MOTIVATION, GROUP AND TEAM WORKING, LEADERSHIP

Motivation, Group and Team working, Leadership

Motivation, Group and Team working, Leadership

Introduction

Motivation, Group and Team working, Leadership all comes under “Motivation at Work”. Classic theories of work motivation are inclined to aim on individual employees and their desires, goals, and pays sway work behavior. In contemporary work settings, however, more often than not, individuals have to work together with others in (virtual) teams and collaborative work groups. The contemporary world of work is as much (if not more) about “we” as it is about “I.” For this reason, management in the 21st century requires an understanding of the motivation and behavior of both individuals and groups at work (Ashforth, 1989, 66).

This report presents a theoretical framework that helps us understand how individual workers relate to each other and to the organizations they work in, and how this impacts their work motivation. Particular attention is paid to individual and group motivation in relation to leadership and group performance. How does leadership inspire us to do more than we otherwise might? And what leads individuals to exert themselves on behalf of a group rather than to loaf? As we will see, answers to these questions hinge on the processes whereby groups become part of our sense of self—our social identity—so that “doing it for self” becomes a question of “doing it for us.”



Motivation Theories

Theories of work motivation objective to realize (a) the situation that boost persons to invest power in their work (energize), (b) the undertakings that they aim their efforts on (direction), and (c) what makes them maintain these efforts over time (persistence). For example, diverse forms issue to modes in which employees can be energized by appealing to specific desires that they are anticipated to have. Other forms supply insight into the main heading work-related efforts are probable to take by analyzing the specific behavioral alternatives that persons make. Finally, ideas drawn from values of psychological discovering assist us realize why certain behaviors are more probable to be maintained than other ones are (Reicher, 2003, 66).

Although the validity of these motivational methods and their relevance to work-related demeanor has been illustrated in a large body of empirical study, this work is normally utilized to realize methods inherent the demeanor of one-by-one employees as distinct agents. As an outcome, 20th-century insights into work motivation are inclined to focus people's one-by-one desires, their own unaligned goals and anticipations, and the individual conclusions they find rewarding. Yet at the identical time, expansion in the workplace have conceived a variety of positions in which the function of one-by-one desires, goals, anticipations, or pays is less clear. Not smallest, this is because one-by-one employees have to function in live presentation and will not habitually be glimpsed as comprising unaligned entities. As an outcome, employees are not inevitably propelled by individual concerns alone. Instead, one-by-one motivation is projected upon, acquainted by, and acclimatized to the desires, goals, anticipations, or pays of the group or association in which persons ...