
The MBTI research outcomes show that:
• It is believed that knowing and understanding your co-workers type will
benefit you in developing a better working relationship.
• Helps a person to better understand themselves
• Helps you to understand peoples “preferences”
The MBTI research outcomes are very useful in understanding how to work with an
individual, how to work as teams (you do not want a group of people on a team
with similar preferences, etc.)
There are two different orientations or attitudes toward the world around us, E/I
(Extravert, Introvert):
• Extraverts relate more easily to people and things outside you
• Introverts relate more easily to the ideas and thoughts in your mind
There are two different ways of perceiving or gathering information, (Sensing, Intuition):
• Sensors are interested in what their five senses are telling them – what
exists in the present
• Intuition types are using their imagination to see new possibilities and
insights hidden from the eye
There are two kinds of judgment or decision making, (Thinking, Feeling):

• Thinkers base their decisions on impersonal analysis and logic.
• Feelers base their decisions on their values.
There are two ways of living in the world around us, (Judging, Perceiving).
• Judgers like to have things decided; their life is likely to be planned and
orderly
• Perceivers do not want to miss anything; their way of life is likely to be

spontaneous and flexible
Certain personality types will be drawn to certain careers. People within careers often
cluster in similar personality types.
Value of the MBTI

• Distinctions from other psychological or career based tools

• Does not assess psychological health
• Does not “tell” the client what to do or be
• Involves client feedback and “agreement” to Type
• Involves no scaling or value
• Inherent strengths and weaknesses associated with each type profile
• MBTI identifies preferences not abilities or skills
• There are no “good” or “bad” types
====================
For your information, the followings are 3 criteria that are used in marking your paper:
1. Content/Development that includes -- (70% Grad / 50%Undergrad)

Subject Matter -- (50% Grad / 40% Undergrad)
• Key elements of assignments covered
• Content is comprehensive/accurate/persuasive
• Displays an understanding of relevant theory
• Major points supported by specific details/samples
• Research is adequate/timely
• Writer has gone beyond textbook for resources
Higher-Order Thinking -- (20% Grad/10% Undergrad)
• Writer compares/contrasts/integrates theory/subject matter with
work environment/experience
• At an appropriate level, the writer analyzes and synthesizes
theory/practice to develop new ideas and ways of conceptualizing
and performing
2. Organizing includes (20% Grad/30% Undergrad)
• The introduction provides a sufficient background on the topic and previews
major points
• Central theme/purpose is immediately clear
• Structure is clear, logical and easy to follow
• Subsequent sections develop/support the central theme
• Conclusion/recommendations follow logically from the body of the paper
3. Style/Mechanics that includes (10% Grad/20% Undergrad)
Format
• Citations/reference page follow guidelines
• Properly cites ideas/info from other sources
• Paper is laid out effectively -- uses, headings and other reader-friendly tools
• Paper is neat/shows attention to detail
Grammar/Punctuation/Spelling
• Rules of grammar, usage, punctuation are followed
• Spelling is correct

Readability/Style
• Sentences are complete, clear, and concise
• Sentences are well-constructed with consistently strong, varied structure
• Transitions between sentences/paragraphs/sections help maintain the flow of
thought
• Words used are precise and unambiguous
• The tone is appropriate to the audience, content, and assignment
My constructive comments:
Criteria For Written Assignments Include:

Content/Development
Subject Matter
Higher Order Thinking
Organization
Style/Mechanics
My constructive comments:
• Good Effort is put into the paper: Yes, but your sentence structure needs lots of
improvement. Is this really an MBA level of writing? Your text does not make sense
at all. There are many English mistakes, which is not accepted for MBA level of
writing such as:
Selecting a team members: a team member: Please proofread and check your grammar.
A team leader should be aware of his team roles, responsibilities and task according to
that he should design criteria for selecting team members. This is not English. Please
contact writing coach for help with your writing. This is not even high-school level of
writing. MBA level is much advanced. Also, you should avoid using pronouns in writing
[I, he, him, his ..].
While selecting the team the team leader should look into the following criteria:-
 The Person who has good knowledge and relative work experience with the which is
going to be assigned

