- Published: October 31, 2021
- Updated: October 31, 2021
- University / College: Cranfield University
- Language: English
- Downloads: 40
Plan for Positive Influence
Every organization currently utilizes teams or groups to achieve their goals and visions. Groups are different from teams in the sense that the former have the aim of sharing information while the latter aims at achieving synergy through coordination of team efforts (Robbins & Judge 2010). As a team player in a business organization, I have come up with a plan that will facilitate a team’s motivation, satisfaction, and performance. Specific differences in emotions, personalities, attitudes, and values among people I collaborate with will be addressed. The time frame for the plan is one month after which apositive influence should be recognized in the organization.
According to Adam’s Equity theory, employees in a workplace become de-motivated if their supposed input is less compared to their expected output (Reece, Brandt & Howie, 2010). Motivation in this case is expressed through loyalty, trust, enthusiasm, determination, flexibility, peer support, and skill. Output is either measurable or non-quantifiable. They are: salaries, expenses, and benefits for those measurable. Non-quantifiable are recognition, stimulus, praises and thanks, and reputation.
Therefore, the plan for motivation can be achieved through seven steps. First, the identified leader has to explain to the team the goals and values that are to be achieved, and how they would benefit the team or group. Leadership is important in this step where democracy is important and understanding of diverse personalities and attitudes of team or group members. Second, a sense of curiosity should be cultivated to the team members through having a common interest. Third, a plan of action is designed in an organization to force the different team members and group to work together. The project has to be divided into small tasks and all team members allocated them to be completed in the set duration. Fourth, a challenge should be set with realistic goals, which can be measured and checked as the process continues. Fifth step is that a competitive environment should be incorporated through provision of incentives on completion of subdivided goals. Note that the competition should be friendly to avoid hostility amongst a group or team. Sixth step is putting the team or group in control so that they have a need of achieving set objectives. The final step involves creating tools for recognition to motivate a team or group. They can be through thank you notes, hall of fames, bonuses on salaries, and treats.
Satisfaction in employment is a term used to signify the happiness employees have in fulfilling their duties (Bruce, 2006). In teams or groups, employee satisfaction can be looked through management, mission and vision understanding, members’ satisfaction, communication, empowerment, and team work (Bruce, 2006).
The management in a team or group has to be positive with a leadership that is visionary. If the management creates an interactive environment, promotes teamwork, and members feel satisfied, then team or group members will be satisfied. Mission and vision of an organization has to be constantly instilled to group or team members. This will create a purpose for each team or group members, hence satisfied. Tasks in the organization have to be focused on team completion as opposed to individual completion. Team completion will make jobs easier for individual members, hence happier teams or groups. Communication is also important where both types of communication should be present. They are lateral amongst team members, upward communication of team members to leaders, and downward communication from leaders to team members. Communication creates a feeling of value and empowerment in an organization hence satisfied members.
Satisfaction in an organization can be measured by secret satisfaction surveys, direct interviews of small groups or teams, and exit interviews when employees are moving on to other organizations.
Performance signifies the measure of results obtained after a task (Sandri & Bowen, 2011). In group or team based tasks, there is need for performance management to increase the effectiveness of a team. What are looked at in measuring a team or group performance are using the organizational benchmarks, and comparisons with expected progress or outcome.
In using organizational benchmarks, the methodology that can be incorporated is in six steps. They are: finding the problem areas the team or group faces; pinpointing other organizations having similar challenges; recognizing leaders in the task at hand; surveying companies for measures and success; visiting best organizations for best performance strategies; and implementing the new and improved performance procedures. After benchmarking, tasks are carried out by the team or group and after a certain period comparisons are done with expected progress or outcome. If there is a deviation, a change is implemented while if no change the same performance strategy is continued.
Dealing with Diversity in Teams or Groups
Diversity in groups and teams are brought about through emotions, personalities, attitudes, and values. Each member has their own diversity and if not properly addressed when completing tasks as a group or team, then conflicts arise. This requires that there be a conflict resolution strategy. Conflicts can be negative or cooperative (Robbins & Judge, 2010). Negative conflicts can be handled through enforcing of team rules, bargaining, direct approach, de-emphasis, and retreating. On the other hand co-operative conflicts are productive in team or group work and can be resolved through collaborations, mediations, and team counseling. However, all these strategies are best implemented through proper communication amongst group or team members, or between management and team or group. Furthermore, before the conflict resolution stage is reached, the three crucial steps are problem analysis, problem discussion, and consensus building.
The motivation aspect would be done in the first week with each step taking a day. Hence in seven days the team or group should be motivated. The second week should commence with satisfying each members, with the third week entailing measuring the performance of the team or group.
In implementing the plan employees would be able to work as a team, become effective, and have a positive influence in a month. Motivating team or group members is essential in making sure that loyalty, determination, team support, determination, and skill is enhanced in an organization. Satisfaction on the other hand enables a team or group become happy in carrying out their duties. Performance management ensures that the plans set up produce the best desired results. In addition, because of diversity in teams, there should be proper conflict resolution plan to solve negative and co-operative conflicts.
Bruce, A. (2006). How to Motivate Every Employee: 24 proven tactics to spark productivity in the workplace. New York: McGraw Hill. Pp. 3+
Reece, B.L., Brandt, R., & Howie, K.F. (2010). Effective Human Relations: Interpersonal and Organizational Applications. Ohio: Cengage Learning. Pp. 45-103
Robbins, S.P., & Judge, T.A. (2010). Organizational Behavior (14th ed.). New Jersey: Pearson Education. Chapter 9-14.
SADRI, G., & BOWEN, R. (2011). Meeting EMPLOYEEE requirements: Maslow’s hierarchy of needs is still a reliable guide to motivating staff. Industrial Engineer: IE, 43(10), 44-48.