...Connect the team with vision and strategy Having a clear vision and strategy is important in order to motivate a team as it provides a common sense of purpose which can help to form a team from individuals, and then focus them on achieving the goal. It is important to have a common sense of purpose which is aiming towards achieving the vision and strategy as this helps achieve attention through vision, which drives people towards accomplishing the final goal, which is a "better railway for a better Britain", one of the current company catchphrases. The idea of attention through vision was suggested by Warren Bennis and Burt Nanus as a way to encourage and inspire team members to push themselves and use their own experiences in a way which enhances the work of the team. Similarly, John Kotter recognised that having an established direction, and providing the means to get there, can drive people towards meeting their goals. However, it is important that the common sense of purpose that is communicated towards the team is something which meets the vision of the organisation, otherwise the work of the team may stray off course. That last point is why communication is such an important part of leadership. If the vision and strategy is not broken down into meaningful and relevant objectives then the message of the company vision can get lost. It is down to the leader to use their communication skills to pass the message of the vision to the people in the team in a way and...
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...Motivational skills Managers everywhere want teams that are effective, focused, and committed to organizational goals. With a team like this, just think of the performance and results you could deliver! Teams only perform like this if their managers are motivating them effectively. This is why you need to be able to motivate your team if you want to create a productive work environment. By combining good motivational practices with meaningful work, the setting of performance goals, and use of an effective reward system, you can establish the kind of atmosphere and culture that you need to excel. The better you are able to link these factors together, the higher the motivation levels of your team are likely to be. That's a win-win for you, them, and the organization. The interactive motivational skills quiz in this article helps you identify the aspects of team motivation that you can improve. From there you will be directed to specific tools that will help you improve your motivation skills. Providing Productive and Challenging Work The first step in building a highly motivated team is providing interesting work, which is well organized to meet the needs and desires of team members. No matter how self-motivated a person is, how challenging the goals he or she sets, or how wonderful the rewards, if the work is badly designed, it will be hard to motivate people and work will be less than ideal. Effective motivators understand that work design has a strong impact on performance...
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...Nurnberg, Germany, 90489 Aiming to invest in team and to create new talents in business. Nationality - Romanian Work experience 02/2013 - 03/2016 Skills & Competences Moldova Head of Branch Moldinconbank J.S.C. Goal oriented Accomplishments Management of the branch by the delegation of obligations to employees, motivating employees, performance review and evaluation tasks. Attracting customers for investment projects, coordinate and managing clients and projects portfolio. Reporting of the branch`s activities. Management Creativity Leadership Future focused 07/2010 - 02/2013 Moldova Head of Branch Erste Group Bank AG Accomplishments Management of the branch by the delegation of obligations to employees, motivating employees, performance review and evaluation tasks. Attracting customers for investment projects, coordinate and managing clients and projects portfolio. Reporting of the branch`s activities. Critical thinking Verbal and written communication Time managemment New ideeas Planning and organisation 11/2009 - 07/2010 Moldova Corporate customer advisor (team - manager) Erste Group Bank AG Languages Accomplishments Attracting customers for investment projects coordinate, managing clients and projects portfolio. Management of the team by the delegation of obligations, motivating employees, performance review and evaluation tasks. Reporting on the team`s activities. 09/2008 - 11/2009 Moldova ...
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...Motivation Theories And Motivational Programs JEANA ANGELICA L. ANGELES MK3A March 28, 2016 COMPANY BRIEF INTRODUCTION ARM is the world’s leading semiconductor intellectual property (IP) supplier. It was founded in the year 1990 and now they have offices around the world. The ARM business model involves the designing and licensing of IP rather than manufacturing and selling of actual semiconductor chips. Their innovative technology is licensed by ARM Partners who have shipped more than 60 billion Systems on Chips (SoCs) containing their intellectual property since the company began. ARM is a knowledge intensive business focused on innovation. This innovation comes from the whole business and not just its research and development team. MOTIVATIONAL THEORIES AND ARM MOTIVATIONAL PROGRAMS * Maslow (Hierarchy of Needs), Abraham Maslow developed a theory of motivation in which it is arranged in a hierarchy of importance, Basic needs (physiological, security, belongingness) to Growth needs (esteem, self-actualization). * ARM provides employees with opportunities to fulfill higher order needs such as those esteem and self- actualization through challenging and interesting work. Recently it is more than 120 employees of ARM were involved in developing ideas to improve in managing the company. Ideas are led to wide varieties of initiatives and an increased use of social networking, such as ARM TV (an internal YouTube). The responsibilities associated with the employees...