Please notice the sentence structures are very poor and not MBA level. I cannot accept this paper as
MBA paper.
 The Person should be helpful to the other team member in the team.
 Mutual understanding between the members of the team.
 Punctuality (submit records on time).
 Open Communications between the team members.
 He should be competent with the members of the team.
 Respectful to the members in the team.
The above sentence structures need revision and modification. Not MBA level of
writing.
I have considered two peer reviewed sources as my friends.
Deepak
Sharath
Deepak:
• He is well experienced and a have good knowledge in communicating.
• He is Respectful and competent.
• I don’t know about his punctuality.
Sharath:
 He has very good communication between the members.
 He is Punctual and helpful person to the other team members.
In the above reviewed sources I can get one conclusion that each member has different
skills and they are going to improve their skills in different ways. While working in team

they will know their weakness and it helps them to improve themself [Spelling is not
checked and not corrected. You are an MBA level student, cannot make the mistakes,
which are not even accepted for high-school writing] as well as it provides the team to
achieve its goals.
you did not need to include the above names into this report? The project is not about
your team. It is about managing individuals in any organization in general.
Please see the writing coach for help on your writing. You will not get through the
program, if your writing is not improved.
Role of an individual personality: Is this English? Did you mean to say: Role of Individual?
Or: Individual Responsibilities?
These sentences are not English. Please see the writing coach for help on your
writing. You will have lots of problem in this program, if you do not try to
improve. I do not understand your writing at all.
I cannot go on. There are so many mistakes. Even high-school students should
not make these minor mistakes in their writing.
• The introduction is clear and describes the background of the topic under investigation:
but sentence structures make it difficult to follow.
• Rules of grammar, usage, punctuation are followed [please also check the
suggested points in your text. You have used lots of pronouns in your
writing, which are not allowed in written papers]. Your sentence structures
are not MBA level of writing. You need to improve your sentence
structures. Spell check, proofreading, are really a key to improve.
• Paper is spell checked : Not really
• There is a good flow in your writing and sentences are linked properly:
The sentence structure is difficult to follow.

• There are good links between sections and the following subsections in
your paper that makes it easy to follow the concept: There are lots of
improvement needed in your text
• Proper citation and references are provided: The entire paper, citation and
references are not provided according to APA format. Your paper is not
APA format. Please notice Font, Font size, line space, indentation, page
number, references, text citation, & etc. must all be according to APA
style. Please search Google for “Quick APA reference to follow. There is
no reference, but a couple of internet links. This is not APA referencing
format.
Please remember that reviewing more literature and providing more references will
always add values to the paper
• Sentence structure is clear: No, lots of improvements needed. The
sentence structures are not MBA level. Pease avoid using pronouns [I,
You, They…] in your written paper.
• Objectives are clear and supported: but introduction does not clearly show
what are the goals of this study.
• Your thoughts and views on the topic are included in the paper
• Conclusion/recommendations follow logically from the body of the paper:

The findings should clearly describe under conclusions.
• Paper is proofread before submission: No, there are lots of minor

mistakes.
Please remember proof reading your paper will always improve the minor errors such
as punctuations and misspelled
• The APA format is not followed [please see my sample paper]. Font size 12
and Times New Roman font, indentation, and other APA rules are not
followed
Please do not describe things that can be found in texts. Readers need to read your
own thoughts and opinions on the topic. For example, you described the
Maslow’s needs, which can be found in any text. You should read the information
from the source and integrate your own thoughts into your report, and relate
them to the topic [not text definitions].
Thank you for your effort and for taking these suggestions into consideration for your
subsequent papers.
Best Regards/ Zarbi

Your mark 30 %
[Content: 25 /70 Organizing: 3/20, & Style and mechanics: 2 /10].

