Motivation and self managed work teams

How do you motivate others?

Motivation and self managed work teams

External Locus of Control — Individuals with a belief that what happens to them is due to luck or chance. Which Factors influence perception? A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment.

What are intrinsic factors of motivation? Internal desires to perform a particular task, people do certain activities because it gives them pleasure, develops a particular skill or its morally the right thing to do. What are extrinsic factors of motivation?

Factors external to the individual and unrelated to the tasks they are performing. Policy and administration, Supervision, Relationship with supervisor, Work conditions, Salary, Relationship with peers Motivational factors are intrinsic factors, like advancement, recognition, responsibility, and achievement, that are directly related to job satisfaction.

The absence of motivational factors does not cause dissatisfaction; rather, a state of neutrality.

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Cognitive evaluation theory A version of self-determination theory which holds that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling Motivation: Motivation that focuses on 5 levels of needs?

McClellands Theory of Needs: The most successful managers will have an appropriate fit between their job and their dominant need. Individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.

This theory states that goal setting is essentially linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance. Self-efficiency and Goal commitment— Specific and clear — attainment of goal —According to the goal-setting theory of motivation, goals should be difficult but attainable Five Stage Group Development- Forming — Uncertainty stage Storming — Intragroup conflict Norming — Cohesiveness, relationships develop Performing — Fully functional Adjourning — Wrap up, prepare to disband Group Role: A set of expected behavior patterns attributed to someone occupying a given position in a social unit.

Performance norms, Appearance, Arrangement. Define Work Group and identify how it interacts: A group that interacts primarily to share information and to make decisions to help each group member perform within his or her area of responsibility.

Goal — Share information Synergy -Neutral sometimes negative Accountability — Individual Skills — Random and varied Group cohesiveness can be increased by doing what? Employees from about the same hierarchical level, but from different work areas, who come together to accomplish a task Virtual Teams: What is the advantage of a non-cohesive group?

When performance norms are low, productivity may be higher than a cohesive group.

What Is a Self-Managed Team? |

Context -adequate resources, effective leadership, a climate of trust, and a performance evaluation and reward system 2. Work Design — autonomy, skill variety, task identity, task significance 4.

Process — member commitment to a common purpose, establishment of specific team goals, team efficacy, a managed level of conflict, and minimized social loafing. The tendency for individuals to put forth less of an effort when working in a group than when working alone.Self-Managed Work Teams: groups of 10 to 15 people who take on responsibilities of their former supervisors Define WORK TEAM and identify how it interacts.

A group whose individual efforts result in performance that is greater than the sum of the individual inputs. potential for an organization to generate greater outputs with no increase in.

CHAPTER Motivating Employees and Building Self-Managed Teams

c. The average worker prefers to be directed, wishes TO AVOID RESPONSIBILITY, has relatively LITTLE AMBITION, and wants SECURITY. d. Primary motivators are FEAR and MONEY.

2. The CONSEQUENCE OF SUCH ATTITUDES is a manager who is very 'busy.' a.

Self-Management Teams

Motivation is more likely to take the form of PUNISHMENT for bad work . Self Managed Teams Introduction Self-managed teams (SMTs) are relatively small groups of employees given substantial responsibility for planning organizing, scheduling and production of work products or service.

Motivation and self managed work teams

SMTs however are more than just another way of directing groups. Companies that have developed highly motivated work forces usually have several things in common, including open communication and self-managed teams. 2. The text offers several examples of communication among members of self-managed teams in such organizations as .

Motivating Employees and Creating Self-Managed Teams Chapter 10 I. Evolution of Motivation Theory A. Scientific Management 1. Develop a scientific approach for each element of a job 2.

Self-Management Teams. Self-management teams work toward goals that are defined by a staff person outside the team. A self-directed team defines its own goals.

CHAPTER Motivating Employees and Building Self-Managed Teams