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...Motivation HCS 325 Motivation The decision to downsize is always a difficult one. But how do you motivate a team when downsizing is imminent? There are many techniques that can be employed to keep a team motivated and excited during difficult times. A few techniques that can be are; show your team respect, get them invested in their professional future and the easiest one of all, just listen to their concerns and needs. With proper motivation a team can thrive in even the most difficult times. The first part of motivating in difficult times we will tackle is the all too overlooked step of listening. As a manger and leader it is important that your team feels they can come to you with their problems, they may not all be work related but that is ok. If a teammate isn’t focused at work because of outside distractions, that needs to be addressed. Victor Lipman says you need to listen, “To employees’ ideas for job improvement… or their problems, concerns, frustrations, conflicts, dramas, kids’ issues, parents’ issues, grandparents’ issues,” (2013) Basically if something is distracting a team member and they feel they can come to and be heard their productivity will increase. This doesn’t mean that every problem brought to your attention will warrant equal attention, some people may try to take advantage of an open door policy on hearing their problems “If someone is a chronic malingerer, and carps for the sake of carping, just tell them to knock it off and get back to work.”...
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...to do and the actions they need to take. His model was figuratively based on three overlapping circles representing:- Achieve the task. Build and maintain the team. Develop the individual. This creates a clear distinction between leadership and management. Creating charismatic 'Great Man' leaders is difficult and cannot be relied on. You cannot guarantee that such a person can be developed and, once developed, that they will be reliable. Adair's theory is more practical and shows that leadership can be taught and that it is a transferable skill. The three circles in Adair's model overlap because:- The task needs a team because one person alone cannot accomplish it. If the team needs are not met the task will suffer and the individuals will not be satisfied. If the individual needs are not met the team will suffer and performance of the task will be impaired. Leadership Functions Adair lists eight Leadership Functions required to achieve success. These need to be constantly developed and improved to ensure success. Defining the task: Using SMART goals (Specific, Measurable, Achievable, Realistic and Time-Constrained) to set a clear objective. Planning: An open minded, positive and creative search for alternatives. Contingencies should be planned for and plans should be tested. Briefing: Team briefings by the leader are a basic function and essential in order to create the right atmosphere, foster teamwork and motivate each individual. Controlling: Leaders...
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...Leading and Motivating as a Manager Overview Ten keys to leading and motivating the people you manage. • Find out what motivates the people who report to you • Hire and keep people who are good at the work • Get people working on what’s important • Explain and train • Let people work • Be generous with praise and recognition • Expect excellence • Care about people and show it • Treat employees with respect • Lead by example Your ability to lead and motivate people is critical to your success as a manager. Your organization and your team count on you to provide leadership -- to navigate your group through change, make tough decisions, and focus efforts productively on the most important tasks. Leadership isn’t about being domineering or tough on people. It’s about having high expectations and helping people meet them. It’s about making tough decisions and having the courage to take risks. It’s about seeking opportunities for change, building enthusiasm for change efforts, and being an agent of change. Motivation is an equally important responsibility of management. It translates directly into productivity and team effectiveness. People working together with energy and enthusiasm are far more effective and productive than a group lacking that spark because of job dissatisfaction or boredom. As a manager, you play a big role in building team motivation. Following are ten keys to leading and motivating the people you manage. 1. Find out what motivates the people who report to you...
