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This is an 8 page paper which discusses team based motivation methods.
The bibliography has 5 resoures.
Page Count:
8 pages (~225 words per page)
File: D0_JHDoin.rtf
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Unformatted sample text from the term paper:
that teams inevitably get better result than individuals; are a productive and flexible way to get tasks completed; can assimilate well with corporate structures already in place; and can promote
improved learning and performance. The issue then becomes the best manner in which to reward, recognize, and provide incentives for individuals as members of teams. To determine the
best way to motivate a team, it is of primary importance to understand what motivates each individual on a team. Individuals can be divided into four categories; decisive employees,
influential employees, steady employees and compliant employees. Each categories has specific interests and work habits that should be considered when determining the best method of motivation. Rewards can
include a variety of options which may include prizes ranging in value from high to low, gift certificates, cash bonuses, paid time-off and team activities such as pizza parties and
casual dress days. Employees can be motivated by recognition which can include certificates of achievement, honorary luncheons, trophies and award ceremonies, etc. SITUATION ANALYSIS With the onset of new
technology and communication techniques, the individual based systems for doing work and distributing rewards no longer enhancing worker productivity (Silverman, 1995). In the past, the individual based system for
doing work has simply promoted the pass the buck accountability (Silverman, 1995). It has been determined that a team concept or approach to work is a more effective and responsive
way to get the work done (Silverman, 1995). Team work is seen as a way to provide flexibility to individuals as there are several individuals within their team
that can help to keep the work or project on track (Silverman, 1995). Team work is also seen as a way to improve productivity and learning (Silverman, 1995). Jon Katzenback
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