Group Motivation the Exercise Regarding

Group Motivation

The exercise regarding group motivation is a very good tool for assessing the motivation situation within a group. The answers provide useful insight on how motivated group members are and how motivation can be improved.

This exercise helped me realize a series of things about myself that I hadn't observed previously. For example, my job performance within this group is similar to the performance I proved in other groups. This means that this group, or the project in case, does not provide me extra motivation compared to previous groups I have worked in.

Also, I learned that my attitude towards group meetings is similar to that of other group members. We are not very keen on attending meetings regularly. This means that we do not consider these meetings as being very important, or that our superiors fail at motivating us through these meetings, by organizing more interesting sessions.

Another important aspect revealed by this exercise consists in the fact that I, together with other group members, am willing to make extra efforts for attaining our goals and objectives. Most of us are motivated by the importance of achieving the established gals, rather than by financial or other external rewards.

b. This knowledge is important in determining the areas where there is room for improvement regarding interpersonal relationships within the group.

Although I acknowledge the work of other members of this group, their skills, their knowledge, and their abilities, I appreciate their efforts, but I cannot say that I particularly enjoy working with them.

We get along very well as professionals, working within this group, but we are not very connected on personal level. We do not spend time together outside the office, and the level of trust is a moderate one.

My opinion is that relationships amongst group members could improve, leading to improved efficiency in achieving our goals and objectives. If group members would develop closer relationships, they would look more forward to working with each other, and maybe they would help each other more.

c. Through this exercise I have realized that I am almost reaching my full potential working with this group. However, there are areas where motivation can be improved.

There are several things that I intend to change in the future in order to increase my productivity at work. For example, I will choose project that will motivate me the most on an intrinsic level. I will also try to negotiate the financial aspects from the beginning with my superiors, in order to establish a clear financial motivation that would allow me to reach my full potential.

Also, I will try to improve relationships with other members of the group in case. It is very important to have a calm, pleasant, modern work environment to attend.

d. In case the motivational system developed by my superiors does not suffice for motivating me to increase my work efficiency, it is necessary that I establish myself a system of internal motivation.

Sometimes being financially motivated is not enough for reaching one's full potential at work. In my case, it is necessary to satisfy a series of interpersonal needs. The need for inclusion is very important (Engleberg & Wynn, 2007). Most employees feel the need to be part of a group, to belong to a group. Being accepted by the group, being integrated in the group one works with, provides motivation for the employee in case.

Other than this, I would try to establish my own personal goals and objectives that are subordinated to group objectives. For example, I would try to establish very tight deadlines for the tasks assigned to me, because I work very well under pressure.

I would also try to establish a career path that I would follow in the future, determining medium term objectives for me to reach. Knowing where I want to be in my career would motivate me to achieve my full potential, and even to develop new skills and abilities that would help me advance in my career.

e. In large corporations, where there are hundreds or thousands of employees, many of them covering similar positions, it is difficult for the HR department and top managers to establish a motivational system analyzing each individual in particular. As a consequence, HR managers develop a motivational system that is generally applied to most employees, covering a series of needs, like financial necessities in general.

But in the case of project groups, the situation regarding motivation must be handled differently. In such cases, it is better to develop an individual motivational system, designed for each member of the group. However, the rewards and punishments system should not be entirely different from one group member to another.

The starting point of developing such a motivational system is represented by analyzing the personality types of the group members. General guidelines regarding motivation within the group must be established for all personality types found within the group in case.

Furthermore, the HR responsible must identify the needs of each group member. Given the career level and the social and financial status of each member of the group, their primary needs may already be satisfied. This means the HR responsible must orient towards analyzing secondary or tertiary needs.

Therefore, people in charge with developing the motivational strategy should focus on motivators. The belongingness needs is usually present in most group members. Otherwise, they would prefer to work on their own. In certain cases, work groups satisfy a series of needs that other groups in employees' lives do not succeed at satisfying.