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...Teamwork and Motivation Leadership and Organizational Behavior; BUS 520 Dr. Antoinette Bridges Strayer University August 10, 2014 Teamwork and Motivation Within a business, the employees or the team are a vital component. They are responsible for doing most of the work that keeps the company going. When employees are not motivated, production can decline which adversely affects the organization. Motivated employees are key in keeping an organization moving on a forward, profitable path. One of the best ways to motivate employees is through teamwork. When employees feel 'included' as part of a team and part of a work family, they can be more productive and more efficient. The information below will examine how a motivational plan works positively, what motivational theory is the basis for the motivational plan, how managers can motivate minimum wage employees, team performance, and my individual experiences working with a team. Job Flexibility as a Motivational Plan Workplace flexibility programs such as telecommuting, flexible hours and flexible start and end times have a positive effect on employees’ motivation, engagement and satisfaction. According to a recent study conducted by WorldatWork, 85% of employers who have a flexible culture in their office reported that the flexibility has had a positive effect on engagement, 84% reported a positive impact on motivation, and 92% reported a positive impact on employee satisfaction. Additionally, the survey...
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...motivate and guide co-workers so that everyone can reach a common goal while working in harmony. Due to my leadership style, I found it appropriate to choose “Improving Productivity for Teams” from the final projects list in Appendix A. I chose this supervisory responsibility because I feel this is my strong area because of my leadership style. I believe by being a strong motivator I will be able to improve productivity by motivating my employees. Listed below you will find my interpretation of how I would apply my strength as a leader in situations that would arise regarding the supervisory responsibility of improving production for teams. In order to improve productivity for teams, it is necessary to motivate the team. According to Rue (2004), motivation is not what a supervisor does to an employee because it is something that the employee must bring forth from within himself or herself. The supervisor can however create a motivational environment to inspire the employees to want to be more productive. To begin this strategy I must creating a motivational environment. I would first talk to the team to find out what would motivate them to be more productive. I believe if the team feels as though their opinions matter then that will be the first step to motivation. After discussing this with the team I am certain that the number one motivation will be financial. In order for there to be a motivation, there has to be a need. Since the most popular reason for people to work is...
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...Communicate well * Team player * Positive attitude * Self motivating * Time management * Self awareness * Integrity Communication is key in any work environment. I see communication not only being essential to the worker but also the whole business team. One cannot do their job effectively without proper communication. Communication provides motivation to the employee by giving clear expectations of their duties, how well they are performing their duties and providing constructive feedback on how to improve their performance. I believe communication also plays a role in the employees attitude. A well informed employee will have a better attitude than a less informed employee. In my organization when we have a major change happening and the employees are communicated to, they have a better attitude about the change vs. hearing about it after the fact. Recently, my team and I went through communication training. In this training it helped us recognize the different areas of communication and what we each of us could do to be a better communicator. Team Player is more than just a buzzword on your resume. A true team player has the best interest of the company but also has their best interest in their career. They are always coming up with new ideas and have no problem sharing them with the team. Team players are dependable people; you can count on them to get their share of the work done. Flexibility is another characteristic that makes a team player stand out...
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...was to discuss motivation theory and explore the application of motivation theory in project management. There are numerous differences between project management and traditional management, but, when it comes to motivating employees, the same motivation theories that are used in traditional management can be used to motivate employees working on projects. Nowadays, motivation theory has become a central tenet of management theory, such that the effective use of motivation theory has a significant impact on the dedication and performance of employees and, as a result, the overall success of a company. This seminar paper presents a summary of some of the most popular motivation theories, and a review of their application to management of employees, in general, and to project management teams, specifically. Each motivation theory has advantages and disadvantages. The motivation theories discussed in this paper are Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory of Motivation, and McGregor’s Theory X and Theory Y. When these theories are applied in organizations, managers must take into account the situation and make the decision of which motivation theory will work best given the situation. My research findings suggest that there is a difference between motivating employees in project management and traditional management. In addition, this paper describes how to motivate...
