MOTIVATION AND GROUP DEVELOPMENT: A Case Analysis of the Local Government Team of Geeks of Chic
TABLE OF CONTENTS
I. Introduction
II. Theoretical Elements Relevant to the Case
A. Motivation
B. Group Development
III. Human Resource Issues Present in Geeks of Chic
A. Low Morale Due to Conflict
B. Low Morale Due to Perceived Inequity
C. Low Morale due to Perceived Lack of Leadership
IV. Conclusion
V. Recommendations
A. Set an established purpose
B. Provide the team a challenging endeavour
C. Promote camaraderie
D. Give the members a sense of responsibility
E. Offers opportunities for growth
VI. References
I. Introduction
Organisational studies have highlighted the relationship of motivation and the effectiveness and efficiency of the performance in companies. From the classic works of to the more recent theories on human resource management, issues on motivation, morale, and organisational behaviour has been perceived as part and parcel of the ingredients needed to make an environment well-suited in accomplishing organisational goals. These issues are similarly emphasised on the case of Geeks of Chic as it encounters problems with its employees. Particularly, the issue is seen in the Local Government Team as it was implied that it is heading for a self-destructive path as it encounters HR issues among the team members. The following discussions will analyse the specific issues on morale and motivation in Geeks of Chic’s Local Government Team. In doing so, theories and other HR principles will be noted throughout the paper. Moreover, the discussion will also use current academic and scholarly articles and studies relating to the practical application of such theories. With the analyses provided, the paper will also place a set of recommendations that the team, in particular, and the company, in general, could implement.
II. Theoretical Elements Relevant to the Case
In looking at the facts surrounding the case, it appears that the issues deal with motivation and group development. The following discussions will provide a presentation of theories relevant to the case.
A. Motivation
Studies and organisational theories have constantly used basic psychological theories in analysing the motivational needs of the employee. Two of the most cited includes the theory of and . The theory of has been used to see as to whether an individual is in need of satisfying a specific stage in his/her “hierarchy.” (, 2001, ) In a nutshell, the theory indicates that an individual has to satisfy a set of the most basic of his needs initially in order to move on to the more complicated needs. This is highly representative of the case of and as they have satisfied the most basic of their needs as an employee and seeking to take on higher levels like the needs of recognition and achievement.
On the other hand, the theory of recognises focuses on job satisfaction. (, 2001, ) It is much simpler as compared to the theory as it has merely divided the needs into two equally relevant divisions: hygiene and motivators. The first one essentially covers elements like pay and job security while the other indicates the more complex psychological needs of the employee like need of recognition, status, and relationship with peers.
B. Group Development
In the context of teams, group development has similarly been cited regularly. In the seminal study of (1965, , , , , and , 2006, ), he indicated that the process of group development is divided in stages: forming, storming, norming, and performing. This outlines the basic progression on which Geek of Chic, particularly the Local Government Team, is going though. It is seen that they are still in the storming stage where argument, conflict, and a dive in the level of morale is apparent. This is an early stage where the team is still in the process of determining the existing differences in the way people think and how they practice their values in certain situation. At any rate, this will essentially help the team in eventually synergizing and ultimately achieve the goals of the company.
III. Human Resource Issues Present in Geeks of Chic
Based on the observations made in the case study, there are several issues that need to be dealt with for the team to mature. The following outlines these observed issues.
A. Low Morale Due to Conflict
The incessant bickering of the two factions in the team tends to be destructive and caustic for the entire organisation. In the article of (2000, ), it characterised several kinds of conflict in an organisation. Fortunately for the Local Government Team, the conflict between them is classic relationship conflict which means it could still be rectified through constant communication among the members. To some extent, this shows some consistency on the claims of the said article indicating the advantage of conflict. () Specifically, the conflict highlighted the need for communications between the members and pinpointed the cause of the “languishing” progression of the team.
B. Low Morale Due to Perceived Inequity
Another perceived issue is the perceived inequality among the treatment of the employees in the organisation. This spawned from the streamlining endeavours of the company and total disregard of seniority as seen in the case of the Local Government Team. There have been studies that noted the issue of perceived inequity as a major demotivator for organisations. ( and , 1996, ) Whether it is in the context of pay or career mobility, the issue tends to be more concerned with issues of justice and the impartiality of the management in treating their employees. Basically, the company could deal with this by instituting measures amplifying their accountability and provide justifications on their action. This will cast away the doubt on each employee regarding the motives of the management or the capabilities of their colleagues.