You can make the improvement and resubmit your paper for extra 10%. Please let me
know if you wish to do that.
Thanks for the opportunity.
Best Regards Zarbi
501 Vijay Dunnala By Ghassem Zarbi

Similarity Index
10%
Similarity by Source
Internet Sources:
4%
Publications:
2%
Student Papers:
7%
Running Head : MANAGING INDIVIDUAL PERFORMANCE Managing Individual Performance Student Name: Vijay Dunnala
Student Code: 1011032 Course: MBA 501 Human Interface Instructor: Dr. Zarbi February 14 th , 2011 Selecting a
team members: A team leader should be aware of his team roles, responsibilities and task according to that he should
design criteria for selecting team members. While selecting the team the team leader should look into the following
criteria:- ? The Person who has good knowledge and relative work experience with the which is going to be assigned ?
The Person should be helpful to the other team member in the team. ? Mutual understanding between the members of
the team. ? Punctuality (submit records on time). ? Open Communications between the team members. ? He should
be competent with the members of the team. ? Respectful to the members in the team. I have considered two peer
reviewed sources as my friends. Deepak Sharath Deepak: ? ? ? He is well experienced and a have good knowledge in
communicating. He is Respectful and competent. I don't know about his punctuality. Sharath: ? ? He has very good
communication between the members. He is Punctual and helpful person to the other team members. In the above
reviewed sources I can get one conclusion that each member has different skills and they are going to improve their
skills in different ways. While working in team they will know their weakness and it helps them to improve themself as
well as it provides the team to achieve its goals. Managing a team: They are various factors in managing the team
effectively and these are some of those. 1) Authority ? Power to make decisions in the right way. ? Support from
higher authorities and members of the team. ? Team Leadership. 2) Co-Ordination ? Co-ordination between the team
members. ? Looking for the various other consensuses. 3) Accountability: ? Reporting the work assigned to the
member of the team ? Confident about his success. 4) Collaboration: ? Sharing the knowledge between the team
members. ? Helping the team members for those who need help. ? Mutual understanding between the team
members. 5) Responsibility: ? He has to obtain roles which are assigned to him. ? Right Skills. 6) Communication: ?
The communication between the team members should be effective. ? They have to maintain the time relevant to
their work. Role of an individual personality: The individual personality play a vital role in the success in my team
because of : ? ? ? ? ? ? ? Leadership qualities Less conflicts between the members of a team. Co-Ordination between
each and every individual in a team. Good Communication skills. Submits all the works which are assigned to him
effectively and perfectly. Confident about his work. Time Management. Myers-Briggs type indicator (MBTI): E vs I :
There are the individuals who are more action oriented and interactive whereas introvert people are thought oriented,
like spend time alone and focuses on inner world. T vs F: These are the individuals who are broad minded and they
think with their mind and rely on cause and effect whereas feeling types are more concerned on how others feel and
they are hurt every easily. N vs I : These kind of individuals are more complicated. They are also considered as
idealistic whereas sensing types are more realistic and conscious of their surroundings. J vs P : These kind of
individuals like to make a decision in an advanced way and more like extroverts whereas perceiving type are more
opening to delay with new skills and ideas. Maslow's Hierarchy of Needs: Leaders recognise that they are going to
build productive and high successful teams and they need to understand and look after the needs of the team
members. This is a fundamental part of the "Emotional Contract" between the team and team members. There are
Five Maslow's Hierarchy of Needs: Level 1 : Physiological, Body Level2 : Security Level 3: Belonging , Social Level 4:
Self-esteem Level 5: Self-Actualization Research Course Week 2 Assignment # 1 February 14 th Physiological:
Physiological Needs are the general needs for a human body, such as oxygen, food, water and shelter. If the person is
deprived of all the needs, the physiological needs come first in the satisfaction of the person. Security: The employee
should be given the necessary things such as health insurance, helmet, gloves and give them an assurance that the
company is with them if they need anything. Belonging/Social: When the employees has a conflict with his family and
feeling loneliness the manager should understand the employee problem and assure the employee involvement and
motivation and production. Self-Esteem: When the employee could not finish his work in time. He/she is feeling in
secure and unable to concentrate in his work the Manager has to understand his problem and call him up to his cabin ,

