Telenor is by way the highly regarded and best considered company of Norway. It shows the annals of Norway and people living there. Within the last 15 years the Norway contemporary society is linked with the telecommunication and its own development has marked the development of Norway. In the start of the telecommunication the Telenor was the driving towards success and it was used to embark success of Telenor. Now Norway is the greatest market of telecommunication.
Telenor is the first company which released the mobile communication. In 1966 the manual mobile communication was first time introduced in Norway it was the saviour of NMT system that was automatic and came out in 1981. Then in 1993 the GSM was presented which is undoubtedly the latest technology in Telecommunication. In 1994, Norwegian Telecom was set up as a public corporation. One year later, it improved its name to Telenor. In Dec 2000, Telenor was partly privatized and outlined on the stock exchange.
Telenor spread far and wide in very small amount of time and become the primary mobile provider It should go international and now across continent and has it services in around 12 countries. Now the vision of Telenor
Telenor subsists to help you customers get the complete assistance of communication services in their daily lives. Telenor's perspective and values have a specific definition with a specific approach for all their workers and colleagues locating out how Telenor conduct business at Telenor. They give a essential guide when planning on taking complete attention of their customers. Along they set the typical for how Telenor work in order to create sustainable value because of their shareholders, customers, employees and partners.
Telenor goal on,
Local procedure - global expertise
Working tightly with the shareholders
Telenor's values are a continuous reminder to them of how Telenor should provide all its customers surrounding the world. They inspire to be a driving power in modern communications and client satisfaction.
Applications are shortlisted from pool of candidates based on relevant experience and part of specialization. Short-listing must be completed predicated on the person specs. New criterion cannot be launched to consider the applicants at this period as it would be unfair. It's the Manager's responsibility to complete the short-listing and make certain the process remains free from unlawful inequity. It really is enviable that a second person from the mother board also participates in the short-listing process. This may are the following.
Common personality test
Emotional balance test(Psychological Interviews)
Telenor is one of the leading recruiters in recent past. The candidates are recommended to create a profile on the site of Telenor. Then your relevant content are advised to the candidate's sp they can apply online. Telenor offers a facility to the individuals to subscribe a contact notification for the relevant area of interest. So whenever any situation is vacant an automatic email is produced to the candidate so he may apply online.
After the applications are received, The HR people of Telenor start sorting out the prospects. The information of the managers get the set of candidates who've applied for some specific post. To begin they shortlist the prospects through the elimination of the candidates with some non relevant portion of specialization, from then on they pick out the most relevant participants and shortlist them. This is actually the most latest and impressive way of short listing individuals from a pool of candidate.
Following are a few of the methods of Selection that most of the organizations use during recruitment process.
Reference and Track record Analysis
Most of the organizations review there current job opening and then design selection process in order to keep the flow. Following factors are usually assessed before designing a range process.
Make sure that there is a dependence on that job in the organization and group have proper financing for this.
Job explanation must be updated and also have all the problems covered for future necessity.
The individual hired will need to have all the necessary requirements for its job
Proper selection process followed
Rational and square short listing should be done.
Validate referrals, certification and security clearances
Managers contain the liability for ensures this plan is followed. HR is obtainable for advice and will assist in general administration of the recruitment process.
Telenor is a huge organization and they have a regular need for employees. Sometimes they have got ample time to check out complete selection process but most of the time they have to quickly proceed through selection process. They may have an online portal system that assist them speed up the process of selection. They usually announce there content online and then brief list the applicants those who fullfill the requirements and then call them for the interview. If the position is of some important nature then a test is conducted in case there wouldn't normally be any need for the test then two -panel interviews are conducted by the users of the business HR Team. Hence after that a medical test has been conducted to ensure feeling and physical balance of employees. In this manner the selection at Telenor is done.
Every corporation has its own roles and types of procedures to follow to help make the work better and goo looking. The legal, regulatory and Honest issues always remain a concern for the HR participants of the business. So a good recruitment coverage must follow following points in order to bring a good moral recruitment insurance plan.
