Teamwork and Motivation - Essay Example

TEAMWORK AND MOTIVATION According to Deming 2013, the aim of leadership as to improve the performance human resource and machine in order to improve quality, increase output and ensuring job satisfaction to the employees. A motivating environment gives workers a sense of pride in their undertakings. To improve motivation in the organization with a net effect of promoting job satisfaction, high productivity, quality work and low turnover, a positive working environment, reward and recognition, employee engagement and employee development elements is significant in the organization’s motivation plan. A positive working environment is the premise for job satisfaction. A motivating environment calls for stretching beyond the call of duty to provide for the needs of the people to “turn them on” (Deming, 2013). Providing discount programs for employees, childcare information, postage stamps and bus passes provide an example of an excellent work environment. Personal recognition for an employee is paramount in building morale and motivation. Employees appreciate the recognition by their leaders and thus create job satisfaction than does pay and money. This recognition can be done on small, informal celebrations for the performing employees (Nippard 2011). When employees are engaged in making contributions of their ideas and suggestions, they show up for work, become engaged and eventually increases their productivity, job satisfaction and low turnover since they feel appreciated in the organization by giving them a sense of ownership and work pride. The organization should create a healthy, innovative and participative climate for all the employees for instance through planning for annual idea exposition day for the enterprise. Innovation and increased productivity are possible if employees are trained and educationally motivated. Continuous learning and employee training should be planned by the organization through their tenure at some regular interval of time (Over and Humphrey 2010).   This not only results to higher motivation, but also lower turnover. Training also prepares employees to assume more control over their jobs and less supervision, thus building better employee loyalty, satisfaction and motivation. In the motivation plan, continuous evaluation in a specific cycle should be a must do for the primary aim of measuring progress and determining needs for improvements. This will entail measurement of attitudes, morale and workforce motivation to determine ways in which the design and implementation of the plan at least once for a year (Deming, 2013). A true competitive advantage for an organization is achieved through well trained and motivated human resource co-ordinating their efforts and energy vitally for the entity’s goals of accelerating performance, lowering turnover and increasing productivity. In supporting the elements the two factor theory (Hygiene-theory) by Fredrick Herzberg can be used in order to understand the factors influencing peoples' attitudes and work. According to this theory satisfaction is caused by (satisfiers) factors related to work itself, achievement, recognition and responsibility. He argues that motivation is an inner force driving individuals to personal and organizational goal attainment (Ahmad Benrazavi and Hasan 2011). Motivating a minimum wage service worker Minimum paid workers often view themselves as undervalued and insignificant. To motivate them and make them enthusiastic is the economic health of the organization. Possible ways of motivating them are through communicating with them, recognizing their contributions and offering hem freedom. Making them feel special Adjusting the attitudes of the lowly paid workers to increase their motivation is vital. They should be made to feel they are part of the team by highlighting what makes your business special and continually remind them that they are privileged to be successful at this particular place of work (Deming, 2013). Communicating with them Make them feel important by making them aware of what goes on in the workplace. Hold meetings with them regularly and share news of recent developments in business with previews of upcoming changes to make them valuable employees with a vital role in the success of the business. Recognize the worker’s contributions It is important to publicly recognize to an employee that you are grateful for their efforts and their contributions regularly. This recognition immensely increases employee anxiety to fulfil their job entitlements. The equity theory can be used as a wonderful theory of motivating lowly paid workers. It asserts that employees should perceive their work outputs being greater than their work inputs and this will motivate and make them feel valued (Furman 2008). Managing a work team A cross functional team is made up of individuals from different departments in an entity. They are useful in bringing people together to solve a problem or explore potential options to a problem. Team members of a cross-functional team may work on a part time basis without avoiding their existing responsibilities or work full time for the team. The leader was elected by team members or appointed and endorsed by team members. The leader was chosen based on the ability and skills to influence others positively. The team leader is important in a team and charged with the responsibility of leading from the front and in trainings. To attain high performance they are to counsel and coach their team members and coordinate the ideas for operational movement of the team. They should also be capable of facilitating the change process (Barna, 2013). Challenges of the team There is a challenge with prioritization since the team members will be carrying on their routine responsibilities alongside team tasks. People are reluctant to take up additional responsibilities as members of a cross-functional team which might be tasking and involving. Since one does not have direct authority over members of the team it might be difficult to motivate and manage the performance of the team. Working as a team may require the use of different skills which you were not using before. In any future assignment I can approach team projects by ensuring awareness of each individual’s role in the teamwork collaboratively, coaching junior members rather bossing them, rewarding good behaviour, proper communication effectiveness, listening to their ideas and recognizing their contribution The most important lesson learnt from this experience is that for the success of a team member cannot work in isolation, the members must appreciate each other’s strength and skills and that each member should wilfully switch roles in case of need and focus on the project’s success. References Ahmad, A., Benrazavi, S. And Hasan, H. (2011). Herzbeg's Motivation Factors and Communicative Teamwork. Lambert Academic Publishing. Barna, G. (2013). The power of team leadership achieving success through shared responsibility. Colorado Springs, Colo: Water Brook Press Deming, W. and Orsini, J. (2013). The essential Deming leadership principles from the father of total quality management. New York: McGraw-Hill Furman, D. (2008). A Study of the Relationship Between Individual Motivation and Level of Team Development. ProQuest publishers. Nippard, W. (2011). The teamwork ladder. westBow press. Over J. And Humphrey W. (2010). Leadership, Teamwork, and Trust: Building a Competitive Software Capability. Addison-Wesley Professional. Read More