Review the case below and answer the questions avaibale at the end. Note: Do not

Question

Review the case below and answer the questions avaibale at the end.

Note: Do not attempt to solve if you cannot fulfil all the requirements.

Identifying a problematic situation that we have or are currently experiencing at our automobile industry work is as below – The motivation of direct report employees at the work place. The problem is that we as a functional leader, could not be able to maintain the motivation level of employees in my department.

The problem can be recreated that the employees are not motivated after a small discussion on the any of the functional topic and the contribution of employee in that topic / subject.

This looks to be our learning experience, because team management and team motivation is the first concept of learning for me and I prefer to learn on this subject as much as possible.

If we find it easier to recreate the details of our problematic situation using the names of real people, events, documents, and companies, please make sure that we change all names, at the appropriate time defined by us, so that anonymity is assured. This is the right approach because the actual details of the cas should be changed so that the original details can be maintained from leaking and can be saved to the extent of requirements to us.

The name of the real people, events, documents and companies needs to be kept confidential so that we can maintain the confidentiality and secrecy of the topic under discussion.

Confidentiality and secrecy are very important aspects for the information and needs to be ensured for the informations.

The major problematic topics of operation management in the above text are – Lack of motivation in the direct report employees at the workplace. Even the employees are not motivated for a small discussion on any functional topic and their contribution in that. Team motivation is very important and therefore team members have to be communicated separately if not at once so that secrecy shall be maintained and problem should be discussed with each one. The events, people or documents which are disturbing them or creating problems have to be dealt separately.

My company is Information Technology Company and the major problematic situation we are facing today is the lack of support from lower and middle level employees in terms of improved learning and development. IT sector is a dynamic sector and companies involving in this sector needs their employees to be motivated for learning and changes all the time. If the employees are restricted to change then the companies will face problems. Many employees are facing lack of motivation to change because of lack of incentives, few employees are not interested in learning new things and restricted by nature, few are affected by team mates and events, etc. These are all the problematic topics faced by my company.

In my scenario of an IT company. The major question which are essential to be asked in my case scenario are:

What are the reasons behind the lack of motivation of employees? What are issues employees facing which are decreasing their motivation levels?

What can be some possible solutions to solve the problems of the employees?

What can be done to improve the employee/ manager connection?

What areas should be focused for work to overall improve the working culture and motivation at the workplace?

Building and Implementing Solutions

Answer the following question in your own words:

Review primary source documents, Internet sites and search results, and content-related periodicals to answer your case scenario questions.

As in the business world, your research stops when you have enough information to begin proposing solutions. This may include identifying gaps and addressing missing information or perspectives.

1) Now, It's time to decide what solution(s) you will propose that addresses your case scenario problems and questions. Please review and evaluate why you chose the solution you did in your case. In essence, explain the reasoning behind your identified problem and solution(s).

2) Next, although not all inclusive,

Evaluate which, if any, your proposed solutions might be implemented by your former or current employer to address their problematic situation(s);

Determine how you could have been involved in your solution’s implementation;

Recommend changes in company policies, organization and/or department culture, attitudes, etc.; and

How your employer should address future problematic situations

Other?

Explanation / Answer

Motivation needs to be internal, stemming from within an individual, or external caused by the environment existing within an organization. Internally it can be based on certain factors which need to be addressed through adequate training of the employees to enhance their self-worth, and promoting an environment within the organization which is conducive to competition and personal growth along with achievement of personal and organizational goals simultaneously.

Competency is a major self belief which motivates behaviour of an individual. It mostly consists of an individual's assessment of their own competency and the resultant perception due to this analysis. The result mostly designs an individual's attitude to any challenge they may encounter and whether they will like to engage in it, face it, or withdraw and avoid. An individual who lacks self belief is mostly coming up with negative assessment of his competency which results in fear of failure and subsequent evaluation from others resulting in humiliation. The organization needs to motivate through positive internal assessment reports, which will enhance self-image and boost performance through motivation to achieve better results.

Another belief which also impacts actions and behaviours greatly is amount of value that various tasks and their results may hold for an individual. This can be highly variable based on social structure, culture, extent of education and development. Any task or goal which an individual identifies as having low value or result of which may not have sufficient utility becomes unattractive and a person is reluctant to invest time and effort. The value of a particular task before the influenced by whether the task itself is enjoyable providing intrinsic value to it or whether the completion of the task may provide some perception of utility value. Tasks allotted by the organization should appear to add value to an individuals self worth, or be of value in themselves. Employees are naturally motivated when a task is enjoyable or the successful completion an achievement or otherwise rewarding.

Another measure of the self belief of an individual can be said to arise from the reason for identification and pursuing of goals. Goals play an important part in every individuals life as it is a single factor which can motivate an individual to excellence and performance beyond their abilities. Once targeted gold has been identified and set up for shipment by an individual the focus and effort required for its achievement becomes self motivating. The reason behind achievement of a goal can expose various differences between perception of self, weather the success is desired for satisfaction of self or to impress others. Constant awarding of smaller goals to be achieved by employees leading to greater goals and adequate rewards can be personally fulfilling for individuals and greatly improve productivity and profits.

Performance appraisal is a process which is utilised for assessment of productivity as well as effectiveness of an employee, and is also useful for verifying the suitability of a prospective employee for the organisation. HR also has added responsibility of performance management by ensuring atoll appraisals absolutely fair and generate accurate data regarding output and performance of candidates, especially where output maybe intangible.