Complies with government policies
Provides job security
Provides worker development opportunities
Is ethically fair
Ensures its employees long-term job opportunities
Cost effective for the organization
Recruitment and selection methods must adhere to the Telenor's Variety Policy. According to the international labour laws and organization rules and procedures action. Some specific laws are defined to make sure a smooth move of the work progress where every worker gets equal opportunity to grow. This procedure incorporates compliance with the next legislation:
The Intimacy Discrimination Action 1975
The Contest Relations Act 1976, combined with the Race Relations Take action 1976 (Amendment) Restrictions 2003
The Disability Discrimination Work 1995
The Work Equality (Sexual Orientation) Regulations 2003
The Job Equality (Faith or Notion) Restrictions 2003
Additional legislation that will require observance during the recruitment and selection process is:
The Asylum and Immigration Work 1996
The Rehabilitation of Offenders Work 1974 (Exemptions Order 1975 and Amendment Purchases 1986)
THE INFO Protection Work 1998
Ethically this is actually the responsibility of any firm to make sure that the candidates must be taken care of without the favouritism and they must get chance to show there durability before making the ultimate decision. There has to be no personal grudges while doing the recruitment for some post and every solid is given full support.
Telenor Pakistan works responsibly and respectfully to the people and regulators in different societies and goals to donate to social and financial development in the local market. This is actually the essence of our own commitment to Commercial Responsibility.
Knowledge - Can be a body of information applied right to the performance of a function.
Skill - Is an observable competence to perform a discovered professional action.
Experience - Is competence to execute an observable habit or a action that results within an observable product.
Knowledge Skill and Experience are three main factors that help any firm to fulfil its practical needs. It really is a common belief that when these three factors are satisfied then we say that the organization is progressing and the employees are ideal fort the expansion of organization. A KSE, or Knowledge, Skills, and Experience, is some narrative assertions that are needed when making use of to Federal federal government job opportunities. KSE's are being used to find out, along with resumes, who the best candidates are when several individuals qualify for a job. The knowledge, skills and Experience (KSE's) essential for the successful performance of a posture are comprised on each job vacancy announcement.
05-Explain the techniques of motivating the team members and why it is important (Standards P14. 2. 2)
Following will be the features that are being employed by Telenor to keep there employees and associates motivated. Meanwhile these are the primary factors that each big business uses to keep there employees determined.
There will vary programmes for the team development which then provides employees an possibility to grow as another leader. The employees feel positive and manage way of life according to the desired demands of management. In this way the employees make it happen own values and results that assist them make the way easy.
Telenor development process offers and opportunity to employees to become innovator in life they help them understand how to control people and make some changes within style of living so that they can conform the changes of different working environment easily which in turn provides a proper end result.
In all the top organizations there are some of the common features which can be adopted by professionals to keep their workers motivated, a few of them are as follows. Telling consequences, making sure they are having pleasure at the job, provide them with performance bonuses. Along-with this they must give those precise instructions and the brief and long term goals are brought up with deadlines. There must be a team heart and goal must be acknowledged. Top management will need to have trust and admiration in their workers and time to time create obstacles so the people be creative and constructive criticism should be there to demand improvement -
Every team must have some typically common interest in there goals so that they may have self assessment to learn there durability and weaknesses. A team may go aboard on a process of assessing to calculate its success and improve its performance. In order to do this the team members will need to have a constant website link between there different levels in order that they may find out there advantages and weakness.
The romantic relationship between different associates must be developed so that they may bring out best out of these and willing to work in an agreeable environment. The business must develop a mechanism to make sure that he associates help them eliminate the problems and bring best out of these. Only a relationship building can bring some best benefits from a team.
Telenor have an enthusiastic interest to work in team building and they show there interest so that the assessment is performed fair and without the mishaps. A prepared teambuilding sketch is an excellent tool to implement team bonding and thus, team awareness. That is cone in Telenor because of internal analysis of the employees. It really is in the eyesight and Quest of Telenor to bring best end result through employed in team and relating the goals with the bonuses. This helps them promote the culture of friendly romantic relationship among employees.
In recent past there is a great deal of research being performed to be sure how the greatest can be bring out of the employees. The associates feel that the organizations always go through five different levels to make their employees motivated.
Stage 1 - First level is about the team development and the employees think of some common features among different team members. In this level the employees cam to know about different difficulties and opportunities in the task ahead. Some goals are establish and the ambition is defined to make them achieve. In such a stage the first choice is role model and works with the team for some type of training to keep them encouraged.
Stage 2 - when they start working in the team there is some time taken to understand different corners of the state of mind. This is the level where some issues develop and the team members think of a way to discover the similarities included in this.
