Bus 520: Teamwork and Motivation

Teamwork and Motivation

BUS 520- Leadership and Organizational Behavior

August 9, 2014

In my group, we discussed how we can encourage job satisfaction, high productivity, high quality work, and high turnover. I basically made an outline of what I thought would be a great plan to encourage all of these aspects. For job satisfaction, I said that we must make sure our employees are happy and comfortable as well, meaning we need to make sure that we don't overwork them. Since we have a small business, most likely bonuses and rate of pay can not be changed drastically, so since we can not compensate for that we need to make sure they are working within reasonable hours but still making sure that we are executing the plan fully so we can get it done and in motion. This ties in to high productivity because we need the plan and solution to be worked on continuously in order to reach deadlines and to get any kinks out that may occur.

We don't want to rush the process of improving the widget so by monitoring the employees hours and working at a consistent pace, we can avoid problems and ensure high quality work. As far as low turnover, it goes back to what I stated earlier, if we can't compensate for their overtime, then we must not make them over work. This will keep them happy and not feel under appreciated and also keep turnover low. Raymond J. Struyk said wrote that “staff motivation problems can adversely affect an organization’s operations, as they are associated with lower productivity and expensive high staff turnover” (Struyk, et. al., para. 2). I feel that my plan of execution works well to fix what Struyk stated above. My other group member made a very good point as well, basically stating that she would make sure the team members know what the plan is, have brainstorming sessions, offer volunteer overtime, and attach a reward system to meeting their targeted goal. This also falls in line to what I shared as well.

The motivational theory I would...