Performance and Productivity in Public and Nonprofit Organizations – Article Example

The paper "Performance and Productivity in Public and Nonprofit Organizations" is an exceptional example of an article review on human resources.
Feedback is an integral part of the communication process in any given institution as it can always be used as the leverage against which misunderstandings are identified and finally overcome. For supervisors and managers to be in a position where they can assess employee’s performance, feedback is important (Berman, 2006). For productivity to be realized at its optimum level, employees need to get a regular feedback on their performance.
A case in point of how feedback has been used as a developmental improvement tool is where a feedback was given about the negative and demotivating outbursts of a manager. This kind of behavior has a resentment effect on the part of the employee rather than giving them the discipline to accomplish the task at hand as the manager expected. Instead of using outbursts and abusive language, the manager was able to improve his emotional intelligence by improving his communication style in which he dialogues one on one with the employees by explaining to them the areas that they did well and the ones that require improvement (Berman, 2006). This in effect caused free flow of ideas and exchange of ideas between the manager and the employees thereby resulting in increased productivity and trust.
The Most Common Teamwork Problem and How to Address It or Avoid It
Teamwork is the phenomenon of bringing employees and managers together with the aim of using the diverse expertise of various persons involved to solve a problem that is complex in nature or is multifaceted (Berman, 2006). This is usually achieved by having specific targets where the organization's resources are targeted to increase learning and sharing of ideas by group members. However, this is not usually the case because, in every organization, people have different backgrounds thereby creating the problem of dealing with difficult people. Some individuals are hostile and at times bully or with an overwhelming attitude while others may be unresponsive and never supportive of the team project. Still, others may be inconsiderate. Such kind of difficult people is always a barrier to a team project because their negativity is likely to derail any project.
In conclusion, the most effective way of dealing with negative people is to ensure that their negativity does not have an impact on the team project or on other team members. The best way to accomplish this is by recognizing their negative behaviors and coming up specific action for each of those negative traits (Berman, 2006).