2011 and discuss with the employee and try to solve the problem.This helps the employee feel valued and respected,
otherwise he/she may feel inferior and they may withdraw. Self- Actualization: The employee working in one
department and if he transfers to another department without interest of the employee the person many become
dissatisfied, restless and unproductive. The Manger has to sought out his problem and make the employee feel
comfortable. Motivational strategies: "Motivating a team often more challenging than motivating a single individual"
There are five motivation goals that are required ? Foster mutual respect for the expertise of all team members. ?
Help the weaker team and play a key role to their success. ? Sharing the information between the team members. ?
Individual team members should be hold their work for the contribution of team effort. ? Giving incentives for their
work and encouraging the team spirit from outside and in the organization also. I have considered two individuals in
my team, as a team leader I can help them in each and every aspect. If the problem arises in future it is going to be
placed according to them. As a good team leader I will never let my employees/members in my team down such as
dissatisfaction/discomfort or something other else. I will create friendly environment within a team so that no one falls
under Maslow's Hierarchy of needs. Giving a work to team members: As per my review the team selection has made
me satisfactory because we can't expect each and every member's in our team to be high talented. As a team leader I
have to encourage and guide them with the necessary steps so that they feel comfortable and help to improve the
organisation in a better way. As a team leader I should take responsibilities of each and every team members to give
a better result for an organisation. References 1) Jillkyle (2011). Using Maslow's Hierarchy Retrieved on February 14
th : http://www.mindtools.com/pages/article/newLDR_92.htm 2) Richard E. Clark (1997). Research – Tested Team
Motivation Strategies. Retrieved on February 14 th :
http://www.cogtech.usc.edu/publications/clark_team_motivation.pdf 3) Changing Minds. (2011). MBTI. Retrieved on
February 14 th : http://changingminds.org/explanations/preferences/extravert_introvert.html. MANAGING
INDIVIDUAL PERFORMANCE 1 MANAGING INDIVIDUAL PERFORMANCE 2 MANAGING INDIVIDUAL PERFORMANCE 3
MANAGING INDIVIDUAL PERFORMANCE 4 MANAGING INDIVIDUAL PERFORMANCE 5 MANAGING INDIVIDUAL
PERFORMANCE 6 MANAGING INDIVIDUAL PERFORMANCE 7 MANAGING INDIVIDUAL PERFORMANCE 8 MANAGING
INDIVIDUAL PERFORMANCE 9 Research Course Week 2 Assignment # 1 February 14 th , 2011 Research Course Week
2 Assignment # 1 February 14 th , 2011 Research Course Week 2 Assignment # 1 February 14 th , 2011 Research
Course Week 2 Assignment # 1 February 14 th , 2011 Research Course Week 2 Assignment # 1 February 14 th ,
2011 Research Course Week 2 Assignment # 1 February 14 th , 2011 Research Course Week 2 Assignment # 1
February 14 th , 2011 Research Course Week 2 Assignment # 1 February 14 th , 2011
Running Head : MANAGING [Except in a title, do not capitalize the first word after a colon
unless it begins a complete clause] INDIVIDUAL [Unless a trade name, an acronym,
or in the running head, do not use all capitals in academic writing]
PERFORMANCE
[Make sure paragraph indentation is five to seven spaces or one tab stop] Managing
Individual Performance
Student Name: Vijay Dunnala
Student Code: 1011032

Course: MBA [Unless this is on the title page or in an in-text citation, spell out the full name
before first use of an acronym] 501 Human Interface
Instructor: Dr. Zarbi
February 14th, 2011
[Incorrect indentation] Selecting a team members:
A team leader should be aware of his team roles, responsibilities and task [in academic writing,
if this is a series, place a comma before the final ] according to that he should design criteria
for selecting team members.
While selecting the team the team leader should look into the following criteria:-
• The Person who [Check punctuation: If the following phrase is nonrestrictive (the
sentence would still make sense without it) insert comma before "who"] has
good knowledge and relative work experience with the which [Place comma before
"the which" to mark the adjective phrase] [Use "that" for a restrictive phrase

(or place a comma before "which")] is going to [Wordiness: These words mean
simply "will"] be assigned
• The Person should be helpful to the other team member in the team.
• Mutual understanding [Redundancy: understanding is by definition mutual]
between the members of the team.
• Punctuality (submit records on time).
• Open Communications [Remove the final s = open communication] between the
team members.
• He should be competent with the members of the team.
• Respectful to the members in the team.
I have [Avoid use of the first person (I, me, my) in academic writing unless writing about a
personal experience. Check first person use with your instructor. ] considered two peer
reviewed sources as my friends.
Deepak
Sharath
Deepak:
• He is well experienced [The passive voice is a form of "be" (is) and a
participle (experienced). Over-use of the passive voice can make paragraphs
officious and tedious to read. Try to use the active voice most often; for
example, passive voice = The paper was completed on time. Active voice = the
student completed the paper on time--See Center for Writing Excellence >
Tutorials & Guides > Grammar & Writing Guides > Active & passive voice]
and a have good knowledge in communicating.

