Team Motivation in Successful Project Management- How to Achieve Equitable Assessment of Team Members for Successful Project Management
The primary task of a Manager is to get team members to contribute to best of their abilities to achieve the goals of an enterprise. Hence, a Manager needs to know what leads the team members to do things, and what motivates them. This can be done by carefully observing the work pattern of team members, analyzing their effort, and the level/quality of output achieved in each of the tasks.
Motivation involves a chain reaction, starting out with needs, resulting in goals sought which gives rise to tension, then causing action toward achieving goals, and finally satisfying wants. There are multiple factors which influence motivation of team members. A person may be motivated by a desire for economic goods and services. At the same time individual need self-esteem, status and a feeling of accomplishment. It is for the enterprise to set up systems and procedure to meet the overall motivational needs of employees as defined by Maslow in the hierarchy of needs of theory. Further, the workplace must have the best tools, devices and equipment that yield error free results in the minimum possible time. Technology need to be used to replace the traditional paperwork to yield better results. These tools to be defined based on the nature of the work.
Other than such physiological needs as defined by Maslow, Project Managers can adopt appropriate methods to motivate team members. Team motivation can be improved by giving ownership of project deliverables to each of the team members. Each team member needs to be given required guidance, and be given freedom to operate within the defined parameters. End of the day one should take pride of their work products.
Further, there is a need to implement scheme which reward the hard work of team members to make them feel that their effort is being recognized, and they are needed by the company. Porter and Lawler model Managers suggests careful setting up of rewards and the probability of receiving such rewards motivate one to increase their efforts in a job. The Equity theory of motivation dwells on the equity or fairness of reward in relationship to their inputs in comparison with others. If people perceive the rewards as equitable then they continue their output at same level, and once they find rewards are greater than equitable then they may work harder.
Smart Admin tools are developed such a way that Managers to quantify and measure the time/effort spent by each team members, and help assess their overall contribution in a project. This tool can be further configured to study the work pattern of team members, analyzing their effort, and the level/quality of output achieved in each of the tasks. Thus, SMART ADMIN tools avoid inequities while assessing team members’ contribution and help to improve Team motivation, reward the one who contributes more in a project.
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