Stage 3 - Third stage is the most crucial where each member make an effort to communicate the best concept to the others some shared understanding is developed and the goals are defined with some eyesight and a purpose of task in advance bring to picture.
Stage 4 - this level is after effect of self evaluation and the team motivation the employees bring some unique features and help themselves to evaluate the negatives and bring positive out of them. This help the associates to make some improvement towards their goal and make some interdependence in tendencies.
Stage 5 - This is actually the final level of team development where in fact the employees ripe the fruits of their success and this is enough time where in fact the performance is assessed and the ongoing achievement is compensated. It is now time to celebrate the results of the normal goals and bring fresh changes to the employees to bring best out of these. .
Time and attempt must move through the various team expansion levels. Every team will go through all the levels. Nevertheless the timeline of every stage may vary for every single team depending on person member and their skill levels, the work the team is likely to complete, and team management during each level.
In all the big organizations there are some of the common features which can be adopted by professionals to keep their workers motivated, a few of them are the following. Telling consequences, ensuring they are having pleasure at work, provide them with performance bonuses. Along-with this they need to give those specific instructions and the brief and permanent goals are pointed out with deadlines. There has to be a team nature and goal must be acknowledged. Top management must have trust and value in their workers and time to time create issues therefore the people be creative and constructive criticism should be there to demand improvement
Empowerment identifies enlargement of employee's job responsibility giving him the specialist of decision making about his own job without acceptance of his immediate supervisor.
It is multi-dimensional in that it occurs within sociological, mental health, economical, and other measurements. Empowerment also occurs at various levels, such as specific, group, and community. Sociable process, since it occurs in marriage to others. Empowerment is a process that is comparable to a route or journey, one which develops even as work through it.
Empowering employees isn't just very important to any organizations progress but and yes it is necessary to impart them aftereffect of employee's personal functions on the success of firm. It's the strategy which follows the guidelines of management and philosophy that enables employees to make decisions about their careers. Employee empowerment brings out of employees to own their work and take responsibility because of their results and helps employees provide customers at the amount of the organization where in fact the customer interface is available.
Managers often show some unique behaviour which cause their management styles and based on these the researchers are suffering from these 6different management styles.
It is the mostly used style in which managers have control over there subordinates. This seems to be simple and the management uses it to lead the team because there is only one way to follow in this. Because of insufficient autonomy the managers who are new to the system and aren't much positive about there senior's attitude often fails. The most frequent and obvious downside of this style is usually that the managers neglect to encourage their subordinates and therefore the employees and workers don't give desired output this style is merely relevant where juniors don't possess much knowledge and decision electricity.
This is the bureaucratic design of leadership almost all of the researchers can't stand it but this seems to be very effective sometimes as this produces very fruitful results in a few situations. The first choice often asks its subordinates to come with him and do what is to be performed and hence in this manner the staff gets some advantage to take his own course towards goal.
This type of command style shows the affiliation in work. Usually this kind of leadership styles fails as the work is sidelined and the negatives aren't mentioned which in turn leads to the poor results and results. The affiliations just show that the work is right in order to inspire employees rather than the wrong side of the picture which leads in poor order and control.
The research implies that the style is not the same as the name shows enjoy it means time of democratic character. This gives staff authority to bring there own views and ideas and shows some overall flexibility to find the better results just as the democratic leaders do. It has negative impact that the employees feel that there is no clear direction and become confused moreover it would also lead to combine of behaviour from the employees.
Pace setting is exclusive style in which the head becomes Example for his acquaintances and then shows them the way to come up with self motivation and so yield better effect. There's a bad thing that the employees would be overwhelmed by the frame of mind of the leader and would not give his 100%.
In this kind of style everyone is the leader of his own self. This style is by much the best one where the thing that your employees would need to perform would be defined plus they get training to do that tasks. Hence the leader would just have to look after the task and bring positive out of his employees.
The Georgia UTILITY COMPANY has the mixture of the management styles in 1995 when they first time introduced groups and then tried to make it the part of winning team they tried to develop relationship building in there teams hence they used mixture of democratic and Instruction style along with the goal setting theory. The managers tried to help make the pace of the task in limit but ensure that the task is performed in best interest of the business.
This management team got an integral development step in 1996 by setting up expectations for their behaviour and delivering them with their organizations during reviews of the 1996 seed strategic plan. Putting these expectations "on the record" built bonuses to act accordingly. Hence they set the goals for there employees which provide them best end result to bring out the best results.