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...Resolving workplace conflict “Working through a conflict can also help all those involved to get to the next stage of development in self-awareness, team building, and productivity” ( Cottringer ,2006). When working together on a team people need to know that they are being understood and they are taking the other person feelings into consideration. Managers must learn to distinguish certain situation that causes difficult behavior among their employees. Once these situations are distinguished, they can put a stop to them, and to the unlikable behavior that is causing the conflict. 2. Strategies for identified issues- confrontation and problem solving, a method of identifying the true source of conflict and resolving systematically” (DuBrin, 2004, p.) Reducing stress “Reducing stress and conflict in the workplace allows for greater productivity. Employees' morale, job satisfaction, and performance become limited, and more often than not result in employee turnover. Continued levels of stress and conflict at work eventually result in absenteeism clue to stress-related medical problems” (Deems, 2005). Motivating employees When it comes to motivating employees it takes dedication and consistency to help convey positive outcomes. “Action plans help to clarify expectations and accountability, align and coordinate individuals and teams, ensure adequate resource allocation and help leaders take action on problems before they derail an initiative” (Finkelstein, 2010). “Leaders...
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...Motivation in a Group and Team Environment Motivation can be the determining factor for the level of success a team achieves. In most cases, a successful team/group will have been motivated from start to finish. There are some basic “laws of motivation” that need to be understood to maximize and keep a team motivated to achieve. [edit] Laws of Motivation 1. An individual has to be motivated in order to motivate others: A person cannot expect to motivate others if he/she is not individually motivated. To successfully evaluate what is needed to motivate others, it is pertinent to consider the type of person that might motivate you. Is this the type of person that might arrive before anyone else, who is enthusiastic, positive, always has some sort of good news to pass on, is loyal to the group, and leads by example? As a member of a group, each person cannot expect to move the other members of the group to be motivated if he/she not motivated him/herself. If in a group dynamic, there is not a single individual that has motivation to perform or to complete the purpose of the group, that group is destined to fail. Richard Denney states in his book, Motivate to Win, that “if you want to motivate another person, you have to be motivated yourself.” 2. Motivation requires a goal: Without a specific goal in mind, it is impossible for a group or team to be motivated. Although they might feel motivated, without a specific reason for working or something they are working towards, their...
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...Group dynamics The text defines group dynamics as interactions and processes that takes place between members of a team. When a group of people are assigned to complete a task as a team, it can sometimes be difficult. Whether the group of people know each other or not, when different attitudes, personalities, and work styles are combined, there’s always a possibility for things to go wrong. While this can present a challenge, it can also be the beginning of a great team. First and foremost, team members should first reach out to one another as a way of getting to know each other. Opening the lines of communication is key to having a successful team. From doing this, members are allowed to gain some knowledge of who their teammates are and what qualities they bring to the team. Assuming roles for team members is vital. Once those roles are assigned, members should trust their teammates to fulfill their duties accordingly but at the same time be motivating and encouraging to their teammates if and when needed. Motivating and encouraging each other builds a stronger trust among teammates which creates better team relationships. Being a successful team means everyone is on the same page. The ultimate goal is to finish the tasks successfully. Should conflict arise, and sometimes it does, it is everyone’s responsibility to resolve the issue in a mature and unbiased matter. This is when open communication is most required. References Bovee,C.L.and Thill, J.V. (2013) Excellence...
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...in this function in my charge. The function is divided into four teams to cover 7*24 operation, one team for morning shift, one for noon shift, and two for night shift. The four team leaders report to me directly, Bruce and Roc are the two team leaders of night shift (one for D135, and the other for D246). Because of the same working flow and responsibility, the KPI setting for them is the same, and it’s very easy to compare and evaluate between them. Bruce was a trainer before he joined the company, so he is very talkative and good at motivating people, but his professional skill is so-so. On the contrary, Roc was promoted from front-line agent, attributed the success to his excellent professional skill and proactive working attitude, but he is not good at coaching and sharing. The actual team performance was very clear that Roc’s was much worse than Bruce’s, and most of the operation mistakes were made by Roc’s team. In working time, Bruce looks leisurely and often walking around, meanwhile his team members are busy doing their work. In Roc’s working shift, the situation is totally different. Roc looks so busy to handle too many tasks by himself, while his team members seem a little leisurely and even chatting with others. Also, Roc is always the first one to come and the last to leave, and many times he volunteered to drive to the company in peak season to help other team to finish the work. As Roc’s team performance was poorer and poorer, even has been a drag on the whole...
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