Individual growth, well-being, and satisfaction About Civil Services by kabir khan


Individual growth, well-being, and satisfaction About Civil Services by KABIR KHAN
Article Posted: 10/29/2013
Article Views: 783
Articles Written: 39 - MORE ARTICLES FROM THIS AUTHOR
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Individual growth, well-being, and satisfaction About Civil Services

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Although work teams generally have performance standards against which the group's outcome can be measured, other types of groups mentioned in may or may not have such standards. To the extent possible, facilitators should try to specify up front the measures that will be used to measure success. Let's consider a group working on a strategic planning document. Perhaps their goal is to incorporate information submitted by other About Civil Services. into a document that is formatted in a certain way by a specific date. Date and format criteria are easy to measure. Either the group does or does not complete the properly formatted document by the deadline.

However, the extent to which they successfully and satisfactorily incorporate feedback from other groups is less clear cut. A common procedure is to send rough drafts to individuals or Civil Services Information who submitted information and ask them to respond by a certain date with any changes or questions about the text. In this manner, adding step upon step, a strategic plan is completed and considered satisfactory. A longer term measure, of course, is the extent to which suggestions and proposals included in the strategic plan are incorporated. Thus, performance can have short-term and long-term aspects. The essential point is that groups that have a clear task purpose should know the measures of performance that will be used to judge successful completion of that task.

In staying with this same example, members of the strategic planning committee may be asked the extent to which they are satisfied with the group process used to accomplish this task. This is the process satisfaction aspect of outcome. If you've ever participated in strategic planning, you will know that members are usually just happy they finished by the deadline. If they did not finish, that does not necessarily mean that they were dissatisfied with their process. Perhaps they believed that their process was efficient and that the reasons for not finishing were beyond their control. Task accomplishment and process satisfaction are not always linked.

This third measure focuses on the individual and has much to do with time involved versus benefits gained. In extended team projects, there usually is a growth in skills and group relationships. A critical question is, "Do members feel that their personal time was well spent during the group?" The time aspect led me to add the word "satisfaction" to the two previous terms. One factor that causes individuals to hesitate to agree to work About Civil Services Exam . Projects that is not required as part of their work assignment is unequal workload. Satisfaction, as I'm using it, has to do with satisfaction with workload how much the individual did in relationship to what others did and whether that level of participation was perceived as fair or reasonable. Thus, members of the strategic planning group may vary in the way in which they perceived individual growth, well-being, and individual satisfaction as an outcome of this work group

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