It would be very hard for everyone in a carpool to produce a decision on whether to turn right, still left or go direct at another intersection if each was going for a different destination. If they are all going to the same place, they could have different ideas which way to carefully turn and exactly how to get to where they're heading. Hence the Visions, Goals ad Values are essential for any group to give a framework to its employees to relate their path with there goal. This is like the one may like the scenic road, another knows about road construction that needs to be avoided, another may choose to take a shortcut and arrive early, a fourth might need to run an errand on the way. Since their vacation spot is the same, even though there is variety in their ideas, they should be able to reach a consensus decision on the path to take based on information provided by each. In the same way in an enterprise it's difficult or impossible to acknowledge proper or even tactical decisions if everyone available owners, managers, family, employees are not all headed in the same route, toward the same mission and perspective. If a family group, a small business, or a team does not have a common way mission, eye-sight and core ideals quarrels will occur encompassing practically every decision and agreements may be impossible. Expanding shared mission, eye-sight and worth is the first step in laying a base for making proper and tactical decisions that will move the business enterprise forward. Having them in place won't eliminate arguments and disagreements, but at least the disagreement will be about how exactly to best get to the same endpoint as opposed to heading in contrary directions.
At the Georgia Power Company as the plant mangers considered certain requirements for future years, he identified that the composition, techniques, and the culture of the seed would need to change. Therefore, top management must change how it handled, hence they began to conveying there quest goals and principles to broaden capabilities by any means levels. Procedures were had a need to manage decision-making risk and gain consensus on way. A new organizational framework was one of the first steps in their transformation. The framework provided an "outside in" concentrate - determining the operations function as the primary inner customer, and grouped place activities into several functional areas.
In 1995 when Georgia Company began thinking towards team development there main purpose was to make sure that he clubs are designed so that they get inspiration which would then lead them in future goal setting techniques. The program managers though that changing the containers on the business chart weren't sufficient for real change. Then they got the step towards becoming a team when they emerged collectively at a facilitated off-site assembly. They clarified specific roles and responsibilities on this new team and started out developing teams connections this was their first rung on the ladder towards employee determination and hence increasing the relationship among teams.
Then they decided that the role of every leadership-team member should be one of "shared responsibilities with a functional focus". The top management role was reduced due to this new era of change management. Actually, managers were necessary to consider the impact of their decisions-not only on the total flower but also on the full total operating-system of the southern Company.
Hence to stimulate the employees each member was given the responsibility to champ specific change activities for the management team. The team commenced to possess regular one-day program meetings where they mentioned and made decisions on the proper and functional issues. This management team took a key development step in 1996 by setting expectations because of their behaviour and presenting them to their organizations during reviews of the 1996 place strategic plan. Hence it was another step towards building a team and then making them realize there importance in goal setting techniques which in turn helps the get determined.
The parent organization, Sothern Company, implemented a change process to enhance the plant's potential to complete the goals. This transformation process required an focus on business results at all levels and creation of an organization culture that could deal with doubt and competition. Following were the steps in the process of change at Georgia Power Company.
The structure, techniques, and the culture of the flower would need to change.
A new organizational composition was one of the early steps in their transformation
Identifying the procedures function as the primary inner customer, and grouped flower activities into several efficient areas.
To increase the functions of the management team
Thy driven that the framework, operations, and the culture of the plant would have to change. Which shows the main concentration was on the future success, for this purpose they made different teams under the guidance of 9 top managers. These procedures were had a need to manage decision-making risk and gain consensus on route. A new organizational framework was one of the early steps in their change. They clarified specific roles and responsibilities on this new team and commenced developing team's associations. They agreed that the role of every leadership-team member should be one of "shared obligations with a functional focus". Top professionals at the plant could no longer make decisions from only their own departments' view. In fact, managers were required to consider the impact with their decisions-not only on the total place but also on the total operating system of the southern Company. Each member got on the responsibility to champ specific transformation activities for the command team. The team started to acquire regular one-day session meetings where they mentioned and made decisions on the tactical and operational issues. This management team had taken a key development part of 1996 by preparing expectations for his or her behaviour and showing them to their organizations during reviews of the 1996 place strategic plan. Placing these objectives "on the record" built incentives to act appropriately.