The technical managers are an important profile for the organisation considering the dependence on the supremacy of the product for their success in the Global Arena. Technical managers therefore should understand the requirement for innovation as well as ideas which require out of the box thinking along with talent. The manager should be highly motivational as creativity requires motivation as a primary input.

The leader of the organisation is always responsible for the organisation and carrying it forward with implementation of a well planned strategy and a focused approach, along with, effective management. He is a major motivating force exemplifying the attitude required for successful achievement of goals and ensuring that the goals becomes a challenge rather than a fear. The managers of each department of sales, marketing, as well as, technical are motivated by such a leader and many of the qualities as well as tactics are copied by these leaders. Each department achieves the required goals and there is a perfect flow of communication within the organisation enabling informed and strategic planning, as well as, control and subsequent action, in case of deviation.

That the team handling the task should be effective and efficient is most essential to ensure the successful implementation and completion of the project. Almost every organization is presently making extensive and effective use of team structures for achievement of targets and completing projects. To ensure that the team operates as a cohesive unit with perfect communication, cooperation and coordination with each other, a set of processes is defined to achieve this and hence ensure success of the team with timely and successful completion of the project. Interpersonal processes especially form a very crucial part of the team processes as they can greatly impact the end-result of a project, success or failure. For the team manager handling a diverse team one of the very important aspects becomes to have a very clear focus on the project at hand and the results to be achieved. In order to attain this, it is essential to build trust within the team to ensure that every member is made to feel equally important, each member is utilized on the basis of their specialized knowledge and talent and every member has a very defined role to play within the team and understands the collaboration and communication required with the rest of the team to perform his job to the best of his ability. The team leader should lead by example and have an excellent relationship with every member of the team so as to better understand their abilities and their concerns and be able to control deviations from overall achievement of the goal. The manager needs to ensure that diversity becomes an asset in the form of better and more innovative approach methods and ideas. It should be a prism situation where a single ray of light produces a rainbow and all understand that the entire rainbow is together within the single ray.

Effective team cognition should be implemented effectively as this consists of a decision making process which is cooperative and at the same time and shows that the team has similar mental models. This would ensure perfect exchange of knowledge within the team the stable knowledge of the project and the dynamic knowledge of the situation at hand. As the roles and responsibilities are clear it promotes interaction and implements coordination within the processes at the same time understanding individual needs. The aim of this is to maximize the mental overlap to ensure shared knowledge within the team for working towards shared goals. Collaborative communication processes which ensure sharing and flow of communication for every task. It also ensures that the diverse group is trained to work as a team and all required methods are put into use such as the briefing, error corrections, relational communication it is very important to cohesion and indirect techniques for assessment of continued progress towards goals. Unified team vs Team which tends to polarize can usually impact the outcome of any project. Effective team cognition is very essential and it is it raining which enables the team to rule out various kinds of conflict such as an informational conflict and cognitive conflict which can result in operational conflict and sabotage the success of the project. It is required to maintain effective team coordination.

Praisee is a very important part of positive psychology that is impacting the mental and emotional well being of an individual by cultivating positivity in their behaviour through appreciation of their work. This results in creativity and increased productivity through positive motivation. The word praise itself has a feeling of extreme positivity and importance of praise can be gathered on the fact that every religion and every scripture is devoted to the praise of God. Therefore we can definitely assume that it is the most commendable offering of appreciation that one human being can make to another. It has been proved various surveys and Research studies that employees who receive regular praise and appreciation, and work in a positive environment within the organisation perform optimally on the jobs and achieve the desired results. However for the praise to be effective it should be delivered in a genuine manner which will make it effective and should not seem like lip service. If the employee is convinced that the praise is genuine and his efforts appreciated he definitely is motivated to deliver even better results to keep living up to the expectations of the manager or boss. Praise somehow places an invisible responsibility upon the receiver that they have to satisfy the person praising them and strive for even higher output.

The methodology employed to deliver the praise ensures its effectiveness and the desired result required of the action being repeated with the same level of output or an improved output, it simply ensures that the person will live up to the expectations and not reduce the output. For any communication to be effective even if it is praise, there are certain important factors involved. Firstly the communicator has to ensure that information is delivered in a concise manner but I understood. Secondly in support of initial communication the reason for it is to be delivered and a brief moment of silence helps the person receiving the communication to process it and orient themselves accordingly, lastly the communication is reinforced positively bye placing an expectation of repetition, this can become the highest motivating factor. The Giving praise model is quite effective as it includes all the important factors required for any communication to be effective.

Praise is one of the easiest and simplest methods of motivation available across the board whether in an organisation and educational institutions or within our homes itself. However this motivational tool is not put to effective use by most managers and even when utilised is not implemented in an effective manner. The reason for this is that within organisations this is not yet considered an important motivational factor, in the same category as advancement personal growth or even increments. This belief however seems to be missguided as most motivational factors may increase the cost burden on the company, praise on the other hand can have surprising results for excellence in performance as well as optimisation of output. It cannot be mentioned often enough however but praise should be genuine and well deserved else it can create negative results and this is one reason why managers hesitate to use praise. Also it may many times be important to balance praise with healthy criticism and negative feedback to ensure that the importance of achieving the results and addressing issues that may hinder this goal is recognised and understood.

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