NURSING LEADARShIPAND MANAGAMENT

GROUP ASSIGNMENT
NAME ID NUMBER DEPARTMENT = C/NURSE

1. YABSERA KEBERE 0073/13

2. SELAM ZEMEDKUN 0062/13
3. RUT SHEMELIS 0056/13
4. YADETA ABRAHIM 0074/13
5. SALAMUDIN AHMED 0188/13
6. LUEL MEKONEN 0037/13

BSC – NURSING 4 th YEAR, 1ND SEMESTER

Objectives:

At the end of this chapter, the student should be able to:

 Explain Performance Appraisa

 Describe the Purpose Performance Appraisa and Common Problems in Performance Appraisa
 Discuss Characteristics of an Effective Performance Appraisal and Tools of performance
appraisal
 Explain Group Dynamics and teamwork
 Discuss the categorized of of Group dynamics and Types of teams
 How do manage Effective Work Group and team

What is Performance Appraisal ?

 It is a systemic review of an individual employee's performance on the job, which is used to
evaluate the effectiveness of his/her work

The Purpose:

 Provide information upon which to base management decisions regarding such matters
as salary raises, promotions, transfers, or discharges
 Helps to assist employees in their personal development
 Performance appraisal information will help to assess the effectiveness of hiring and
recruiting practices
 Supply information to the organization that will help to identify training and
development needs of the employees
 Helps in the establishment of standards of job performance often used as a criterion to
assess the validity of personnel selection and training procedures
 Common Problems in Performance Appraisal
 Performance appraisal may be viewed as demanding too much from supervisors.
Especially in large number of span of control. It is difficult for a first line supervisor to
know what each of 20, 30 or more subordinating is doing
 Standards and rates tend to vary widely, with some raters being tough and others
more lenient. Leniency Errors-some raters are hard graders and others easy graders. So
raters can be characterized by the leniency of their appraisals. Harsh raters give
evaluations that are lower than the true level of ability. This is called severity of
negative leniency. The easy rater gives evaluations that are higher than the true level
called positive leniency. These errors usually occur because the rater has applied
personal standards derived from his/her own personality or pervious experience
  Appraiser may replace org standards with bias, halo errors based on rater's feelings
towards employee, leading to uniform judgments.
 Lack of info can lead to different standards used by superiors than employees expect.
 Validity of ratings may be reduced by supervisor's discomfort in giving negative
feedback.
 Central tendency errors: rater's reluctance to assign extreme ratings.

Characteristics of an Effective Performance Appraisal

 Relate performance appraisal to the job description

 Understanding the criteria for evaluation

Tools of performance appraisal

 Rating scales-the tool consists of a behavior or characteristics to be rated and of

some type of scale that will indicate the degree to which the person being
evaluated demonstrates that behavior
 The checklist- it describes the standard of performance and the rater indicates by
placing a checkmark in a column if the employee demonstrates the behavior
 Management by objective- it focuses on the evaluator's observations of the
employee's performance as measured against very specific predetermined goals
that have been jointly agreed upon by the employee and the evaluator.

Appraisal methods to avoid bias:

1. Field Review Method: Compares ratings from multiple supervisors for the same
employee.
2. Forced Choice Rating Method: Evaluator selects statements that best and least
describe the individual being evaluated.

Critical Incident Technique: Supervisor records instances of employee's critical job

responsibilities for evaluation, focusing on performance over personality traits.

2) what is Group Dynamics and teamwork ?

while group dynamics and teamwork focus on how a group interacts and collaborates to achieve a
common goal.

1) What is Group Dynamics ?

 Communication skills are only one aspect of leadership development, the other is knowledge
of Group dynamics.
  Group dynamics include the study of how people form and function within a group structure.
The group becomes a unit when it shares a common goal and acts in union to either achieve or
thwart the accomplishment of the goal.

A group is a collection of individuals who regularly interact, are aware of each other psychologically,
and identify themselves as a group.

 Groups are categorized as primary or secondary.

Primary Groups:

 Composed of individuals who interact face-to-face with personal relationships.

 No written formal rules as they are unnecessary.

Examples: families, friends, workplace-based groups with shared commonalities like gender,
profession, or ethnicity.

Secondary Groups:

 Larger and more impersonal.

 Organized around formal rules, procedures, policies, and regulations.
 Found in workplace departments and levels forming workgroups.
 Workplace leaders manage secondary groups.
 Secondary groups can be formal (official work groups) or informal (formed for various reasons).
 Leader influences both types of groups to meet objectives.

Characteristics of an Effective Work Group:

 Ability to meet goals through high-quality communication and understanding.

 Makes decisions respecting all members' perspectives.
 Balances group productivity and individual needs.
 Cohesive, allowing flexibility between leader and members to leverage individual talents
appropriately.
 An effective work group can objectively review its work and address problems with a balance
of emotions and rationality for productivity.
 A leader who enhances cohesion and cooperation moves the group towards achieving its goals.

Group Characteristics:

 Value structure is formed in groups through influencing processes among members, where
groups may value expertise, friendship, or higher wages.
 Norms are expected group behaviors, and members risk ostracism if norms are violated, as
they are powerful enforcers of behavior.
 Compliance with group norms is necessary for group membership.
Task Behaviors Of group

 Task behaviors help facilitate and coordinate group efforts in problem selection and resolution.
 Task behaviors include initiating new ideas, seeking and providing information, clarifying,
elaborating, coordinating, summarizing, orienting, and testing group readiness for decisions.

2) what is Team Work?

A team is defined as two or more people who interact and influence each other toward a common
purpose

Types of teams are

1. Formal Team
2. Informal team
3. Super teams
4. Self managed team

1. Formal Team: is a team deliberately created by managers to carry out specific activities, which help
the organization to achieve its objectives. Formal team can be classified as

a) Command team: is a team composed of a manager and employees that report to the manager.
b) Committee: a formal organizational team usually relatively long lived, created to carry out
specific organizational tasks
c) Task force or project team: A temporary team to address a specific problem

2. Informal team: emerge whenever people come together and interact regularly. This group has a
function of:

a) to hold in common the norms and values of their members

b) give to their members status, security and social, satisfaction
c) help their members communicate
d) help solve problems
e) act as a reference groups

3. Super teams: a group of workers drawn from different departments of the organization to solve
problems that workers deal with their daily performance

4. Self managed team: are super teams who manage themselves without any formal supervision
Characteristics of a team
Awareness of the characteristics of a team helps to manage effectively the group.
Effective teams are built on:

 Communication
 Trust
 Shared decision-making
 Positive reinforcement
 Cooperation
 Flexibility
 Focus on common goals
 Synergy
Stages of team development
Teams move through five stages to develop
a) Forming: during the initial stage the team forms and learns the behaviour acceptable by the
group
b) Storming: as the group becomes more comfortable with one another they begin to assert their
individual personalities
c) Norming: the conflicts that arose in the previous stages are addressed and hopefully resolved.
Group unity emerges as members establish common goals, norms and ground rules.
d) Performing: it is a stage by which a group begins to operate as a unit
e) Adjourning: it is a time for a temporary group to wrap up activities