• He is Respectful and competent.
• I don’t [Contractions are inappropriate in academic writing--write it out]
know about his punctuality.
Sharath:
• He has very good communication between the members.
• He is Punctual and helpful person to the other team members.
In the above reviewed sources I can get [Doctoral rule (although good advice for any
academic writer)--instead of using "get," which can mean many things, more formal is to
use forms of "receive," "obtain," "arrive at," "can," "could," "grow," "able to," etc.] one
conclusion that each member has different skills and [run-on sentence: requires a comma
before "and" (or other conjunction) linking main clauses] they [Check pronoun
agreement--if "they" refers to "member" (or a singular subject), it should be singular, too
(he or she) and perhaps require adjusting the following verb] [If "they" refers back to
"one," it should be "one" also (and perhaps adjust the verb)] are [Run-on sentence: place
comma before "and"] going to [Wordiness: These words mean simply "will"] improve
their [Check pronoun agreement--if "their" refers to "member" (or a singular subject), it
should be singular, too (his or her)] skills in different ways. While working in team they will
know their weakness and it helps them to improve themself as well as it provides the team to
achieve its goals.
Managing a team:
They are various factors in managing the team effectively and these are some of those.
1) Authority

• Power to make decisions in the right way.
• Support from higher authorities and members of the team.
• Team Leadership.
2) Co-Ordination
• Co-ordination between the team members.
• Looking for the various other consensuses.
3) Accountability:
• Reporting the work assigned to the member of the team
• Confident about his success.
4) Collaboration:
• Sharing the knowledge between the team members.
• Helping the team members for those who need help.
• Mutual understanding [Redundancy: understanding is by definition
mutual] between the team members.
5) Responsibility:
• He has to obtain roles which [Use "that" for a restrictive phrase (or
place a comma before "which")] are assigned to him.
• Right Skills.
6) Communication:

• The communication between the team members should be effective.
• They have to maintain the time relevant to their work.
Role of an individual personality:
The individual personality play a vital role in the success in my team because of :
• Leadership qualities
• Less conflicts between the members of a team.
• Co-Ordination between each and every [Redundancy: "each" and "every"
mean the same thing, so use either word--but not both] individual in a team.
• Good Communication skills.
• Submits all the works which [Use "that" for a restrictive phrase (or place a
comma before "which")] are assigned to him effectively and perfectly.
• Confident about his work.
• Time Management.
Myers-Briggs type indicator (MBTI):
E vs [In academic writing, spell it out: versus ] I : There are ["There are" is an awkward
phrase if "there" is not clearly a location] the individuals who are [Suggestion: see if the
sentence can be rewritten to remove "who are"] more action oriented [If these two words
function as an adjective, they should be spelled as a hyphenated word] and interactive
whereas introvert people are thought oriented [If these two words function as an adjective,

they should be spelled as a hyphenated word] [Passive voice ] , like spend time alone and
focuses on inner world.
T vs F: These are the individuals who are [Suggestion: see if the sentence can be rewritten to
remove "who are"] broad minded [Passive voice ] and they think with their mind and rely on
cause and effect whereas feeling [Style suggestion: if "feeling" is used in the sense of "to
believe or think," it is a cliché and vague; use "believing" or "thinking"] types are more
concerned [Passive voice ] on [Incorrect preposition--should be "about"] how others feel
and [run-on sentence: requires a comma before "and" (or other conjunction) linking main
clauses] they are [Run-on sentence: place comma before "and"] hurt every easily.
N vs I : These kind of individuals are more complicated [Passive voice ] . They are also
considered as idealistic whereas sensing types are more realistic and conscious of their
surroundings.
J vs P : These kind of individuals like to make a decision in an advanced way and more like
extroverts whereas perceiving type are more opening to delay with new skills and ideas.
Maslow’s Hierarchy of Needs:
Leaders recognise that they are going to [Wordiness: These words mean simply "will"] build
productive and high successful teams and they need to understand and look after the needs of the
team members. This is a fundamental part of the “Emotional Contract” between the team and
team members.
There are [Avoid using this phrase] Five Maslow’s Hierarchy of Needs:

