HR Product Management

Running Head: MOTIVATING PROJECT TEAM STRATEGY 1

Motivating Project Team Strategy

Marchello Williams

HR Project Management MPM468-1804B-01

11/28/18

Motivating Project Team Strategy

Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors.

Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality.

To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand.

Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated.

Describe the theory that most closely aligns with how you intend to motivate your team.

The Big five theory is the one that most closely aligns to Atman test motivation assessment. Big five theory refers to a research in the field of psychology which that is founded from the notion that common personality traits are captured by five dimensions, the O-C-E-A-N mnemonic. This mnemonic stands for openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism (Turner, 2014).

Openness to experience

High scorers in this dimension are curious, nontraditional and creative in general and they easily break the mold of typical approaches because of their intellectual curiosity. Low scores in this dimension are conventional and tend to be vigilant when confronted with problems.

Conscientiousness

Those who score high in this dimensions tend to be responsible, self-disciplined and more organized in carrying out their tasks. They include top performing students in academic performance and the employees who persevere and strive to ensure that they excel. The low scorers tend to be careless, unstructured in their jobs and are always close to chaos.

Extroversion

Those who score high here tend to be energetic and assertive. The low scorers are those that are victims of casting spotlight on their fellows and are victims of misinterpretation of issues.

Agreeableness

Those who score high in this dimension tend to be more tender-minded, trusting and good- nurtured. They are best performers in non-profitable organizations and they play roles beyond their limits when they want to assist. Those who score low here tend to be selfish and cold in carrying out their tasks.

Neuroticism

Sometimes referred to as emotional instability. Those who score high here tend to be emotional distress. Those who score low have a negative tendency of interpreting situations thus making it difficult for them to cope with the stressor (Le Roy & Fernandez, 2015). In general, there is no perfect result that will crown top scorers better than the low scores in these diminutions. What determines the score is the type of job, the context and the situation of the job where the theory is being made use of.

Describe which facilitation techniques you will use to have the project team input to the motivation plan and which team-building activities that you plan to implement. Provide a visual example.

Facilitation techniques

Treating motivation as a complex topic: Assigning predetermined employees motivation is a trap that one should take care not become a victim. There is no journal that will clearly explain the source of ambitions to your employees. Therefore motivation should be treated as a complex aspect that has deep roots and one should take enough time to understand what gears his/her employees.

Encourage members to work smarter and not harder: Valuable experiences should be impacted into the employers rather than encouraging them to work hard at all times. Employees should be provided with an environment full of resources and support alongside emphasis of the purpose. This will enhance their fitting into your plan.

Hire wisely: Motivated individuals should be scrutinized during the hiring process. This offers a feel for the potential outlook of the advertised job.

Take care of your people: Neglecting workers basic needs of your people will demotivate them. Giving them what belongs to them and listening and reacting to their grievances shows them that you really care for them, this will enhance their fitting into your plan.

Team building activities

Team building activities refer to the entire activities that work to enhance the social relationships as well as role definition within teams. A number of activities are involved. Some of these activities include Training, coaching, supporting one another, motivating each other, offering solutions to colleagues when they are in need, advanced collaboration and overall support.

What activities or tasks have you added to the project plan to make sure that this important activity is not overlooked?

Collaboration

Collaboration involves working together towards one goal by sharing minds and ideas. This task will work to serve the following.

Enhancing reasoning and brainstorming ideas to generate solutions by bringing groups together whereby each group will provide different perspectives to the problem underway. Putting heads together implies better and quick solutions.

Enhancing the equal participation of the members included. Collaboration opens up communication in all dimensions and this encourages new ideas from all levels within an organization and not just the top officials.

Enhances a strong sense of purpose. Truly cooperating groups get to understand the value of working together. They tend to understand the meaningfulness of working together and distinguishing this from forced work.

Coaching

Team coaching refers to an approach of evaluating how team members operate and thereafter generating the means through which their functioning can be enhanced. Coaching includes the following.

Partnership with team elder for easy identification of the goals

Proactive engagement in productive conversations with your team members

Conducting a coaching evolutions

Organizing an individual meeting to support the progress.

References

Binder, J. (2016). Global project management: communication, collaboration and management across borders. Routledge.

Le Roy, F., & Fernandez, A. S. (2015). Managing coopetitive tensions at the working‐group level: The rise of the coopetitive project team. British Journal of Management, 26(4), 671-688.

Turner, J. R. (2014). Handbook of project-based management(Vol. 92). New York, NY: McGraw-hill.