How Motivation Influences Individual and Team Performance in the Workplace

By Ahmad Fuad
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​Introduction
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​Managing the levels of motivation in an organization has never been easy. Employees can appear outwardly motivated, however, in reality, they are demotivated. In contrast, there are other employees who might be seen as being ineffective and incompetent, but in the real sense, they are motivated and have positive attitudes and increased levels of motivation. Knowing how to assess and diagnose motivation is the key to success in creating an efficient environment.

Levels of Motivation for Individuals and Teams in the Workplace
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There are several benefits which are associated with a motivated team in the organization. High levels of motivation can impact an individual positively; indeed, where there is high motivation there is success in the organization, and also there is a willingness from the employee to put out their best effort.

Increased levels of motivation ensure employee engagement, and this is an aspect that has caught the attention of most employers to sustain this level of motivation. Undeniably, high motivation will enable an organization to achieve its goals much faster.

“Yuriev, Boiral, Francoeur and Paillé, 2018” confirm that high levels of motivation ensure better productivity, which allows the employer to make sure that their employees are on the right path. In addition, individuals can easily avoid being absent from work as a result of the commitment they have created within themselves.

Highly motivated individuals are also considered ambassadors for the organization, leading to better reputations and an increased clientele base “Steinbauer, Renn, Chen and Rhew, 2018”. Lastly, with such levels of motivation, individuals are able to improve the quality of their company’s products, and this applies to those in the customer service segment, who deal directly with clients.

When such individuals are not motivated, most of them seem to have higher absence rates because they are not content with their workplaces. The individuals can also decide to leave the organization, and this will lead to increased turnover rates in the long-run.

When teams are considered, it is vital to note that motivation is usually a yardstick that is used to attract and retain a team in an organization. Motivating groups of people in the organization ensures a better working environment “Moon, Youn, Hur and Kim, 2018”.

Motivated teams are often more productive when compared to those that are not motivated. This happens because they work together with a goal to achieve better results for the organization. However, leaders ought to understand that the teams are comprised of different individuals who have varied needs and motivating factors.

Hence it is critical to understand what can motivate each one of them. Furthermore, motivated teams can easily work together leading to major achievements as opposed to those who are not motivated. Less motivated teams will tend to finish their assigned duties and assignments as individuals, and this might take more time than anticipated.

Motivated teams will brainstorm and offer suggestions that can be used to accomplish a given task within the stipulated deadlines. Moreover, motivated teams in an organization can seek guidance and counsel from one another while working on their projects.

This collaboration will help them come up with solutions that are easy to apply, leading to minimized costs and reduced time wasted on consultants. In contrast, those who are not motivated will present difficult tasks as queries to their unit managers. This process takes time as managers will need to consult others, resulting in time wastage and increased costs in some scenarios.

Theories and Strategies Available to Assist in Sustaining Motivation within an Organization

There are different theories that are used in organizations to ensure motivation sustainability. Maslow’s Hierarchy addresses human motivation factors. There are different needs that are basic, and when they are not available the rest of the activities in the organization don't matter.

When such needs are satisfied, other higher needs come into place. In essence, if the needs which are at the bottom of the hierarchy have been satisfied, they do not become motivators and so on, hence there is a need to move higher up the hierarchy.

The basic needs according to the theory are physiological needs, and these include water, food, and other biological needs. Once this need is satisfied, humans move to their safety needs, then to their social needs which are the desire to bond with other individuals in society. The next need is self-esteem, which is followed by self-actualization as shown below.

(Maslow, 1943)

The ERG theory provides human needs under three different categories which are growth, relatedness, and existence. Existence is similar to the physiological and safety needs which exist in the Maslow’s theory, while relatedness stands for individual social needs. Growth stands for self-actualization and esteem.

The theory allows individuals to move from one need to the other when they are frustrated by one need. The theory implies that managers should always recognize all the needs of their workers if they desire to sustain their motivation.

(Alderfer, 1969)

There are also different strategies that can be used to ensure motivation sustainability in an organization. Positive feedback is a good strategy as it makes employees feel valued while going through their daily activities in the organization “Ristic, Selakovic and Qureshi, 2017”.

In addition, employees need to be praised when they excel in their different areas of operation, as this ensures an enjoyable working environment leading to increased motivation in the organization.

“Van Staden and Ellis 2017” confirm that organizations need to have a recognition program for their employees where they are given financial incentives when they excel. This can motivate them to be more productive leading to the overall success of the organization.

The Role of the Middle Manager in Maintaining Motivation in the Workplace

Managers need to find different ways by which their workforce can be motivated in the organization. This will ensure job satisfaction and productivity for the organization as a whole. Managers should understand that they cannot force workers to be successful.

However, they can motivate them through proper incentives, fair treatment, and compensations that are adequate. They have a role in leading their employees by example while motivating them to be the best in their different departments. They have a role of combining the goals of the organization with those of the individual workers “Jacobs, Johnson and Hassell, 2018”.

This usually requires communication and strategic planning, because the manager is required to inform the workers of what is expected of them. When they operate without goals and standards to meet, the manager can easily feel frustrated by the low efficiency from the workers.

This will, in turn, frustrate them because they will feel inadequate in their positions. When goals are not understood, feelings of failure and disappointment often arise. The manager should also understand the things that motivate individual workers in the organization “Gillet, Fouquereau, Vallerand, Abraham and Colombat, 2018”.

There are those who are usually motivated by benefits and incentives, while others are only motivated by praises. However, there are those who are commonly motivated by work-life balance. As a manager, one should assess their workers' underlying motivations and responsibilities.

