Running Head: MOTIVATING PROJECT TEAM STRATEGY 1 Motivating Project Team Strategy Marchello Williams HR Project Management MPM468-1804B-01 11/28/18 Motivating Project Team Strategy Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors. Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality. To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand. Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated. Describe the theory that most closely aligns with how you intend to motivate your team. The Big five theory is the one that most closely aligns to Atman test motivation assessment. Big five theory refers to a research in the field of psychology which that is founded from the notion that common personality traits are captured by five dimensions, the O-C-E-A-N mnemonic. This mnemonic stands for openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism (Turner, 2014). Openness to experience High scorers in this dimension are curious, nontraditional and creative in general and they easily break the mold of typical approaches because of their intellectual curiosity. Low scores in this dimension are conventional and tend .

1. Running Head: MOTIVATING PROJECT TEAM STRATEGY 1
Motivating Project Team Strategy
Marchello Williams
HR Project Management MPM468-1804B-01
11/28/18
Motivating Project Team Strategy
Binder (2016) defines motivation as the potency that
initiates, escorts and conserves goal-oriented performance. It is
a psychological trait. The method I will employ in the
determination on how my team members will be motivated is
the Atman test. Atman test can be defined as a scientifically
authenticated psychometric instrument that measures
characteristic of character. This method is based on the
personality theory factors.
Atman test accounts for 11 dimensions of individual
personality through grouping them into five sections which

2. include; thinking structure, motivation, leadership, sociability,
and resistance to stress. In order to carry out a successful
motivating assessment, one needs to understand what motivates
the employees as well as what demotivates them, hence the
reason why dimensions that are out of motivation are included
in this test to equip the motivator with the full picture of
employees personality.
To carry out an assessment with this method, employees
are required to fill the Atman platform, which can be done from
any computer, thereafter the motivator goes back to the
platform and views the employee's results. Atman platforms
evaluate 11 dimensions of the bipolar scale. For instance, the
sociability scale depicts the state of the employee between
being introverted and being extroverted. Nature scale, on the
other hand, depicts what motivates employees in one hand as
well as demotivating them from the other hand.
Atman test reveals to the motivator the kind of employees
available. They can either be team oriented or result oriented.
The test also reveals if the employees are traditional or
adaptable. Result oriented employees will be motivated to attain
the aimed results. Team oriented, on the other hand, cannot be
motivated directly, this motivation can demotivate them.
Traditional employees who are used to work as per their
policies fail to catch up in structured work plans, this will
demotivate them. Adaptable employees catch up with any
structure thus easily motivated.
Describe the theory that most closely aligns with how you
intend to motivate your team.
The Big five theory is the one that most closely aligns to
Atman test motivation assessment. Big five theory refers to a
research in the field of psychology which that is founded from
the notion that common personality traits are captured by five
dimensions, the O-C-E-A-N mnemonic. This mnemonic stands
for openness to experience, conscientiousness, extroversion,

3. agreeableness, and neuroticism (Turner, 2014).
Openness to experience
High scorers in this dimension are curious, nontraditional
and creative in general and they easily break the mold of typical
approaches because of their intellectual curiosity. Low scores in
this dimension are conventional and tend to be vigilant when
confronted with problems.
Conscientiousness
Those who score high in this dimensions tend to be
responsible, self-disciplined and more organized in carrying out
their tasks. They include top performing students in academic
performance and the employees who persevere and strive to
ensure that they excel. The low scorers tend to be careless,
unstructured in their jobs and are always close to chaos.
Extroversion
Those who score high here tend to be energetic and
assertive. The low scorers are those that are victims of casting
spotlight on their fellows and are victims of misinterpretation of
issues.
Agreeableness
Those who score high in this dimension tend to be more
tender-minded, trusting and good- nurtured. They are best
performers in non-profitable organizations and they play roles
beyond their limits when they want to assist. Those who score
low here tend to be selfish and cold in carrying out their tasks.

4. Neuroticism
Sometimes referred to as emotional instability. Those who
score high here tend to be emotional distress. Those who score
low have a negative tendency of interpreting situations thus
making it difficult for them to cope with the stressor (Le Roy &
Fernandez, 2015). In general, there is no perfect result that will
crown top scorers better than the low scores in these
diminutions. What determines the score is the type of job, the
context and the situation of the job where the theory is being
made use of.
Describe which facilitation techniques you will use to have the
project team input to the motivation plan and which team-
building activities that you plan to implement. Provide a visual
example.
Facilitation techniques
Treating motivation as a complex topic: Assigning
predetermined employees motivation is a trap that one should
take care not become a victim. There is no journal that will
clearly explain the source of ambitions to your employees.
Therefore motivation should be treated as a complex aspect that
has deep roots and one should take enough time to understand
what gears his/her employees.
Encourage members to work smarter and not harder: Valuable
experiences should be impacted into the employers rather than
encouraging them to work hard at all times. Employees should
be provided with an environment full of resources and support
alongside emphasis of the purpose. This will enhance their
fitting into your plan.
Hire wisely: Motivated individuals should be scrutinized during
the hiring process. This offers a feel for the potential outlook of

5. the advertised job.
Take care of your people: Neglecting workers basic needs of
your people will demotivate them. Giving them what belongs to
them and listening and reacting to their grievances shows them
that you really care for them, this will enhance their fitting into
your plan.
Team building activities
Team building activities refer to the entire activities that work
to enhance the social relationships as well as role definition
within teams. A number of activities are involved. Some of
these activities include Training, coaching, supporting one
another, motivating each other, offering solutions to colleagues
when they are in need, advanced collaboration and overall
support.
What activities or tasks have you added to the project plan to
make sure that this important activity is not overlooked?
Collaboration
Collaboration involves working together towards one goal by
sharing minds and ideas. This task will work to serve the
following.
Enhancing reasoning and brainstorming ideas to generate
solutions by bringing groups together whereby each group will
provide different perspectives to the problem underway. Putting
heads together implies better and quick solutions.
Enhancing the equal participation of the members included.
Collaboration opens up communication in all dimensions and
this encourages new ideas from all levels within an organization
and not just the top officials.
Enhances a strong sense of purpose. Truly cooperating groups
get to understand the value of working together. They tend to

6. understand the meaningfulness of working together and
distinguishing this from forced work.
Coaching
Team coaching refers to an approach of evaluating how team
members operate and thereafter generating the means through
which their functioning can be enhanced. Coaching includes the
following.
Partnership with team elder for easy identification of the goals
Proactive engagement in productive conversations with your
team members
Conducting a coaching evolutions
Organizing an individual meeting to support the progress.
References
Binder, J. (2016). Global project management: communication,
collaboration and management across borders. Routledge.
Le Roy, F., & Fernandez, A. S. (2015). Managing coopetitive
tensions at the working‐group level: The rise of the coopetitive
project team. British Journal of Management, 26(4), 671-688.
Turner, J. R. (2014). Handbook of project-based
management(Vol. 92). New York, NY: McGraw-hill.