Essay on How To Motivate Team Members To Achieve Their Goals

Motivation among Team Members

Section A

Motivation among employees in an organization plays a critical role in developing a productive culture within any organization. Employees working in the same team need to be motivated all the time for them to commit fully to assigned activities (Arnold et al., 2005). Many different mechanisms can be applied to motivate members of a team. For instance, each team that works for the Rogue Chase and Ball in the UK must incorporate the right principles of motivation for them to achieve the required and set standards. As a work psychologist in the team, it is important to develop mechanisms that can help boost morale among team members (Arnold et al., 2005). However, it is necessary to conduct a literature review on the topic of discussion and establish what other authors have done on the same. A background check on motivation among team members is necessary to know existing views on the topic of discussion.

Tremblay et al., 2009, researched on the extrinsic and intrinsic aspects that motivate workers at any given time. In the article “Work Extrinsic and Intrinsic Motivation: Its Value for Organizational Research“, the authors assert that each team member needs that inner drive that can boost their input during work activities (Tremblay et al., 2009). The motivation comes from an individual and should be positive towards each activity that they undertake. Extrinsic aspects are rewards or reinforcements that boost member participation in each project. The research notes with concern that people within a team are motivated by different factors, which necessitates the manager to understand each member. Some members are motivated by extrinsic rewards such as money, physical rewards, and other benefits (Tremblay et al., 2009). It is vital that the team each employee’s welfare as a way of ensuring they are motivated, according to the study. The article has concentrated on the role of motivation in boosting employee performance within any organization or team. Equally, the authors have elaborated on the role of both extrinsic and intrinsic and organizational value that a firm can accrue (Tremblay et al., 2009). The research is informative and will help reach a formidable agreement.

In the year 2006, Geister, Konradt and Hertel researched the effect of process information within virtual teams. In the article, the authors established that a team that communicates and shares information in a timely manner does better (Geister, Konradt and Hertel, 2006). Achieving set objectives is not an easy task and requires commitment from the management. Failure of the management to release important information can hurt the performance of a team. The research stresses the role of proper communication strategies within a team working on a project. Equally, the study conducted longitudinal research to establish the facts on motivation within teamwork. Fifty-two students took part in the study as participants to help establish reality (Geister, Konradt and Hertel, 2006). The authors assert that with feedback on performance and assessments, one can manage to help a group achieve its set objectives. For instance, the implementation of new information must be done in a way that includes each member within the group. Sharing of information openly builds trust, confidence and accountability among team members, which boost overall performance. The research is informative of the approaches that team managers can apply to achieve the set objectives (Geister, Konradt and Hertel, 2006). Objectives are arrived at by motivating each team member o commit towards a common goal. The report will help formulate a detailed conclusion on the topic of discussion.

Hu and Liden in the year 2011 researched on the antecedents of team potency and effectiveness. In the research, the authors established that there are key aspects that are required for any team to function normally. For instance, servant leadership is an important pre-requisite when handling a team working toward achieving specific objectives (Hu and Liden, 2011). Leadership that does not acknowledge the opinions of all members in a fair manner might drive the group to failure. In the research, the author recognizes goal clarity as an important aspect of driving and motivating members to work towards set goals. Objectives must be clear to each team member to enhance commitment at an individual level according to the research (Hu and Liden, 2011). Equally, the authors assert that process clarity is important to each individual to avoid confusion and insubordination. When the process involved to achieve the set objectives is unclear to team members might fail to commit to team activities. The researcher advocates for servant leadership and process clarity as strategies that can help motivate team members within any working team (Hu and Liden, 2011). The research is detailed enough to help make a detailed conclusion on motivation among team members.

