1. TEAM LEADERSHIP
Assignment 2 – Motivation
APRIL 1, 2016
COLLEGE – LIMERICK COLLEGE FURTHER EDUCATION
Name – Joseph Lane

2. Introduction
Motivation is such an important trait people can have. It can impact you and others around you. For
self-discipline and believe merged with confidence and giving others that good feeling of respect we
would want to be treated with to boost an individual’s confidence and moral personally and
professionally. Motivation can be shown in many forms, and some company’s and business have
different strategies reflecting their views on what it means to motivate their workforce. Some of the
main principles of motivation are as follows:
 Recognition
 Clarity of Goals
Recognition
It’s so important to be aware of people’s accomplishments in the work force. If you recognise he/she’s
achievement even if it’s something small and reward them for the hard work they put in this will be a
good motivation point for them and will surly make them more appreciative of you as a boss and their
confidence will be boosted. “However” constructive criticism is equally as important because you want
your worker to be aware of certain things that they may need to improve but overall the best thing is
ending on a positive note giving that balance of belief and self-improvement and discipline. It’s
important to respect people’s views and ideas and to listen to your team as well as instruct. This is all
part of the communication and collaboration that pulls the team together.
Sometimes it may be difficult when motivating others depending on the relationship of the worker our
maybe he/she is not doing their job correctly. There may be a situation where the worker is denial our
really defensive towards constructive criticism taking it on board as being rude our arrogant.
Clarity of goals
People need to know what your organization stands for. What has our is your company doing different
that has never been done before? Structured goals and ambitions are important to have so your team
has a clear idea what they are doing. They need a reason for enthusiastic support in the business to
keep ambition and dedication flowing for everyone and pulling together for a common cause. What
needs to be done and what roles are individuals in the work force responsible for and what can be
done to motivate and be constructivly critial of their work.
Here is a list of motivational Theorys involved with motivation
 Maslow Theory
 Alderfer Theory
 Hertzberg Theory
Founded by Maslow in (1943) he stated that people are motivated to achieve certain needs when one
need is fulfilled a person seeks to fulfill the next one. This is a great motivatoin tactic that enforeces
the individual to perform and have a since of achievement towards themselves and gain more
confidence. But to make this theroy more effective there is a hiroarchy of needs needed for the
individual to perform. Here are some of the following:
 Pysiological Needs
 Safety Needs
 Love and Belonging Needs
 Esteem Needs
 Self Actualization
These needs are assential for any individual to perform and have a healty state of mind.
Physiological Needs are fresh air, good food, warmth, drink, sex which is a natual need as a specias

3. and one of the most important good sleep to regenerate your energy to perform the tasks of the day
and have a positive mind.
Its important that you feel safe and secure in the environment your in. Saftey needs are as follows:
 Protection from elements
 Security
 Order
 Law
 Stability
 Freedom from Fear
Love and belonging needs are very important for the persons emotions to be accepted and loved in a team.
Somewhere they feel that they belong and are loved. Some of the saftey needs are as follows:
 Friendship
 Intamacy
 Affection
 Love from family,friends,work force,romantic relationships
Esteem Needs are very important for the persons confidence in completing something that makes
them feal usefull and gives them self worth. It motivates the indivdiual to perform more accuratly in the
next task and eventually mastering a subject that took lots of hard work and patients and comes to a
stage where they are enpowered and gain self belief and independence and develope an ego
depending on the person that specializes in a subject and becmming prestigous as as a result. So
when the individual is leading a team he/she must be respectfull and aware of people less
experianced and remember that they were once in their boat. The list of Esteem Needs is as follows:
 Achievment
 Mastery
 Indpendance
 Status
 Dominance
 Prestige
 Self-Respect
 Respect for others
Self Aculization is when the individual becomes self aware of he our she’s potential and becomes
englightend and fully motivated to better themselves. They gain a since of self worth and achievment
making it fun to challenge themsleves further with different tasks and hobbys. They feel accomplished
and pleased with their achievements. Some of the Self Aculization Needs are as follows:
 Relising slef potential
 Self-Fufillment
 The ambison to better themselves and seek personal growth
 To take on harder challenges and peek experiances
The Alderfer Theory was set up by psycologist Clayton Alderfer who created a new model to
explain the simultaneous nature of Maslows needs theory called the ERG Theory of motivation,he first
published it in 1969 article titled An empriical Test of a New Theroy of Human Need. ERG stands for
(Exsistence Relatedness and Growth).

