Introduction
This section is about how managers can take steps to make sure groups and teams perform at high levels and contribute to organizational effectiveness. Managers that strive to have top-performing groups and teams need to motivate group members to work toward the achievement of organizational goals and reduce social loafing.
Motivating Group Members to Achieve Organizational Goals
When work is difficult, tedious, or requires a high level of commitment and energy, managers cannot assume group members will always be motivated to work toward the achievement or organizational goals. For an example, a group of house painters who are paid by the hour will not paint quickly and efficiently. Instead they will take breaks and work at a leisurely pace.
Managers and Group Motivation
Managers can motivate members of groups and teams to achieve organizational goals by making sure the members themselves benefit when the group performs highly. For an example, if members of a self-managed team know that they will receive a weekly bonus that is based on team performance, then they will be motivated to perform at a high level.
Individual and Group-Based Incentives
Managers rely on some combination of individual and group-based incentives to motivate group members and teams to work toward the achievement of organizational goals. When individual performance within a group can be assessed, then pay is determined by individual performance or by both individual and group performance. When individual performance cannot be assessed, then group performance will determine the pay rate. A challenge that managers face is that it is hard to develop a fair pay system that will lead to both high individual motivation and high group performance.
Other Benefits Available
Other benefits can be made available to employees. There are monetary rewards that include extra resources like equipment and computer software. Other benefits can include awards and forms of recognition, and choice of future work assignments. For an example, there are self-managed teams in Microsoft that value their work and the members who perform at high levels are rewarded by being assigned interesting and important projects.
Example: Valero Energy
Valero energy motivates groups and teams to achieve organizational goals by valuing its employees, looking out for their well-being, and standing by them in crisis situations. Employees with medical emergencies can use Valero’s corporate jet if they need to, and Valero covers the complete cost of employee’s health insurance premiums. Valero Energy had helped its employees when Hurricane Katrina hit in 2005. Crew members put up power poles, repaired power lines, and replaced motors. Valero’s headquarters has trucks bring food, water, generators, chain saws, refrigerators, shovels, and phones for their employees. The company even brought mobile homes, free fuel, and financial aide from Valero’s SAFE fund.
(MLA CITATIONS ARE IN A DIFFERENT TAB)
This section is about how managers can take steps to make sure groups and teams perform at high levels and contribute to organizational effectiveness. Managers that strive to have top-performing groups and teams need to motivate group members to work toward the achievement of organizational goals and reduce social loafing.
Motivating Group Members to Achieve Organizational Goals
When work is difficult, tedious, or requires a high level of commitment and energy, managers cannot assume group members will always be motivated to work toward the achievement or organizational goals. For an example, a group of house painters who are paid by the hour will not paint quickly and efficiently. Instead they will take breaks and work at a leisurely pace.
Managers and Group Motivation
Managers can motivate members of groups and teams to achieve organizational goals by making sure the members themselves benefit when the group performs highly. For an example, if members of a self-managed team know that they will receive a weekly bonus that is based on team performance, then they will be motivated to perform at a high level.
Individual and Group-Based Incentives
Managers rely on some combination of individual and group-based incentives to motivate group members and teams to work toward the achievement of organizational goals. When individual performance within a group can be assessed, then pay is determined by individual performance or by both individual and group performance. When individual performance cannot be assessed, then group performance will determine the pay rate. A challenge that managers face is that it is hard to develop a fair pay system that will lead to both high individual motivation and high group performance.
Other Benefits Available
Other benefits can be made available to employees. There are monetary rewards that include extra resources like equipment and computer software. Other benefits can include awards and forms of recognition, and choice of future work assignments. For an example, there are self-managed teams in Microsoft that value their work and the members who perform at high levels are rewarded by being assigned interesting and important projects.
Example: Valero Energy
Valero energy motivates groups and teams to achieve organizational goals by valuing its employees, looking out for their well-being, and standing by them in crisis situations. Employees with medical emergencies can use Valero’s corporate jet if they need to, and Valero covers the complete cost of employee’s health insurance premiums. Valero Energy had helped its employees when Hurricane Katrina hit in 2005. Crew members put up power poles, repaired power lines, and replaced motors. Valero’s headquarters has trucks bring food, water, generators, chain saws, refrigerators, shovels, and phones for their employees. The company even brought mobile homes, free fuel, and financial aide from Valero’s SAFE fund.
(MLA CITATIONS ARE IN A DIFFERENT TAB)