Level 1 [Write out numbers under 10] : Physiological, Body
Level2 : Security
Level 3: Belonging , [Avoid leaving a space before a comma] Social
Level 4: Self-esteem
Level 5: Self-Actualization
Physiological:
Physiological Needs are the general needs for a human body, such as oxygen, food, water and
shelter [in academic writing, if this is a series, place a comma before the final ] . If the person
is deprived [Passive voice ] of all the needs, the physiological needs come first in the
satisfaction of the person.
Security:
The employee should be given [Passive voice ] the necessary things [Vague--"things" or
"stuff" are wording gimmicks to avoid further description] such as health insurance, helmet,
gloves and give [in academic writing, if this is a series, place a comma before the final ]

them an assurance that the company is with them [Check pronoun agreement--if "them"
refers to "employee" (or a singular subject), it should be singular, too (him or her)] if they
[he or she] need anything.
Belonging/Social:
When the employees has a conflict with his family and feeling [Try "thinking" or
"believing"] loneliness the manager should understand the employee problem and assure
[Check spelling: "Assure" means "to give confidence to"; "Ensure" means "to make
certain, to guarantee"] the employee involvement and motivation and production.
Self-Esteem:
When the employee could not finish his work in time. He/she [This awkward construction is a
shortcut appropriate in a legal document, but avoid using it in academic writing. Write it
out] is feeling [Try "thinking" or "believing"] in secure and unable to concentrate in his
work the Manager [A job title is not capitalized unless it is the first word in a sentence or
associated with the name of a person or institution, e.g., Certified Public Accountant John
Doe. If not, it is just a label, such as auto mechanic, nuclear physicist, fry cook, brain
surgeon, professor, etc.] has to understand his problem and call him up to his cabin and discuss
with the employee and try to solve the problem.This [If not in a URL, leave a space after the
period] helps the employee feel [Writing suggestion: if "feel" is used in the sense of "to
believe or think," it is a cliché and vague; use "believe" or "think"] valued and respected,
otherwise he/she [This awkward construction is a shortcut appropriate in a legal document,
but avoid using it in academic writing. Write it out] may feel [Try "think" or "believe"]
inferior and [run-on sentence: requires a comma before "and" (or other conjunction)
linking main clauses] they may withdraw.

Self- Actualization:
The employee working in one department and if he transfers to another department without
interest of [Incorrect preposition--should be "for" or "in"] the employee the person many
become dissatisfied, restless and [Check punctuation: insert a comma before this word if this
is the last in a list of more than two -- or if it begins a new clause] unproductive [in
academic writing, if this is a series, place a comma before the final ] . The Manger
[Misspelling--unless you mean the box used to feed cattle and goats, this is spelled
"manager"] has to sought out his problem and make the employee feel comfortable.
Motivational strategies:
“Motivating a team often more challenging than motivating a single individual” There are
[Avoid using this phrase] five motivation goals that are [Suggestion: see if the sentence can
be rewritten to remove "that are"] required [Passive voice ]
• Foster mutual respect for the expertise of all team members.
• Help the weaker team and play a key role to their success.
• Sharing the information between the team members.
• Individual [Do not capitalize this word (unless it starts a sentence)] team
members should be hold their [his or her] work for the contribution of team
effort.
• Giving incentives for their work and encouraging the team spirit from outside and
in the organization also.

