Satff in the Work Place and The Twenty-First Managers Essay

Teams are an integral component of organizational success. They take on many forms and functions and can have various structures. Teams also conduct a wide variety of projects with goals of innovation or mitigation. An example, from my experience, of a project that required the execution from a team was the establishment of a finished goods inventory program within a paper manufacturing company. A project of this magnitude required that a diverse and multifaceted team be assembled.

The effectiveness of working in a team varied between members. My personal experience, academic theorists, and further critical analysis can be used to discuss this. According to Ket De Vries

Tesco’s Employee Reward Programme has some similarity to Taylor’s theory. Its financial reward packages are one motivating factor. However, there are factors other than money which motivate people in both their personal and working lives. Tesco goes far beyond Taylor and gives more than just simple pay increases. It supports the varied lifestyles of individual employees through relevant and targeted benefits. Many non-financial factors can and do motivate employees to improve their output. One such factor may be the desire to serve people; others may be to improve personal skills or achieve promotion. A person may be motivated to be a professional footballer not because of the salary but because they love football.

Abraham Maslow released his theory in 1943, while Herzberg put forward his theory in 1959. The impact that technology has had on the way we do things has changed substantially. This has led to an overall increase in the levels of skills that employee’s posses’ and also the efficiency at which they can complete the tasks that are assigned to them. In this day and age, we have to understand that many factors have changed since the theories have been put

Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.

Every organization tends to be complicated system of structures with individual and group dimensions. The functioning of those dimensions is likely to determine further success of the organization in today’s business world. As individuals are considered to be social actors, no matter if the work is done individually or in a team, in organizations final results go to their small society. Therefore, it is important to establish healthy environment in teams to reach goals.

The most successful organizations make the best use of their employees' talents and energies (Heil, Bennis, & Stephens, 2000; Huselid, 1995). Firms that effectively manage employees hold an advantage over their competitors. Pfeiffer (1998) estimates that organizations can reap a 40% gain by managing people in ways that build commitment, involvement, learning, and organizational competence. Because employees are key to an organization's success, how well the manager interacts and works with a variety of individuals is key to a manager's success. (McGinnis, 2007)

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.

Douglas McGregor in his 1960 management book he proposed the two motivational theories which is the theory x and theory y and that made his mark on history. This motivational theories help managers perceive employee motivation.

A team is a group of people working together to achieve the same objectives. Katzenbach and Smith state in their report The Discipline of Teams (1993) that ‘the essence of a team is common commitment. Without it, groups perform as individuals; with it, they become a powerful unit of collective performance.’ Throughout this study, I will analyse the many different advantages and disadvantages of working in teams and its effects on team members and their performance and commitment within the team. I will consider many different aspects of team work and refer to certain established theories in

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to

Past has always had an enormous influence on the future. This phenomenon is usually seen in a regular life; human behavioural changes. These include relationships, attitude that people carry into a life or system that they believe in. Workplace environment is a good example of how people build these relationships, how much energy do they invest in and how do they create a team regarding to management. Team is a unit of two or more parties who take part in a performance to achieve specific goals. Once Andrew Carnegie (Scottish American industrialist) said that "Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives”.This essay indicates an importance of teamwork and its equivalents in terms of management. These include globalisation, technological development, increased diversity and challenges for managers according to teamwork. As a part of the assignment I am going to highlight the changes appeared in 21st century in terms of the Scientific Management, represent them in year 2017 and reflect upon learning outcomes from the assignment and module.

One of the first authors that dealt with the sources of motivation was Frederick Taylor who focussed on the overall productivity of an organisation. He linked this productivity to the effort an employee puts into their work which in turn is dependent on monetary rewards (Taylor, 1911). This theory was established in the context of the industrial age and thus is outdated for today’s analysis but it still provides a basic assumption which is often referred to by other authors. The total neglecting of a worker’s intrinsic motivators is a starting point for discussion for authors that conducted research in that area after Taylor.

It is easy to discuss the different theories pertaining to motivation such as Maslow’s hierarchy of needs, theory X and theory Y, the two-factor theory, and McClelland’s theory of needs (Robbins & Judge, 2014). However, there is more to motivation such as the job characteristics model, work motivation, and rewards used to inspire employees.

The development in management practices has flourished greatly; it is with no doubt that the internet and information technologies have caused this major development. By contrast with the classic management practices became less effective in organisations. One can refer the reason to the internet evolution as the key that influenced many industries. Historically, the industrial revolution generated most of the managerial principles. For instance, the financial department concern about the return on investment, while the marketing department focuses on the marginal profit and market shares. The strategic division pursues a competitive positioning and profitability, since the human resource department concern about the employees ' motivation, rewards and performance. It could be argued that the main reason of the organization 's success relies heavily on successful managers. By which means if the overall activities coordinated efficiently it will result in a high level of organisational performance. Nowadays, the theories and practices in modern management have proposed that the role of leadership gives manager more extended responsibilities. This essay will outline different views with respect to the challenges of modern management as well as the opportunities that management role could inspire in today’s business aspects.