Unit 5: Motivation & Teamwork in Management

Individual Performance

Driven by personal motivation, skills, clarity of role, and feedback.

Group Performance

Results from synergy, shared purpose, coordination, and mutual accountability.

Difference: Group vs Team

A group has loose objectives and low interdependence; a team has shared goals and high interdependence.

Types of Teams

Work teams, project teams, self-managed teams, virtual teams.

Common Barriers to Team Effectiveness

Task delays, dominating members, poor performance, conflict, social loafing, groupthink.

Social Loafing

Reduced effort by individuals in group settings due to diffusion of responsibility.

Building Team Cohesion

Foster trust, communication, shared identity, clear roles, diversity, rituals, performance norms.

Downsides of Cohesion

Too much cohesion without performance focus can reduce productivity.

Maslow's Hierarchy of Needs

Progresses from basic needs to self-actualization (physiological → safety → belonging → esteem → self-actualization).

Herzberg's Two-Factor Theory

Hygiene factors prevent dissatisfaction; motivators drive satisfaction.

Vroom's Expectancy Theory

Motivation = Expectancy × Instrumentality × Valence.

Equity Theory

Motivation is influenced by fairness in input:output ratio compared to others.

Reinforcement Theory

Behavior shaped by positive or negative consequences.

Self-Determination Theory (SDT)

Intrinsic motivation thrives when autonomy, competence, and relatedness are nurtured.

Feedback as Motivator

Specific, timely feedback clarifies expectations, recognizes achievement, and promotes growth.

Performance Appraisal

Formal feedback tool for assessing progress and setting development goals.

Ongoing Feedback

Real-time, specific praise or guidance to reinforce or correct behavior.

Self-Appraisal

Self-reflection method for personal development and adjustment.

P-O-L-C Role of Teams

Teams contribute to planning, organizing, leading, and controlling functions.