I have considered two individuals in my team, as a team leader I can help them [him or her] in
each and every [Redundancy: "each" and "every" mean the same thing, so use either
word--but not both] aspect. If the problem arises in future it is going to [Wordiness: These
words mean simply "will"] be placed according to them. As a good team leader I will never let
my employees/members in my team down such as dissatisfaction/discomfort or something other
else. I will create friendly environment within a team so that no one falls under Maslow’s
Hierarchy of needs.
Giving a work to team members:
As per my [Avoid using "per" to mean "according to"--use it for statistical expressions,
e.g., one per dozen, etc.] review the team selection has made me satisfactory because we [Use
"we," "us," or "our" to mean yourself and coauthors, not general humanity (or yourself
and the reader)] can’t [Contractions are inappropriate in academic writing--write it out]
expect each and every [Redundancy: "each" and "every" mean the same thing, so use either
word--but not both] member’s [Apostrophe: remove if the word is not possessive] [Check
spelling--remove the apostrophe if the word is not possessive] in our team to be high
talented. As a team leader I have to encourage and guide them [him or her] with the necessary
steps so that they [he or she] feel comfortable and help to improve the organisation [This is the
British spelling ] in a better way. As a team leader I should take responsibilities of each and
every [Redundancy: "each" and "every" mean the same thing, so use either word--but not
both] team members to give a better result for an organisation [British spelling] .

References
1) Jillkyle (2011). Using Maslow’s Hierarchy Retrieved on February 14th:
http://www.mindtools.com/pages/article/newLDR_92.htm
2) Richard E. Clark (1997). Research – Tested Team Motivation Strategies.
Retrieved on February 14th:
http://www.cogtech.usc.edu/publications/clark_team_motivation.pdf

3) Changing Minds. (2011). MBTI. Retrieved on February 14th:
http://changingminds.org/explanations/preferences/extravert_introvert.html.

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MANAGING INDIVIDUAL PERFORMANCE 1

Feedback to First individual Assignment: Managing Individual Performance

Hello and thank you for your contribution to this assignment.

Managing Individual Performance—Paper

• Why do we need to have a performance review? It will increase human

• In your approaching analysis, the elements of the MBTI and Maslow’s

– People fulfill lower-level needs before seeking to fulfill higher-level

• One set of needs must be met before another is sought

• “Hierarchy of needs” is his grouping and ordering of physical,

Maslow’s Hierarchy of Needs includes:

• Ego or status need

• Love or social needs

• Safety or security needs

• Physical or physiological needs

Research Course Week 2 Assignment # 1 February 14th, 2011

Applying Maslow’s Theory to Management

– Wages or salary, physical conditions

• Safety or security needs

– Providing insurance, retirement benefits, job security

– Safe from physical, psychological, or financial harm

– Provide a work environment in which colleagues interact

 Company lunch rooms, company retreats

– Provide workers with signs of recognition that are visible to others

 Job titles, private offices, designated parking spaces,

– Provide employees with opportunities to be creative at work

 Include employees in decision making

Next, let us talk about the History of MBTI

• The kind of information we naturally notice

• How we make decisions

• Whether we prefer to live in a more structured way or a more spontaneous

Research Course Week 2 Assignment # 1 February 14th, 2011

Why Use MBTI

• Helps a person to better understand themselves

• Helps you to understand peoples “preferences”

There are two kinds of judgment or decision making, (Thinking, Feeling):

• Feelers base their decisions on their values.

• Perceivers do not want to miss anything; their way of life is likely to be

Value of the MBTI

Research Course Week 2 Assignment # 1 February 14th, 2011

• Does not assess psychological health

• Does not “tell” the client what to do or be

• Involves client feedback and “agreement” to Type

• Involves no scaling or value

• Inherent strengths and weaknesses associated with each type profile

• MBTI identifies preferences not abilities or skills

• There are no “good” or “bad” types

1. Content/Development that includes -- (70% Grad / 50%Undergrad)

Research Course Week 2 Assignment # 1 February 14th, 2011

Criteria For Written Assignments Include:

[I, he, him, his ..].

Research Course Week 2 Assignment # 1 February 14th, 2011

 Mutual understanding between the members of the team.

 Punctuality (submit records on time).

 Open Communications between the team members.

 He should be competent with the members of the team.

 Respectful to the members in the team.

I have considered two peer reviewed sources as my friends.

• He is well experienced and a have good knowledge in communicating.

• He is Respectful and competent.

• I don’t know about his punctuality.

 He has very good communication between the members.

 He is Punctual and helpful person to the other team members.