Through an employee analysis, the manager will be able to meet with the employees individually, with the main aim of discussing all their work-related issues. Most workers usually appreciate when their managers or leaders have an interest in what motivates them. In addition, the manager needs to lead by example, and this is a good motivating component for most workers in an organization.

When the managers are lazy, allow their tempers to flare or are prone to procrastination, they will inevitably get similar behaviors from their employees. The managers should behave in a manner they would like their employees to behave. It is thus vital for the managers to show respect, offer praise and speak kindly with all their employees.

Lastly, the idea of fairness is vital and often known to be a motivating factor among workers in an organization “Anicich and Hirsh, 2017”. The manager should come up with fair incentive systems, with different benefits and rewards that ensure the employees are motivated in their areas of work.

The manager should never show favoritism, and always incorporate compensation programs that are fair, while offering performance evaluations and policies in the organization. The managers have a responsibility and role of establishing consistent and equitable work environments.

Motivating individuals and teams in the organization should be the desire of all leaders. This is a critical aspect in the workplace, as it ensures better employee performance and this is a ripple effect on the company's bottom and upper lines as well. It is therefore vital to motivate employees regularly.

Motivation is an organization’s responsibility, and the key to an effective strategy is to offer incentives that appeal to the personalities of individuals in the organization. Managers, therefore, need to understand what motivates their workers to act accordingly.

The Impact of Communication Barriers on Individuals and Teams, and Strategies to Overcome Them.

Communication skills are truly significant for every individual in any company. Every employee should have good communication skills to interact effectively with clients or with their colleagues. This section will discuss and evaluate communication barriers and their effects on individuals, teams, and how these barriers will affect the company’s goals and objectives.

It will also address strategies and methods to overcome communication barriers. The report will go through various communication barriers including language barriers, psychological barriers, physiological barriers, systematic and structural barriers, attitudinal barriers, and semantic barriers.

1. Types of Communication Barriers and Their Effects on a Company’s Goals and Objectives:

1.1 Language Barrier
One of the most common barriers of communication within an organization is the language barrier. This barrier has made communication a challenge in the workplace. When workers do not speak the same language, they find it difficult to understand the meanings of words from other employees. This issue often leads to misunderstandings and could also lead to division among employees. The workers’ morale is likely to be lower when they do not understand each other.

1.2 Psychological Barrier
A psychological barrier usually arises from emotions and attitudes. When a worker does not feel good about the message being communicated, he is likely to distort it. Such workers might also perceive the sender in a negative manner which might lead to misunderstandings. For instance, when there is poor management in an organization, workers will perceive the manager negatively which will lead to a lack of communication and trust.

1.3 Physiological Barrier
Physiological barriers refer to the physical conditions that prevent effective communication from taking place. This includes poor eyesight, hearing impairments, or even distractions within the environment. Such barriers can be detrimental to the success of an organization as they affect the ability to convey messages accurately.

1.4 Systematic and Structural Barriers
There are often barriers that are created by the system in the organization. For example, a lack of proper feedback channels can hinder communication. An organization should have a system in place that facilitates communication among employees. These barriers can lead to low productivity and may hinder the accomplishment of organizational goals.

1.5 Attitudinal Barriers
The attitudes of employees toward each other can be a barrier to communication. Workers who have negative attitudes toward their colleagues will tend to withhold important information, leading to a lack of collaboration within teams. A negative attitude can also lead to reduced morale among employees.

1.6 Semantic Barriers
Semantic barriers arise from the interpretation of words and phrases. This is especially common when employees come from different cultural backgrounds. Different meanings assigned to certain words can lead to miscommunication and misunderstandings.

2. Strategies to Overcome Communication Barriers

2.1 Educate Employees on Effective Communication
Employers should invest in training programs that educate employees on effective communication skills. This training should encompass listening skills, non-verbal communication, and clarity in messaging. When employees understand the importance of effective communication, they are more likely to apply these skills in their interactions.

2.2 Use Simple Language
To overcome semantic barriers, it is essential to use simple and clear language. Avoiding jargon or complex phrases will ensure that messages are easily understood by everyone in the organization.

2.3 Encourage Open Communication
Creating an open communication culture allows employees to feel comfortable expressing their thoughts and concerns. Management should encourage feedback and ensure that employees are heard. This will help build trust and transparency within the organization.

2.4 Address Attitudinal Issues
Employers should address negative attitudes among employees through team-building activities and conflict resolution programs. Creating a positive work environment will foster better communication and collaboration.

2.5 Provide Regular Feedback
Establishing a feedback system allows employees to understand their performance and areas for improvement. Regular feedback ensures that employees are aligned with organizational goals and objectives.

2.6 Promote Active Listening
Active listening is crucial in overcoming communication barriers. Employers should encourage employees to listen attentively to each other and seek clarification when necessary. This will prevent misunderstandings and ensure that everyone is on the same page.

Conclusion

In conclusion, there are numerous communication barriers that hinder effective communication between individuals in the company, which also impede the company from achieving its goals. A company should work diligently to make sure that all employees have effective communication skills. There are many ways to eliminate these barriers. For instance, managers should address differences in perceptions, use simple language, lessen or eliminate noise levels, be attentive and listen carefully, be emotionally stable, select the appropriate channel and take a rest if they feel sick. In addition, a manager should give constructive feedback, avoid overworking staff, and must not put significant pressure on staff to reach the goal.

References
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