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, analysing 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 needs 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, analysing
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 to a project.
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