Hence the team building brought positive changes as they found out in 1996 that the performance of the teams were successful and they maintained a positive procedure towards the near future planning. For the analysis of the changes the team also used various evaluation instruments to understand and package with the different individual varieties of team members. Each team member reviewed his or her assessment within an open forum. Each team member also created his or her own development plan based on these and other evaluation. These steps made the way for enhancing team performance and hence they discovered excellent results.
Empowering employees isn't just very important to any organizations improvement but also it is necessary to impart them aftereffect of employee's personal functions on the success of company. It's the strategy which follows the rules of management and beliefs that permits employees to make decisions about their careers. Employee empowerment brings about of employees to own their work and take responsibility for their results and helps employees serve customers at the level of the organization where in fact the customer interface exists.
However, at Georgia UTILITY COMPANY plant management recognized that simply changing the containers on the business chart was not sufficient for real change. In the summer of 1995, the herb manager and nine other employees needed their first rung on the ladder toward learning to be a team when they came up along at a facilitated off-site reaching this was done to bring such changes in the business which in turn empower the employees and give them decision taking electric power. They clarified individual roles and tasks upon this new team and commenced developing team's associations. They decided that the role of each leadership-team member should be one of "shared tasks with a functional focus". Top professionals at the vegetable could no longer make decisions from only their own departments' view. Actually, managers were required to consider the impact of the decisions-not only on the full total flower but also on the full total operating system of the southern Company. Hence in this manner the management acquired the advantage of the empowerment and allowed employees to make decisions in the best interest of the organizations.
Management by Goals (MBO) is a process of determining goals within an firm so that management and employees agree to the goals and understand what they are simply in the business. The goal of objective setting up is to find out key achievements results, desired by an venture or other group to get its vision and/or mission, to find out key success results for a change job to measure progress and/or to judge accomplishments, and to facilitate goal setting techniques. The good thing about objective setting is that common objectives help in consensus and provide a focus for taking action. Objectives provide ways to measure improvement (". . . if you don't know what your location is going, how will you know when or if you have there. . . "). A lot more wider the participation in establishing the objectives, the higher the dedication and motivation to attain them. Accountability to the objectives' methods is also enhanced.
At the Georgia UTILITY COMPANY each member had taken on the duty to champion specific transformation activities for the management team. The team commenced to acquire regular one-day period meetings where they mentioned and made decisions on the tactical and functional issues. This management team had taken an integral development part of 1996 by arranging expectations for their behaviour and presenting them to their organizations during reviews of the 1996 plant strategic plan. Putting these anticipations "on the record" built bonuses to act appropriately.
Delegation skill is the capability to effectively assign job responsibility and specialist to others. Or, in other words, delegation skill is your ability to get things done by using work and time of other people.
Effective delegation is a critical survival skill for professionals and supervisors, which is what many delegation training resources are about. Yet, what is less often emphasized is the fact that understanding delegation skill and focusing on how to put it to use right is an important personal time management skill. No matter if you have subordinates or bosses, if it is at the job or at home.
Delegation Techniques necessary in negotiation to be able to stimulate the colleagues encouraged;
First of all the negotiator should explain the task and should have arguments with the in his mind's eye.
The managers and the staff must have a proper deadline arranged to complete the duty that would provide a vision to complete the task in specific time and provide the opportunity to improve in left over time.
While negotiating the employee will need to have managements proper support and dedication and they must help the staff to speak his matter in that subject.
There must be proper reviews on the results because that could give employees a view of there work and in future they would improve there performance consequently.
Georgia UTILITY COMPANY experienced the positive approach and the managers started focusing on the every aspect of the change process. The delegation required was essential for the success of the business so the plan was designed to complete the task.
The team also used various evaluation instruments to understand and deal with the several individual varieties of team members. Each team member discussed his / her assessment in an open community. Each team member also designed his or her own development plan based on these and other assessment.
There are three parts to the process of analysis: requesting questions, observing, and measuring achievement and monitoring change. This final part must be performed through the activity process as activity isn't static and it will affect mood, determination, wellbeing or sense of success. Measuring and monitoring changes: where changes have been seen this will allow action to be taken to adapt the individual components of a task. This can be developed from monitoring the outcomes. From an organisational point of view, the analysis process will enable managers to assess the involvement and development needs of staff, plan for future resources and allow the home's budget to be balanced efficiently. Evaluation will help to determine whether the programme is getting together with the requirements of new guidelines for regulatory diagnosis and other policies. Appreciable information will be collected over a period of time and will be evaluated to boost future programmes. .
