Team Performance Improvement - Research Paper Example

Motivational Plan Motivational Plan In every team, there are exist different personalities. These personalities do play a major role in shaping the performance of individuals and the entire team. The team always has objectives to be achieved. These achievements of these objectives are usually based on the work satisfaction and motivation of the team members. The team leaders and managers need to know how these factors affect the performance and achievements of the organizations goals and objectives. This paper seeks to examine the different opportunities that are essential in the team performance improvement. This is based on the identification of the factors that are in correlation to values, emotions and attitude of the team members. The paper also offers a summary of the different modes of identifying the factors and providing conclusions that are overtly related to influencing the performance of the team positively. Introduction There has been a focus on business design as a necessary component of motivating a team in an organization. In order to achieve motivation, performance and satisfaction, every organization needs to have a working design. Through having a working design, there is a boost to the effectiveness of a given team. However, the behavior of the term is shaped by the individuals’ values, personalities, emotions and attitudes. Working as a mentor that manages a Shipping Department for Athletic Equipment, there is a need to have a grip on these matters and get to understand, evaluate and analyze the different attributes of each and every team member. This is the means through which effective work design and efficient team layout can be put in place. Moreover, having individuals with different personalities, attitudes and emotions mean there is s need for the establishment of a comprehensive motivational plan. For instance, at the department, there are three individuals with different personalities (Keller, 2009). Pursia and Cleveland are impressed while Lydia is an interactive person. This, therefore, implies a need for a comprehensive motivational plan if the potential of the team members is to be exploited. Worthy to note is the fact that those team members who seem not too ecstatic about their work are more often not comfortable with the concept of the team. In order to build a progressive team, one needs to use personalities, values, attitudes and the emotions of the employees in order to motivate the performance of the team. Attitudes Attitude refers to the perception of an individual with regards to other people, items or events. Attitude can either be termed as positive reactions or negative reaction. Attitude is shaped by different components that are responsible for the development of the perceptions. These components are behavioral, affective and cognitive. Understanding approach requires the in-depth analysis and understanding of the three components. Through the analysis of these components, the prospects of enhancing team performance are clearly drawn. The decisions of all the team members are usually shaped by their attitudes. This is because every team member is usually an extrovert (Andrzej &Wlodarczyk, 2010) Emotions Over the years, the aspects of emotions were considered to be a topic that is forbidden at the workplaces. Issues related to emotions were viewed as destructive and had no place in employment. Emotions were viewed to be related to home and were not supposed to be brought to work. However, there has been a change on the matter. This has been characterized by the extensive research done on the effects of emotion to career success, productivity and creativity. There has been a change of thought, with success and productivity in any business now being tied to the emotions of the employees. Motivation Plan in the Team (Improving Performance and Satisfaction) Understanding the impact of motivation in any team is an advantage to the manager and team leaders of different organizations. Projects do have different phases of action. Understanding the motivational drive of the team is vital in enhancing the performance of the team and achieving the goals of the organization. Because conducting an action is tied to motivation. There are several parameters for job satisfaction. These include goal clarity, familiarity, and conflict resolution among other. Despite the fact that job satisfaction acts as an indicator to showing the employees’ commitment to a job, personal performance is even greater. Measuring of performance on a regular basis in an organization is necessary when a team is working on a long-term project. The performance of employees is affected by the values, personality, attitude and overall motivation (Maley. 2012). Motivation plan for the team Every employee needs to be motivated either internally or externally. Working as a mentor who manages Shipping Department for Athletic Equipment, there is the need for the team members to be greatly motivated in order to achieve efficiency in the shipping department. There is the need to motivate all the team members, despite the difference in terms of personality. Structuring this motivation design need a consideration of three main factors. First, there is the need for consideration of prospects of the team, the people in the team and the objectives of the team. There is also need of considering the culture and the motivations of the different individuals. Important to look at also is the personal motivation of the individuals, their emotions and backgrounds The five main keys for motivation In order to achieve employee motivation, the employers, managers and the team leaders need to consider five main components. These involve compensation, inspiration, appreciation, recognition and satisfaction (Cox & Klinger, 2011). The first step is through building satisfaction. Employees should have a satisfied feeling in order to deliver. In this manner, the satisfaction will also trickle down to the customers. Looking at Shipping Department for Athletic Equipment, Pursia is an impressive. In order to make him feel satisfied, the mentor needs to be complementing and appreciating every effort that he makes. As for Cleveland and Lydia, engaging the constantly will ensure that they feel satisfied. Genuinely appreciating the employees is another way of achieving employee motivation. Failing to recognize the efforts made by employees do kill their motivation. In this case, the employees are usually unaware of whether what they are doing is good or bad. It is important to always understand the employees work. This mode applies to Pursia who is an impresser. When he does something worthy at the Shipment Department, there is the need to understand it. This is either through a note, the quick comment or even an incentive; this enhances the motivation hence improving the performance of the employee. Recognition is another way of offering motivation to the employees. Most of the people do things for recognition if not for the monetary value. A manager can use recognition as a secret weapon to motivate his or her employees. Recognition can be done in different ways. These include having the names of the employees on newsletters, giving them a trophy or putting their names on the wall. This is an inexpensive venture but has a high impact on the motivation of the employees. Inspiring the employees is yet another way of achieving motivation. Leadership is responsible for inspiring the employees. This motivation of employees is enshrined in the goals, purpose and mission of the business. Everyone has a desire of belonging to an organization that is headed somewhere (Stankard, 2002). Lastly, compensation is vital in motivating the employees. There are some employees who feel motivated by money to carter for their basic needs. Such motivation can be achieved in different forms. This can be through giving extra benefits, sharing profits, commissions, bonuses in their performance among other tangible rewards. Conclusion Employee motivation is essential. Whichever the method a manager, team leader or employer chooses, it is important to build motivation on the employees. Different individuals are motivated by different factors and things. Through the application of inspiration, recognition, appreciation, satisfaction and compensation as ways of motivating the employees, an employer can be able to bring out the best out of the employees. References Andrzej, Wlodarczyk (2010). Work Motivation: A Systemic Framework for a Multilevel Strategy. Bloomington: Author House. Cox, Klinger (2011). Handbook of Motivational Counseling: Goal-Based Approaches to Assessment and Intervention with Addiction and Other Problems. New York: John Wiley & Sons. Keller. J (2009). Motivational Design for Learning and Performance: The ARCS Model Approach. New York. Springer. Maley. C (2012). Project Management Concepts, Methods, and Techniques. Boca Raton:CRC Press. Stankard, M (2002). Management Systems and Organizational Performance: The Search for Excellence Beyond ISO9000. Westport: Greenwood Publishing Group.   Read More