Posted On April 9, 2017
Business??™ today try to use their resources as economically as they can. With the business??™ employees this means the formation of teams to work together to accomplish a specific set of goals. Team D is consists of Mark Busquaert, Nicole Wood, and Shelmeca Boone. Every person in the group values different things and also has distinctive strengths and weaknesses. Mark is a go-getter, has an emotional IQ for a manager, is satisfied with his job, but has a low job involvement score and is neutral when it comes to diversity.
Mark is dependable and organized, but needs to improve leadership skills. Nicole Wood is a steadiness, has an emotional IQ for a manager, is involved and satisfied with her job, and is a realist when it comes to diversity. Nicole has good research, communication, and math skills; but needs to work on organization. Shelmeca Boone has an emotional IQ of a manager as well, is involved and satisfied with her work, and is neutral on diversity issues. Shelmeca excels at PowerPoint, communication, math, and likes to stay organized. Taking advantage of each individual??™s strength in the group can help to maximize the potential for the group. The differences between the group members can be the greatest advantage for the group. A business team with unique values, personalities, emotions, and attitudes can use these differences to increase the team??™s motivation, satisfaction, and performance.
Employees are motivated in different ways. Some motivating factors include keeping the job interesting, pay, opportunity for growth and education, and feedback.
Keeping the job challenging and interesting is one motivating factor for employees. If a job is more challenging, then employees will have to work harder to achieve their goals. After these goals are accomplished the employee will have a greater sense of worth and will be more excited to take on another task. Job rotation and job enlargement are helpful tools in keeping the job interesting with job rotation people are not having to look forward to the same monotonous task all of the time and are motivated by the fact that they will be able to do something different next. Job enlargement adds new tasks to a current job description (Robbins & Judge Chapter 7, 2007). It is important that a job rotation and a job enlargement plan are incorporated in the organization in order to keep the employees from getting bored with their work. Another great plan is to set individual goals for the employees. This will give the employees something to work for and achieve. It is important that the goal be challenging so that the employee has to stay focused to complete it, and specific so the employee has direction (Robbins & Judge Chapter 6, 2007). These goals should be set at review times and the progress can be measured at the next review.