Evaluating an employee's performance can be an important process for a administrator or owner of an company. Determining how you will evaluate each of your employees is very important. Each staff should really know what is expected of him and what his goals are for the future analysis period.
It is the approach that organizations use in order to judge performance to sort out the outcome of the occasions taking place. This technique starts with goal setting and coatings with evaluation. It tells the difference in desired talk about and actual point out. The procedure shows the determination of employees and there aim to increase their performance along with monitoring and hand and hand correcting difference. The emphasis is not simply calculating the performance, but also providing time to time opinions so that employee gets an possibility to boost his performance by changing the particular parts which are worried.
The professionals usually specify this incidents through the particular time period and then based on these behavioral actions, they examine performance over a particular time frame.
This is one of the conventional ways to evaluate an employee's regimen. The manager helps to keep a rankings form where the employee's action and behavior are ranked on distinct precise parameters defined in the form. Predicated on these ratings a final appraisal is prepared by the director.
In this circumstance, the manager who's intimately familiar with the careers under analysis prepares a thorough checklist of what constitutes an efficient or ineffective tendencies on the job. Each item on the checklist has some other weightage depending on its relevance and impact on the business's goals. This can help to achieve a far more goal and quantified appraisal of specific performance.
In this technique, each employee's performance is not evaluated in isolation, but in evaluation to other employees. The performance is ranked for the entire group of employees from best performer to the most severe performer. In this case, the appraiser compares individual performances to determine the benchmarks of performance, and then rates each individual predicated on those benchmarks.
The 360 level performance appraisal method utilizes several methods to estimate personage performance. The administrator makes review of an employee predicated on strong factor and also makes wisdom between show of different employees. These processes also contain private comment of employees and supervisors. later, all the data is put together and analyzed to have a thorough performance evaluation of a worker.
The main purpose of analyzing performance at Georgia UTILITY COMPANY was to ensure smooth circulation of the teams created. This is also important because if the performance weren't evaluated then the organization would have been at stake of collapse. It will always be important because in transformation process the factor of risk is obviously there.
18-Explain the factors affecting the quality of performance and how these factors provide clear and constructive opinions on performance to co-workers. (Requirements P14. 4. 5)
There are amount of ways to assess and determine training and learning. Following will be the factors which effect the performance of the employees in an organization.
Employees must be skilled enough to act after a job in order to assemble potential. The very best fit for employment is recognized by skills, knowledge and attitude towards the task. If a worker is in the incorrect job for just about any of the reasons, results will suffer.
Employees may bring skills to a location but there will tend to be internal, company- or industry-specific habit that will necessitate additional training. If an activity necessitate a fresh software package it's impractical to predict employees to just put together it out; they should obtain sufficient training.
When everyone comprehends the goals and anticipated outcomes, it is easier to take stepladder to make it happen and quantify take action on the way. Organizations without clear goals are more likely to spend time on tasks that not impact results.
Just as a driver needs a car in operating condition, employees will need to have the various tools and apparatus necessary for their specific jobs. This consists of physical tools, supplies, software and information. Out-of-date equipment, or none of them whatsoever, has a detrimental affect on underneath line.
Confidence and company culture are both difficult to specify but employees will be able to article when they are poor or positive. Poor morale prevails when there is certainly significant whining, crabby and people just don't want to come quickly to work. Within the constructive end, the office is eager by the intellect of goal and teams that truly want to work together.
Hence these factors must be addressed to make sure smooth move of work and additionally these must be planned to proper timeframe to check on the performance of the employees.
Because one of the plant's strategies was to improve the features of the management team, the team worked with an outside advisor to identify strengths and weaknesses. The expert observed each one of the team members in work situations and provided specific personal feedback and recommendations over a protracted time frame. Each team member examined his / her examination with the group and asked the reactions and recommendations. The consultant also provided reviews on group procedures and worked in concert with an internal advisor to boost teamwork operations.
The team found several tools to be helpful in its operation and development. One was a common work plan that served multiple purposes.
To ensure integration with their efforts and keep tabs on team results;
To establish member accountability;
To help in the delegation of traditional seed manager duties; and
As a catalyst to surface tactical issues. Each team member needed responsibility for the success of particular elements of the work plan.