Teamwork and Motivation – Answered 

Assignment Instructions

Imagine that you are the owner of a small manufacturing company. Your company manufactures a commodity, widgets. Your widget is a clone of a nationally known widget. Your company’s widget, WooWoo, is less expensive and more readily available than the nationally known brand. Presently, the sales are high; however, there are many defects, which increase your costs and delays delivery. Your company has fifty (50) employees in the following departments: sales, assembly, technology, and administration.

Your professor will assign you to a team during Week 1. Your team is expected to meet the following requirements:

  1. Meet (in person or virtually) at least once between Week 1 and Week 5.
  2. Select a team leader.
  3. Collaborate and address the objectives of this assignment together. However, you are expected to write and submit individual papers. Please adhere to the University’s academic integrity policy.
  4. Reflect upon your team experiences.

Write a three to five (3-5) page paper in which you:

  1. Identify significant elements of an organization motivation plan that encourage high job satisfaction, high productivity, high quality work, and low turnover (i.e., job flexibility, training, recognition).
  2. Determine which motivational theory you would use to support your motivational plan.
  3. Propose three (3) ways to motivate the minimum wage service worker. Support your suggestions with a motivation theory.
  4. Consider how communication, attitudes, behaviors, and culture affect team performance. Outline a guide that you would use to lead a work team (e.g., cross-functional, virtual, problem-solving, etc.).
  5. Reflect on your individual experience working with your team. Ensure that you include the following:
    1. How and why the team leader was selected
    2. How often your team met
    3. Challenges that you experienced during this process
    4. How you would approach team projects / assignments differently in the future
    5. The most important lesson learned from this experience
  6. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date.

The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are:

  • Explain the variety of motivational theories and job design considerations.
  • Analyze the formation and dynamics of group behavior and work teams, including the application of power in groups.
  • Use technology and information resources to research issues in organizational behavior.
  • Write clearly and concisely about organizational.

 

Sample Answer

Teamwork and Motivation

Introduction

Teamwork is a cooperative process which permits ordinary individuals to attain extraordinary outcomes. Successful teamwork depends on existing synergism between all members of a team developing an environment wherein all team members are willing to participate and contribute, so as to nurture and promote an effective, positive team environment. As a matter of fact, motivation is highly required to attain effective teamwork (Tarricone & Luca, 2002). According to Peterson (2007) motivation can stimulate, encourage, and inspire project teams and individuals to attain great accomplishments. Motivation generates an environment that promotes collective and teamwork initiatives to attain common objectives and goals. This paper evaluates how motivation can be employed to effect teamwork.

Element of Organization Motivation Plan

To achieve a high job satisfaction, high work quality, and high productivity, there are three essential elements that need to be included in organization motivation plan. They include recognition, training, and job flexibility. Normally, motivation involves inspiring and stimulating individuals to employ their knowledge and skill to their best level possible, to ensure quality product. This cannot be possible if workers do not have enough skills to employ. It is therefore important for an organization to employ training element in their motivation plan to ensure that employee contains enough skills to apply in their job. Enough knowledge and skills in assembling and technology will motivate workers to try even hard tasks without hesitation. Thus, skill can be term as an empowerment aspect that an organization should ensure through regular training.

Job flexibility allows employees to make positive modification that can better performance and work efficiency. It is a work practice that permits the workers a certain level of freedom in deciding on how the work will be done, and how the work schedules will be coordinated. Job flexibility gives employees freedom to apply their knowledge, judgment and collaboration to solve problems. This low level of supervision gives employees the urge to demonstrate their ability and to appreciate the employer’s trust and thus, improving their performance. Employee recognition is another aspect that organization should include in their motivation plan to achieve good outcome. Employees can be recognized for work well done through incentives, getting extra privileges such as study scholarship from the organization, or salary increment and promotion. This makes workers to work hard, employ all possible skills, and do perform researches to better their performance.

