Creating a positive influence that would increase the motivation, job satisfaction and performance of team members in any project is one of the major challenges faced by project managers. In order to ensure that adequate positive influence is created amongst team members, a project manager must develop appropriate plans to influence his team (Lewis, 2011; Jones, 2007). This essay illustrates a plan that would be used to influence team members in a project.
Firstly, a detailed explanation of the positive outcomes of achieving goals and objectives of the project and the related benefits that team members are likely to obtain from involvement in the project must be adequately and clearly explained to all team members. This would help in ensuring that all team members know what is expected from them.
Secondly, a sense of curiosity would be build amongst team members to make workers curious, and to enhance willingness of team members to learn new things. This would also help in increasing the interest of team members in the project. Creating curiosity amongst workers would also help in motivating them and urging them to want to learn more (Fisher & Fisher, 2008; Smith, 2011). Creativity would be inspired by providing freedom to workers to determine their destinies as well as providing workers with adequate resources that would enable them accomplish their duties and responsibilities.
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Thirdly, workers would be brought together so that all team members could work collectively towards achieving goals and objectives of the project. Various activities in the project would be divided into smaller tasks that should be achieved by individual group members.
Fourthly, a competitive work environment would be created by dividing team members into smaller groups and each group assigned specific tasks to accomplish. Moreover, all team members would be challenged to achieve all goals and objectives assigned to them. As Paul and Robertson (2010) and Wong (2008) assert, challenging employees to achieve assigned goals and objectives usually helps in influencing their performance and productivity at the workplace.
Fifthly, incentives would also be introduced to inspire and motivate team members to work harder towards achieving and realizing goals and objectives of the project. This would entail designing appropriate techniques and tools for recognizing and rewarding high-quality works within the project. Leonard-Barton and Swap (2009) affirm that the best way to motivate employees is to recognize and reward hard work. Thus, the recognition tools would help in motivating and improving job performance of the team members. Various incentives such as monetary rewards like pay bonuses and non-monetary rewards like promotions and recognitions would be used to influence the motivation, job satisfaction and performance of team members.
Moreover, team members would also be allowed to control their destinies. Team members would be given freedom and chances to choose what they want or would like to do in the project. This would result into specialization and division of labor, hence improved performance. This would also increase job satisfaction. Smith (2011) also asserts that inspiring employees to be creative and empowering them to use their creativity is a fruitful management tool that can be used by managers to improve motivation, job satisfaction and performance at the workplace.
Last but not least, appropriate strategies that support continuous learning, training and development of workers in the project would also be formulated. This would be achieved through encouraging team members to register, subscribe and obtain membership for various professional associations.
Differences in Attitudes, Emotions, Personalities, and Values amongst Team Members
Some of the major differences in attitudes, emotions, personalities and values include how team members rate their work in the project. Different people would have different attitudes towards work. For example, young people would be motivated to work harder in order to obtain promotions whereas old workers would work harder in order to obtain recognition. The values that people hold would also vary depending on their socio-cultural beliefs and traditional backgrounds.
The differences in attitudes and emotions towards other team members are likely to impact interpersonal relationships amongst team members. For example, people who have negative attitudes against other team members would fail to cooperate or work harmoniously with other team members. Similarly, differences in personalities such as egoism or self-centeredness would also affect interpersonal relationships within the team. For instance, people who are so proud about their achievements may not work well with people who have achieved less in the project. Negative attitudes are also likely to lead to disengagement of workers in project activities as well as non-performance of duties and responsibilities (Reiss, 2008). People with negative attitudes are also likely to have low job satisfactions. Moreover, negative attitudes and emotions and poor personalities would also lead to increased complaints within the team. Personal values such as truthfulness would also influence behavior of workers.
Addressing Differences amongst Team Members
The differences in attitudes, emotions, personalities and values among the people identified above would be effectively addressed by through proper conflict management and resolution techniques such as negotiation and mediation. In addition, differences such as negative attitudes towards other people and social stereotypes would be addressed by building and maintaining a team of people with diverse socio-cultural backgrounds. Members of the team would also be encouraged to embrace social diversity amongst them.
Last but not least, the differences in attitudes, emotions, personalities and values would also be addressed by creating a collaborative work environment that permits adequate cooperation and teamwork amongst the team members.
In conclusion, this plan depicts how various differences in attitudes, emotions, personalities and values can be addressed and influenced in order to ensure maximum productivity within the project.