Chen and Kanfer, in the year 2006 committed to research on motivated behavior in teams working on particular projects. The research notes with concern that existing literature concentrates on individual motivation (Chen and Kanfer, 2006). According to the article, few studies have echoed concerns with team motivation as a strategic way of handling operations in the right manner. The research highlights a model that can be used to improve team motivation as a way of boosting performance. The research highlights a theoretical approach that can analyze member commitment to the achievement of objectives. Managers within each team need to apply the right strategies in assessing the intentions and abilities of a member (Chen and Kanfer, 2006). Such leadership will help promote member participation and commitment, according to the authors of the article. The study asserts that goals that are set by managers must be measurable, desirable and achievable. The setting of unachievable targets can hurt a team’s spirit towards achieving objectives (Chen and Kanfer, 2006). The authors of the article express concern in teams as the source of success within established organizations and those that aim to grow. The research is informative and presents ideas in a logical manner that makes one understand the concepts in a detailed manner. As such, the research must be used to formulate formidable conclusions on the topic of discussion.

Another key study on possible ways of motivating team members to achieve set objectives was conducted in the year 2012. Kozlowski and Bell researched on teamwork effectiveness as a strong pillar to organizational success (Kozlowski and Bell, 2012). The authors have stressed on appropriate leadership as a strategy of making each individual feel part of the team. Such aspects make one confident in every activity, which ensures proper performance. The article notes that teams in organization r based on four critical aspects, including the context, workflow, level and time required to execute the project. Every team manager must ensure that the four aspects are taken into consideration whenever a team is setting goals (Kozlowski and Bell, 2012). For instance, it is vital to consider the time frame for each project for effectiveness and efficiency. Equally, the authors have concentrated on constructs that comprise of a successful team. Teams are faced by phases depending on the level of operation or activity done together (Kozlowski and Bell, 2012). Team members must know each other before openly engaging each other in daily activities. The research is detailed enough to help in the process of formulating a formidable conclusion on the issues that encompass team motivation.

Individual motivation in a team contributes significantly to the achievement of set objectives. Motivated individuals within the group can evoke the spirit of happiness and satisfaction. In the year 2013, Sacchetti and Tortia researched organizational characteristics that aid in motivating employees within a workplace (Sacchetti and Tortia, 2013). Teams are also affected by such aspects as noted by the author of the article. Teams that allow individual creativity to thrive are better placed to motivate teams towards achieving set objectives (Sacchetti and Tortia, 2013). The article asserts that managers should direct more energy towards understanding how each team member operates in a bid to help them improve performance. Equally, the research examines the role of culture within team members as a way of boosting overall participation from each individual (Sacchetti and Tortia, 2013). The article is detailed enough to present information that can be useful in formulating facts on the topic of discussion.

Manzoor researched on factors that affect employee motivation and the correlation between effectiveness in the organization and motivation. The author identifies happiness among team members as a vital aspect that can boost performance (Manzoor, 2012). Team members who are enjoying every moment participating in matters that pertain to the project are better placed to achieve set objectives. The research is descriptive of the relationship between organizational success and employee motivation. In the study, an in-depth analysis of factors that affect employee happiness is given priority (Manzoor, 2012). The study utilized a model that linked motivating factors among employees to the achievement of set objectives. From the findings of the article, the authors established that empowerment is an important aspect within any team that aims to achieve success. Equally, recognition is crucial to motivate team members to commit towards participation (Manzoor, 2012). The article is illustrative of the need to emphasize employee appraisal and recognition as an approach to boost their morale towards group activities. Teams work as organizations, and there is a need to motivate their efforts for the same to be reflected on performance.

Section B

Teams operate as organizations, which makes it important for team managers to establish adaptive measures according to the context in each group. RCB should devise strategic approaches that team managers can apply in a bid to motivate each member (Zibarras and Lewis, 2013). An action plan is necessary for the organization to help improve member participation in each consultancy team. The first strategic measure that the team manager can take is examining how each member operates and aspects that boost their morale at work. An understanding of member behavior can help the leader to establish ways of making each individual productive (Zibarras and Lewis, 2013). The logic behind studying behavior within the group is to understand the strengths and weaknesses among members. When a team manager understands how each individual operates in the group, it is easy to devise a method of tapping potential from individuals. Treating members with respect will motivate many to commit towards the achievement of the set objectives (Matthewman, Rose and Hetherington, 2009). The RCB team manager should motivate members by conducting a study of member behavior in a bid to establish a formidable way of accommodating every individual. Team leaders should be at the forefront of ensuring that members are motivated for improved participation.

