Decisions in Paradise Business Scenario part III One my say the core of any organization is the staff of team members. However, team leaders cannot make a profit without the vital part of the business the team members. Team members can bring success or bring failure to the organization. While decision- making without planning is fairly common but it is often not a pretty site for an organization. Nik and Alex must make plans and keep focus on the plans to meet future goals of the organization. Ethical behavior keeps the stakeholder happy this helps avoid conflict and loss of revenue. Implementations of Motivational Rewards The Nik and Alex will seek majority of the team members from Kava, the …show more content…
When team members work hard for the organization discover they are receiving compensation basically the same as less goal driven team members, then the output of highly productive team members will decrease in the workplace. The team leaders must always carry out incentive programs for the team members to keep a balance, motivate the team members and make goals. An organization with an ethical behavior among the team members enjoys above average performance in the workplace and a lower than average team member termination rate. Everyone on the team needs time off from the organization. The team leaders will carry out emergency drills for the team members to attend monthly, this gives the team members a feeling the organization cares about them during disastrous time in Kava. The organization will offer health knowledge on the company’s website and have broachers in different departments. Kava has a high risk for avian flu, and HIV/AIDS among the people. Once the organization meet a profit level to give a health clinic for all team members who works for the organization the team members will have a feeling of loyalty toward the organization. These programs include morale, satisfaction and rewards to the team members Identify the Roles of Different Team Members Team members must feel a sense of satisfaction in order for the team to work crisis free.
Reward, whether it is financial (in terms of a monetary bonus) or simply praise and the recognition of success, will positively impact levels of motivation within a team. For example, a sales team working towards a target, that if achieved will mean a financial bonus will be more motivated than a team without this incentive, especially if a high percentage of that team have money as a primary motivating factor. The effect of praise and recognition on staff will be a team that feels valued and appreciated by its organisation. This will help promote harmony and make for a stronger, healthier and a more motivated team. A team that is not praised and recognised will soon start to feel that their hard work is not appreciated.
After providing incentives to employees that are part of a group within a company, there are strategies and tactics needed to build that group into a teamwork where all the individual goals align toward the organization objectives.
-Create an environment where team members can identify and solve problems on their own, delegating real power and responsibility - Demonstrate and articulate the values of the organization -Look for ways to use staff's interests and strengths in directly supporting people - Share decision making
| “The top 10 features of an effective team are: * clear purpose; * open communication; * constructive conflict; * effective problem-solving and decision making; * defined roles, responsibilities and accountability; * strong relationships; * systems and procedures; * experimentation and creativity; * measurement and self-assessment; * shared leadership.” For a team to be effective, they need to have clear
Teamwork presents diverse approaches and solutions to tasks and problems within an organization. It is an effective method to ensure that an organization’s tasks are handled and effectively and in a timely manner as opposed to a single-hand approach. Given the myriad reasoning and points of view to a single problem or task at hand, a number of diverse solutions can be achieved through teamwork. As such, it is imperative to keep team members motivated and focused on achieving organizational goal (Baker, Day & Salas, 2006). It should be noted that refocusing and motivating team members towards achieving organization’s goal can be a daunting task. There are a number of tactics that can be utilized by leaders in order to keep team members refocused, motivated and productive.
Many companies are cutting back to survive the constant changes of this economy and because of that employee compensation is challenging to provide an adequate amount that gives an incentive to the top talents. Within Owens & Minor incentives such as, a merit increase is one of the compensation programs designed to reward its employees for their performance, but there is an absence of reward for their progress because teammates are only awarded yearly on their anniversary date depending on the grade they receive. A teammate must receive a satisfactory or higher to receive a raise from the company during their appraisal as they reflect on their past achievements and weaknesses throughout the year. The lack of a compensating
Have a one-on one meeting with the employees and leaders of the departments that are not meeting expectations to provide additional training, corrective actions, or otherwise work together with that particular team to develop a plan to improve, which would further empower the teams (Newstrom, 2015). For the teams who are meeting production goals in their department develop a rewards and recognition program so that the department or specific employees who have gone above and beyond could be recognized. This monthly awards and recognition program could replace the monthly financial bonus by providing another type of motivational and reward factor, which could be understood through the Equity Model, in which the employees would still see reward outcomes from their monthly inputs, in addition to the potential of a financial bonus (Newstrom,
The roles of a team are based on the research into behavioural strengths and weaknesses conducted by Belbin. This theory suggests the roles needed in order to create the perfect high achieving team. Within each role there are some overlap of
There is much to making the workplace into a successful team. In order to do this there is a lot of effort, patience and understanding that must take place. To make the workplace successful, certain protocols and ideals and even morals have to be instilled in the workplace. Each member of the team may have their own set of goals that motivate them. It would be extremely wise to try to implement those goals into the workplace for example if one team member has the goal of productivity and another has a goal of better service, these are goals that would benefit the workplace so it would be great to implement those goals into the workplace. To make these goals a reality the employer or leader of the team can offer
In the book Creating Effective Teams: A Guide for Members and Leaders by Susan A. Wheelan (2016), the reader is challenged with transitioning a work group into an effective team body. Throughout the text, effective teams is described as a methodical discipline that places emphasis on principles and strategies that can withstand adversity among members. Wheelan adopts a philosophical stance in moving the reader from group development to a high performance team. By providing a checklist for the organization, team, and leader, the author helps members and teams to make the necessary improvements within their cultural setting. In essence, being a part of an effective team should flow out of our being.
This theory recognizes that individuals are concerned not only with the absolute amount of rewards they will receive; but is based on one’s inputs, efforts, experience, education, and competence. Employees can compare equity ratios to ensure fair treatment; and when treated fairly employees are motivated to work harder (Ramall, 2004). The theory motives employees to be proactive, satisfied employees and demonstrates a company’s willingness to ensure fairness and equality (Ramall, 2004). Engstrom Auto Mirror Plant by changing the team structure will gain the benefit of group decision making, shorten production time and improve communication and teamwork efforts.
This task is all about motivating the team to perform in the workplace. You should consider:
When times get tough it is often more difficult to maintain morale therefore these are the times when I as a leader need to take positive action to support my team’s achievements through keeping true to the
“Year after year, as executive pay continues its inexorable climb, it's amusing to watch corporate directors try to justify the piles of shareholder money they throw at the hired help (Morgenson 1)”. There are many employees that go the extra mile and produce more for their company, but they often never receive anything extra in return. Due to this, they are less motivated to go the extra mile in the future. In contrast, incentive pay is beneficial to an organization’s overall production efficiency and effectiveness.
When pay is relatively high compared with the work being performed, I tend to put forth more effort. However, when pay is low in comparison to the work, my effort tends to stay moderate, rather than high. Although my effort may still be acceptable, it is no longer the highest performance. When these low pay situations have occurred, they were usually accompanied by looking for work somewhere else. When I do not feel I am fairly compensated for my work, I may put forth less effort. If an organization uses practices such as direct compensation, provides promotion opportunities, or other benefits; it may reward and encourage employee behavior and prompt greater discretionary effort (Boxall, Guthrie, Paauwe, & Chowhan, 2016). Employees who are