The efficiency of the teamwork has to be profoundly analyzed since it defines the quality of the performance of the organization (West 19). Motivation, leadership, and team dynamics are the key determiners of the efficiency of the team. In this case, the primary goal of the paper is to determine the problems mentioned above and propose the suitable solutions.
Motivation
Motivation is an essential element of work, as it increases the productivity of the workers (Landy and Conte 365). In the case, study Parker paid substantial attention to the quantity of the production. Additionally, he tried to motivate other team members with the assistance of the financial award. It has to be mentioned that he was acting aggressively.
Nonetheless, his aggressive behavior was able to create the competition among the other team members and encourage them to work harder. However, in the end, they were not able to achieve the desired goal since each team player required an individual approach.
In this case, different motivational strategies have to be used for every person. It is evident that every individual has a personal perception of the success and consider various factors as the key motivators (Haivas, Hofmans and Papermans 326). It is apparent that drive, incentive, arousal, and instinct models are actively used as motivators (“Approaches to Motivation” par. 4).
In this case, it is evident that aggressive leadership and cultivation were suitable methods to motivate all the team members expect of Millar. It is clear that Parker should encourage Millar to do his job by praising his efforts and contribution. In this instance, Millar would have worked harder since he would be interested in hearing positive statements about his personality.
Leadership
Leadership is essential and involves various activities, which supervise the teams (Clarke-Epstein 11). It is apparent that in this case, the aggressive leadership style was not appropriate. It is evident that the leader was not considering the opinions and views of the team members. Additionally, he did not try to find the solutions to the conflicts. Using this approach was motivational and practical only for some members of the team.
It is apparent that being more democratic and taking opinions and suggestions of the other team members into account would have been a better solution. In this instance, the most appropriate and efficient approach would have been found, and the work would have been completed on time.
Lastly, being more democratic will involve strong interactions and motivate people more effectively since; in this case, the team members would not feel ashamed to express their dissatisfaction with work and propose potential solutions to enhance the efficiency of the working process.
Team Dynamics
Team dynamics involves the interaction of two or more individuals to reach the business purposes (Eckes 3). It is apparent that there is an intense interdependence between team dynamics, leadership, and motivation. It is evident that the lack of motivation and aggressive leadership style resulted in the creation of misconceptions about the roles of the teams.
Additionally, the lack of communication created the conflicting attitudes towards each other between different team members. It could be said that these are the primary problems, which were revealed while analyzing the group dynamics in the case study.
As for the solutions, it is apparent that implementations of more democratic leadership approach and the introduction of the individual motivational methods will result in the improvement of the positive relationships within the group. Nonetheless, in this instance, the leader has to contribute to the development of communication within the group. It is evident that sufficient flow of information will assist in finding relevant and suitable solutions to the rising problems.
Works Cited
Approaches to Motivation 2014. Web.
Clarke-Epstein, Chris. 78 Important Questions Every Leader Should Ask and Answer. New York: American Management Association, 2002. Print.
Eckes, George. Six Sigma Team Dynamics: The Elusive Key to Project Success. Hoboken: John Wiley & Sons, Ltd, 2003. Print.
Haivas, Simona, Joeri Hofmans and Roland Papermans.” ‘What Motivates You Doesn’t Motivate Me’: Individual Differences in the Needs Satisfaction–Motivation Relationship of Romanian Volunteers.” Applied Psychology 63.2 (2014): 326-343. Print.
Landy, Frank, and Jeffrey Conte. Work in the 21st Century: An Introduction to Industrial and Organizational Psychology. Hoboken: John Wiley & Sons, Ltd, 2009. Print.
West, Michael. Effective Teamwork: Practical Lessons from Organizational Research. Hoboken: John Wiley & Sons, Ltd, 2012. Print.