The second initiative that can help managers in each group achieve set objectives is rewarding and recognizing members. Members who are well rewarded enjoy work and commit towards the achievement of the set objectives (Millward, 2005). Rewards can be in monetary form or non-monetary forms depending on the circumstance in question. In this case, the firm aims to motivate team members to achieve the set objectives. Most individuals in workplaces are motivated by monetary rewards, which is necessary for the team to appraise their members with such reinforcements. The logic behind the initiative is to motivate each member to participate actively in group activities (Millward, 2005). With benefits such as promotions, monetary rewards and recognition, team members are motivated to give their all in a bid to achieve the set objectives. People working within a team should be paid their worth as a way of appreciating their effort to work. Finances within the organizations should be managed in a useful manner that contents with the expectation of each individual (Millward, 2005). Application of such strategies within any work setting will help ensure a motivated team, hence achievement of the set objectives.

Developmental and training programs for members in each group are necessary to help boost skills for performing various operations. RCB should train its members on digital strategies of performing different tasks. The logic behind the training of team members is to equip them with necessary skills that can help achieve the set objectives more objectives (Morgeson, Aguinis and Ashford, 2017). Such programs can help team leaders enhance aspects that are important within team members in a bid to achieve the set goals. Lastly, the leadership approaches that team managers apply in manning of group activities are significant to employee motivation (Morgeson, Aguinis and Ashford, 2017). For instance, inclusive and servant leadership can boost team motivation beyond recognition in a bid to achieve set targets within the work setting.

References

Arnold, J., Silvester, J., Cooper, C.L., Robertson, I.T. and Patterson, F.M., 2005. Work psychology: Understanding human behaviour in the workplace. Pearson Education.

Chen, G. and Kanfer, R., 2006. Toward a systems theory of motivated behavior in work teams. Research in organizational behavior, 27, pp.223-267.

Geister, S., Konradt, U. and Hertel, G., 2006. Effects of process feedback on motivation, satisfaction, and performance in virtual teams. Small group research, 37(5), pp.459-489.

Hu, J. and Liden, R.C., 2011. Antecedents of team potency and team effectiveness: An examination of goal and process clarity and servant leadership. Journal of Applied psychology, 96(4), p.851.

Kozlowski, S.W. and Bell, B.S., 2012. Work groups and teams in organizations. Handbook of Psychology, Second Edition, 12.

Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), pp.1-12.

Matthewman, L., Rose, A. and Hetherington, A., 2009. Work psychology: an introduction to human behaviour in the workplace. Oxford University Press.

Millward, L.J., 2005. Understanding occupational & organizational psychology. Sage.

Morgeson, F.P., Aguinis, H. and Ashford, S.J. eds., 2017. Annual Review of Organizational Psychology and Organizational Behavior. Annual Reviews.

Sacchetti, S. and Tortia, E.C., 2013. Satisfaction with creativity: A study of organizational characteristics and individual motivation. Journal of Happiness Studies, 14(6), pp.1789-1811.

Tremblay, M.A., Blanchard, C.M., Taylor, S., Pelletier, L.G. and Villeneuve, M., 2009. Work Extrinsic and Intrinsic Motivation Scale: Its value for organizational psychology research. Canadian Journal of Behavioural Science/Revue canadienne des sciences du comportement, 41(4), p.213.

Zibarras, L. and Lewis, R. eds., 2013. Work and occupational psychology: Integrating theory and practice. Sage.