Motivating A Team Submitted by: Group3 Chirag Mehta Kanika Singhal Priyanka Mohanta Mohit Nimbalkar

Overview - Performance is a function of the interaction between an individual’s motivation, ability, and environment. Motivation is one of the forces that lead to performance. Motivation is defined as the desire to achieve a goal or a certain performance level, leading to goal-directed behaviour.

Types of Motivation There are two main types of motivation – extrinsic and intrinsic. Extrinsic motivation is when you use external factors to encourage your team to do what you want. Pay raises, time off, bonus checks, and the threat of job loss are all extrinsic motivators – some positive, some less so. Intrinsic motivation is internal. It's about having a personal desire to overcome a challenge, to produce high-quality work, or to interact with team members you like and trust. Intrinsically motivated people get a great deal of satisfaction and enjoyment from what they do. Every team member is different, and will likely have different motivators. So, it's important to get to know your people, discover what motivates them and find a good mixture of extrinsic and intrinsic motivators, so that you can motivate them successfully.

Leading by Example Company- Cognizant During the training period the manager was very supportive. One could always approach her with any difficulties regarding the instructor, or technical difficulties etc. The manager gave personal attention to all the trainees, arranged for extra classes if required, gave permissions to stay late in office to practice etc. Even at the time of evaluation, when some of the candidates could not qualify the exam with requisite marks, the second attempt would be scheduled according to the candidates in consensus. This motivated them to work hard and clear the evaluation. Also it showed that the manager cared for individual growth of the employees. Result – All the trainees in her batch cleared the tests.

Motivating through employee relations Company - SAIL Leaders are respected if they can form good bonds with their employee or subordinates. Sometimes when the manager had to extract more involvement from his employees, the employees were supported by moral reasoning or by personal relations. If a manager had good relations with his employees, they would resist less for an extra work as directed by him because they know that the benefits would also reach the employees as well, like good performance appraisal and grievance addressed quickly. This also benefited the manager because due to his approachability, the subordinates would not only share the problems on site but also they gave advices which could directly impact the projects on site. This helped the manager take better decision because of better knowledge of the site.

Motivating through decisiveness A leader should always be ready to take decisions when required. When there were situations like peak season in which the demand was high and workers had to increase their productivity and speed, the line manager would become strict with deadlines and encouraged them by giving various benefits like a free lunch etc. In another company (consulting), the manager used to keep meetings exclusively for brainstorming through a problem or challenge and encouraged creative ideas by the team members. The manager would consider all the different possible solutions suggested by the subordinates which made the employees feel more valued within the firm.

Powerful methods of motivating your team - Pay your people what they are worth Provide them with a pleasant place to work Offer opportunities for self development Foster collaboration within the team Encourage happiness Don’t Punish failure Set clear goals Don’t micromanage Avoid useless meetings Clear Goal Setting Empower People Give the right support Communicate the vision Show appreciation

Interview Interviewee Name: Nilesh Raj Company Name: Tata Steel He was a motivated employee. The reasons are - The kind of work he used to do. The people who he worked with. People were collaborative. They helped him get the hang of the steel industry Not a very strict boss. He gave him a lot of space to work. The boss gave ample amount of time. He used to help him out if he wasn’t able to do it, instead of getting angry. It was a pleasant place to work. (Office space, food, cost etc.) Self Development Programmes. MDP Programmes. Six Sigma Training. He had regular meetings with his team.

Interview Interviewee Name: Rishikesh Ranjan Company Name: Macleods Pharmaceuticals Ltd. He was highly dis-satisfied employee because of the following- Micromanagement No fairness in the system No work- life balance No work culture HR policies not employee friendly Job pressure Result – Left job after 1 month

Conclusion For a team to be great, motivation is a crucial factor. A good team worker is a leader who can set the bar, inspire and motivate his team to reach the greatness. To motivate a team one has to be able to wear many hats of responsibilities, like leading by example, being decisive, pushing the limits, having good employee-manager relationship, boosting creative brainstorming, being open to their advice etc.