4.  This Theory acknowledges the importance and the needs variying for each person and the
outcomes change. Some people might demenstrate a higher value in growth than
relationships at certain stages of their lives
 It has a Frustration and regression theme which means if the needs are kept unsatisfied on
the higher levels, the person will become agitated and annoyied and more then likely go back
to pursuing the lower levels needs again. Discouragement is a dangerious cannon for
shooting the confidence and self esstem of people. It can have negative outcomes for
individuals in a group and can leave a project unnatended our uncompleted correctly. A way
of tackalling discouragement when working with a team is to be aware of your self worth and
not to take on board unncessasary critizsism and be more open to constructive critizsism
provided that a valid point is made.
Hertzburg Theory
Frederick Herzberg was born in Massachusetts on Aprill 18
th
1923 and founded the two-factor Theory
also known as the motivation-hygiene theory and dual-factor theory which states that there are certain
elements in the workplace that bring satisfaction and other factors that bring dissatisfaction.
His findings have exposed that certain characteristics of a job are some of the following:
Factors for Satisfaction Factors for dissatisfaction
 Achievement
 Recognision
 The work Involved
 Responsibility
 Advancedment
 Growth
 Company Policies
 Supervision
 Relationship with Superviser and peers
 Work Conditions
 Salary
 Status
 Security
Equity/Goal Theory
The Equity Goal Theory is the fair balance that serves to ensure a strong and productive relationship
is achieved with the employee, with the overall result being contented.
The theory is constructed through the belief that employees become de motivated with both relation to
their job and their boss. If they feel their inputs are better than the outputs they can be expected to
respond in varies different ways. Example including de-motivation generally to the extent the
employees see the disparity between the inputs and the outputs that exist. It can cause reduced effort
in their workflow becoming discouraged or, in more extreme cases may become disruptive and
hostile.
This can be miscellaneous depending on the individual and the different types of bosses. When a
person is credited with very positive feedback and becomes used to being phrased for their work they
may build up an ego and be self-obsessed with power becoming aware of their experience, status

5. and knowhow making them believe that they are correct all the time. This could lead to stubbornness
and sometimes a one sided view that makes them belief they are rarely incorrect about how to do
their job because they are very confident and defensive of their work making the individual more
suborn to constructive criticism and in denial of their mistakes.
Nature & Function of Organized Goals
Organization is a process that merges different types of activates to achieve an organised structure
and integrates with people and material to achieve a common goal. These factors are in action in
order for the workforce to have a co-ordinated objective to complete tasks.
Characteristics of Organization
Organizational goals are a pre-planned structure in order for the person to have a vision on what they
are doing and how they are going to complete their objective.
Nature of Organization
The nature of organization is separated into five functions. Here are some of the following:
 Subdivision of main work that is divided between groups
 Based on principles of equality/division of different activity ties
 A selection of suitable candidates for the job.
 Rights of authority towards those who have been chosen for the job to motivate success.
 Determine positions at different levels.
Function of Managers
Good managers learn how to master five basic organizational responsibilities. Here are some of the
following:
 Organizing – After constructing a plan the manager must organize he/she’s team and
materials according to the plan. They must assign work and grant authority to individuals for a
more motivated worker and sufficient result.
 Staffing - After a manager discerns he/she’s area's needs, they may decide to beef up the
staffing by recruiting, selecting, training, and developing employees. A manager in a large
organization often works with the company's human resources department to accomplish this
goal.
 Leading – Managers need to do more then jus, organize, and staff their team to achieve a
goal. Managers must also lead by example. This involves motivating, communicating, guiding,
and encouraging. It requires the manager to coach, assist, and problem solve with employees
and use positive and constructive reinforcement.
 Controlling - After the other things are in place the manager's job is not finished. He/she
needs to continuously check results against goals and take any corrective actions necessary
to make sure that his area's plans remain on track and are positivity on-going.
Principles/Ideologies
These principles and ideologies are very important to a manager and to the workforce. It gives a
manager perspective and tactic and gives the workforce a structured knowhow on their job. To be
organized is to be disciplined and working with a manager that is disciplined, strict but fair is a
balanced boss. Giving the workforce motivational objectives to complete to boost their confidence is
another really important thing in the workforce. A good manager will be considerate and unbiased
towards everyone in the office.
These principles are in check so that everything works as a system. A collaborated workforce will be
the result of good planning and more likely to have a healthy work environment.
Smart Goals
Smart Goals stands for Specific, Measurable, Agreed Upon, Realistic Time-Based.

6. Specific:
 Well Defined
 Clear to any one that has a clear knowledge of the project
Measurable
 Know if the goal is attainable and how far away is completion
 Finding out if you have achieved your goal
Agreed Upon
 To agree with all the stakeholders what the goals should be
Realistic
 Within the availability of resources, knowledge and time
Time-Based
 How much time to achieve the task our goal.
 Don’t overlap your time schedule our it may effect performance
Strategy Affective/Ineffective
A good strategy is if you have planned your project before hand and turn your attention to
developing several goals that will enable you to be successful. Goals should be SMAT.
A bad strategy is being more dictated as a manager because the workforce may feel threatened by
you and might begin to disrespect you for your arrogance if you’re not been helpful our constructive
in the work force. This could be a result that may affect the system of your team and become
scattered and diverse unless certain goals are organized and accomplished with positive
reinforcement.