Best Motivation Theory for this Case

The best motivation theory that I will employ in motivation plan implementation is McGregor’s Theory X and Theory Y. This motivational technique acknowledges polar variations in subordinates. The team members of theory X are categorized as people who need constant attention, avoid extra responsibilities, require punishment to attain desired effort, and do not want to work. On the contrary, theory Y persons are categorized as team members who seek constant opportunity and improvement, who do not need a controlling environment, who are willing to participate, who want to work, and who find the job satisfying. This theory is the most applicable because I will be able to push those who do not want to work hard and give those who want to work an atmosphere that will suit them best to improve their ability. Moreover, this theory allows flexibility such that when a worker in group X decide to change his or her work enthusiasm, work habit, and mannerism, to adopt good qualities, it is easy to transfer that individual to group Y where workers can employ their ability and improve their skills without being pushed.

Moreover, the team leader will be able to employ authority to those who deserve it without irritating those have a self-drive. In this case, group X can be given usual responsibilities, while group Y is provided extra responsibility such as inspecting group X products and making any relevant modification. Eventually, the team leader will achieve effective completion of quality work from the team by employing the right measure on each group, based on individuals’ characters (Peterson, 2007). This theory will enable the team leader to employ informal job flexibility policies to people in group Y, special training to individual in group X to boost on their attitude and skills toward the job, and recognition to employees in the two groups who surpass the leader expectation. Recognition will be employed as a way of motivating employees in group X to shift to group Y. Similarly, recognition and further training will be employed to individuals in Y to better their ability and to encourage then to research more on their field of operation.

Ways to Promote Minimal Wage Workers

Just like all other workers, minimal wage works should also be motivated.  One way to motivate minimum wages workers is by making them feel special and important to the organization. These workers attitude can be adjusted by showing them that they make a great contribution to the organization. The second way to motivate these workers is by communicating with them. When workers have no idea of what is happening in their place of work, they feel insignificant. However, holding regular meetings with them, sharing recent business development news and offering a preview of the organization future changes will make them feel important. This will make them feel as a part of organization and thus, changing their attitude towards their job and the organization in general (Koch, 1998). The third way to motivate minimal wages employees is by recognizing their contribution in the organization. The management should not assume that those employees know that they are grateful for their work. This needs to be publicized. This simple public recognition can significantly increase eagerness of employees to fulfill their duties. This can be supported by Maslow’s Hierarchy of needs theory that states that an employee who is attempting to satisfy his esteem requirements might feel gratified when praised by the supervisor. Simple social, physical, and psychological needs satisfaction can highly boost self esteem of workers and thus, boosting their spirit toward their job (Asproni, 2004).

Communication, Attitudes, Behaviors and Culture Effect on Team Performance

The above named factors highly influence the organization performance. Communication highly determines the nature of interaction in a team. Open communication can highly encourage sharing of ideas and collaboration in problems solving and thus, good performance. However, when there is poor communication, the team is very likely to experience problems in their projects due to lack of information and delayed information. The attitude of the team members also influences performance, in that positive attitude encourages collaboration, interaction and determination to produce the best. However, negative attitude kills members’ enthusiasm and desire to perform better. Members’ behaviors also affect the performance, in that bad behaviors destroy relation among members.

This can destroys the bond that keeps the team together and creates a great level of division such that collaboration is no longer possible. This situation negatively affects the team performance. However, positive behaviors result to development of good relations, collaboration, harmony, and systematic ways of solving problems. This creates a good team working atmosphere and thus, good team performance. Finally, cultural differences create diversity on how people perceive the world and react to different situations. When not controlled, cultural differences can stimulate conflicts that would make teamwork a problem and thus, resulting to negative performance. Well managed cultural diversity can improve team’s performance by sharing ideas, and employing diverse and unique ways of solving problems as contributed by different members from different cultural background. To lead this team I would employ problem-solving technique. This technique involve problem identification, problem assessment, gathering possible solution to the problem, sorting solutions from the most viable to the least viable, employing solutions from the most viable (Clark, 2003).

Reflection Team Leadership Ability

Working with the team has helped me to learn to listen to others and to combine different ideas to develop a solution. Moreover, teamwork has also helped me to understand the importance of diversity in team membership. It has highly improved my public relation and my ability to bring people with diverse perspectives together to solve a similar problem. In our team, the team leader was selected by simple majority, whereby, members were told to propose individuals who could possibly lead the group. Members were then made to vote for their favorite choice by lifting their hands. The meeting was done once per week on every third week of the month. The greatest challenge that I experienced is reconciling members who conflicted due to diversity of ideas in the meetings. It was always hard to make a consensus in such situations.

 

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