Supervisory Management Unit 3

Assignment

Motivation

To win the loyalty of their customers, businesses must start by winning the confidence of their workers. Companies rely on the effectiveness of their managers – who link upper management to the rest of the organization – to foster business growth. As a result, supervisors have to devise ways of tapping into the morale of their team members to encourage accomplishment of work goals.

Employees usually blame supervisors for their lack of motivation. However simply being good at one’s job doesn’t cut it. This unit covers how a supervisor or manager could boost the morale of his team members, and it explains why motivation is important when it comes to organizational teamwork.

How to Encourage Teamwork

In most organizational settings, change is perceived in a negative light, which is why making time to communicate and build strong bonds is the best approach to boost employee confidence. Employees become more motivated and committed when their leaders share their goals, vision, and optimism. The following motivational tips boost teamwork among employees.

Regular communication

Communication creates an inclusive environment which motivates employees. Regular communication equips employees with the information they need to execute their duties. In addition, it makes them feel recognized, important, and binds the workers with their superiors and with the organization, in general.

Clear, transparent, and genuine communication is essential. Whether a supervisor is busy or not, he has to make time for his team: by taking them to lunch, taking office rounds in the afternoons, or just making time to talk to each member of his team regularly. Not doing so drifts them apart.

Convey leadership’s sanguinity

By helping employees understand how leadership thinks – its sanguinity and vision – the supervisor eliminates pessimism. Team members begin to act and think in a manner that drives results. When people start believing that they could succeed, they become self-motivated and work more aggressively towards their goals. As a result, supervisors must seek every opportunity they get to convey their optimism to their team members – through all they say and do.

Share the vision

Optimism inspires people to be their best, but is has to be coupled with vision. By telling team members where the organization was, where it is currently, and where it is heading, they get something to look forward to. When the supervisor share’s the organization’s plan for a better and brighter future, the action it must take, and constantly remind his team members the reasons that will make them successful, their spirit of teamwork becomes rejuvenated.

Build healthy relationships

Real motivation lies behind trust. When the presence of leadership is felt among employees, they feel at ease and more willing to follow its vision. Relationships help supervisors know their team members better, that is, how they can motivate them, coach them, and lead them more effectively. In addition, bonds help team members know their supervisor as well. In essence, the best motivators are those who have a good relationship with their teammates.

Create purpose within the team

Purpose pushes people to a level that is beyond their comprehension. The desire to make a difference makes people go the extra mile to achieve their goals. Sitting down with each employee, trying to understand their personal goals, and then integrating them into the organization’s vision intensifies their urge to take action. By creating purpose-driven goals, supervisors tap into the morale of their team members by making them feel that what they are doing is positively contributing to the general success of the company and the world as a whole.

Care for the team

All employees like feeling valued. When team members believe that you care for them, they will invest their highest potential in their work. Supervisors who make time to invest in their teams gain creativity, productivity, and loyalty. Care is the greatest motivator of all.

Why Motivation is Important

Motivation encourages action. Every goal has a financial, physical, and human resource aspect. Through motivation, the human resource aspect can be fully utilized. Creating willingness on the part of the employee helps a business secure the best possible exploitation of resources.

It increases efficiency. Qualifications and abilities play a major role when it comes to appointing employees to certain positions. However, performance is dependent on filling the gap between one’s ability and his willingness to work. Motivation not only helps fill the gap, it also enables employees to increase their output, to reduce operational costs, and generally improve efficiency.

Helps organizations achieve their goals. Organizations usually concentrate their efforts on adequate utilization of resources, creation of a collective work environment, and the creation of purpose-driven objectives to reach a common goal(s). Motivation enables supervisors and employees to work together to achieve collective organizational objectives.

It builds strong bonds. Action, that promote enthusiasm among employees, does not need to be expensive. In fact, company financed events have a short-term effect compared to how employees are treated in their workplace every day. Factors such as attention from supervisors, employee-oriented policies, and genuine care go a long way toward appreciating and valuing team members and fostering healthy relationships.

It helps reveal a clear sense of direction. The best leaders are the ones who come up with clear frameworks that outline expected performance. When employees know what is expected of them, they act in a manner that is consistent with their organization’s expectations.

It creates an environment in which employees feel inspired to work. However, an inspirational environment is not enough; supervisors must also consider factors such as creating a bottom line, criticizing worker performance, and measure success.

It stabilizes the workforce. Employees, who enjoy working for their organization, will talk about their great experience with their friends. Consequently, the venture will gain a good reputation with time. When a vacancy becomes available, it will attract the best and the brightest employees due to the excellent reputation that the organization has.

Conclusion

To achieve success, supervisors must believe in their teams’ ability to achieve success. Not believing in something leads to inaction. When directors genuinely believe that their organizations can achieve success, they transfer their belief to their team members. This fuels action and produces the desired results.