Appraisal team-based

Another option is to organize groups of people as self-directed teams. The advantage of this is that the team can assign tasks based upon skill set and time availability of the various team members. Even appraisals and salary actions can be done by the team based upon team ratings. For example a member is rated by everyone else on the team on a scale of several characteristics deemed to be important to the success of the team. Everyone could be rated on technical expertise work ethic action oriented cooperation contribution to team goals and other criteria. This team-based organization, or a variant of it, is commonly used. In theory, it is more effective because responsibilities are divided by the team and the team should best understand the capabilities of the members. However, it is not an ideal world and often there are issues with the non-hierarchical approach. 

Today however, the concept of patient safety extends beyond managing risk and not harming a patient. Included in the broad context of patient safety is an understanding that patient treatment must be effective and be economically reasonable. Cost-effective health care is difficult to achieve, but is a goal that is increasingly important worldwide. Physicians and health care teams who monitor outcomes and continuously refine practices, procedures and protocols based on an honest appraisal of results are able to reduce the incidence of complications, improve the outcomes of their patients and, hopefully, reduce costs overall. 

My guess is most readers will find Figure 17.8 humorous. Why What is the problem with most performance appraisals If performance appraisals were objective, fair, and based on behavior, you would not see any humor in this illustration. Right So, a useful evaluation of team performance needs to be objective, fair, and related to changeable behaviors and conditions. 

If momentum requires people to recognize sequences of small wins, then a scoring system is needed that can provide ongoing objective measurement of the participants performance. Sports events provide us with scores linked directly to individual or team behavior and, thus, we can readily notice and support momentum. I am convinced this is a prime reason we like to watch or participate in sporting events. We get objective and fair feedback regarding ongoing performance. As a result, we can celebrate a win based on observable and equitable appraisal. Sometimes, we can use these measures as feedback to improve subsequent performance and increase the probability of more success and continued momentum. 

As discussed in Chapter 6, this principle is termed "The Fimdamental Attribution Error." It contributes to systematic bias whenever we attempt to evaluate others, from completing performance appraisals to conducting an injury investigation. Because we are quick to attribute internal (person-based) factors to other people s behavior, we tend to presume consistency in others because of permanent traits or personality characteristics. To explain injuries to other persons, we use expressions like, "He s just careless," "She had the wrong attitude," and "They were not thinking like a team."... 

Deal Prospecting Based on local knowledge and economic set-up, the market development and sales team prospect for lending candidates that fall within credit policy and underwriting standards. They use networked capabilities for introductions and access to potential borrowers. The bank uses linkage capabilities and investment capabilities in accessing borrowers and internal project finance appraisal systems. 

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