C. Low Morale due to Perceived Lack of Leadership
With reference to the case, it appears that the past leadership of the Local Government Team has placed a blind eye on the existing conditions. This has been highly detrimental to the development of the group and has contributed greatly on the nosedive in the performance of the team. As stated in the work of , , and (2000, ), the initiatives held by the leader and the choices he/she makes a great difference in the overall performance of the group. It is an accepted fact that it is in his/her hands to ensure that the environment to which the team works in is actually conducive for growth and development of the team. At this point, have the opportunity to make things right and work out the glitches of the team so as to place it back on track.
IV. Conclusion
In looking at the discussions above, it appears that the Local Government Team is stuck in a rut for quite a considerable length of time as it has been perceived as a “languishing” part of Geeks of Chic. One must recognise that the issue of motivation of the individual members is as important of awareness of the group development of the team. Apparently, the team is stuck in the second stage of group development (storming) as indicated above. And it appears that the motivational factors have been the aggravating elements that keep these individuals as well as those that share similar views from developing to the third stage of norming the team. Basically, this has to be intention of as she holds the helm of leadership in this little part of Geeks of Chic.
In order to achieve true collaboration in the workplace, it is imperative that an individual consideration of the needs of the members and the overall requirements for team empowerment is also imperative. In dealing with this problem, the company is able to dispel any more possibilities of discontent within its ranks. As seen in the case of the Local Government Team, employee dissatisfaction and low morale tends to be not only destructive in the very least, but also infectious. As the need to improve the overall motivation of the organisation, specific actions geared towards improving this aspect in the team level tends to be by the same token in the same level.
V. Recommendations
The following recommendations are based on the discussion and observations as well as the conclusion provided above.
A. Set an established purpose
The issue of motivation tends to still haunt the team in achieving a more collaborative and integrated operation. It is advisable for to review the perceived goals of the company and generate objectives that will essentially complement the needs and wants of the members. ( and , 2000, ) At any rate, these said objectives should still be in line with the established goals of Geeks of Chic.
B. Provide the team a challenging endeavour
A way improving the level of motivation of the team members is to provide them a set of challenges that will test their mettle. Though the risks involved may well be rather high, the results may be rewarding. With a challenge with a high level of difficultly, this may require and even compel the team to work together. (, 1999, ) In essence, this sense of adversity and urgency provided by such challenges may serve as a cathartic endeavour that may fundamentally heal the team and the organisation as a whole.
C. Promote camaraderie
Another possible course of action on the part of is to improve the line of communications between the members of the team. As seen in the case study, the conflict between the new breed and the relics of the organisation tends to spawn from the misunderstanding on their views. Opening communication lines between the members may considerably reduce the conflict that exists from the likes of and those of . (, , , 2004, )
D. Give the members a sense of responsibility
Though it is an accepted fact that each element of the team is an important part, it should be emphasised on these members that their roles are equally significant in achieving the goals of the organisation. In the case of Geeks of Chic, there may have been a failure along the way in indicating that every member of the Local Government Team has a responsibility in contributing to the overall goals of the organisation.
In the same manner, the issue of responsibility in the context of holding leadership positions tends to brim at the top. Given that there are two senior members, this is rather inevitable. Effective leadership is seen as an indispensable element in success of organisations. (, 1998, ) This must be realised by . Along with this, she must recognise that the motivational needs of both and as discussed by and . Specifically, they need to satisfy the need for recognition () and responsibility (). must realise similarly that this endeavour should be given equally to the team members. Thus, a mode of leadership sharing must be in order in certain projects that the team may conduct in the future.
E. Offers opportunities for growth
This is one of the more basic human resource elements that serve as a great motivator for employees. Training should be encouraged. On the part of the newbies in the Local Government Team, management training may be a welcome suggestion. On the part of the senior members, training for more technical aspect of the job is possibly required. In doing so, they acquire the skills needed for career mobility. In the same level human resource elements like performance management as well as benefits and incentives may similarly be a great addition to improve their performance and even as a measure of those who actually are contributing to the achievement of the general goals of Geeks of Chic.
VI. References
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