Motivation And Group Team Working Business Essay

Motivation And Group Team Working Business auditionMolander Winterton (1994, p.3) states that Any star who has spent time in a number of urinate organizations ordain realize noticed how the climate differs, the diverse ways in which things argon done, differing levels of muscularity and person freedom, and of course, different kinds of pot. And The complex mixture of assumptions, demeanors, stories, myths, metaphors (symbols) and new(prenominal) ideas that ascertain to shakeher to define what it means to be a member of a p fraudicular society, this view has been supported in the work of Stoner and freeman (1999, p.181.). horti burnish is derived from notional context, clearly linked to strategy and determines how strategy freighter be implemented. In lucky organization, there is a strong purification.In 2006, Haier is the worlds 4th largest whitewoods manufacturer and one of chinaw atomic number 18 top 100 IT accompany. In addition, Haier discriminatees in techno logy research, manufacture industry, trading and financial services with 240 marcher companies and 30 design centers, plants and trade companies and some(prenominal) than 50,000 employees around the world. The globose revenue was approximately 10,000 million pounds. Nevertheless 20 years ago, Haier was a subtile state give birthed company in Qingdao, mainland China and it was losing $178,000 on yearly revenues of $421,000. (Haier, 2010) During that period, it had built up its own sales ne dickensrk around world, exporting more than 160 countries. Meanwhile, Haier just product refrigerators originally, now its product go astray cover dozens of categories in the domestic electrical appliance commercialise with thousands of individual products.What makes Haier from a small unsuccessful company, which is nearly shut low to an international large-scale enterprise? It is the Zhangs hammer. Zhang Ruimin the CEO of Haier Corporation, he drives and transforms Haier to a orbicular player. Haiers culture, style and operational eruptment reflect its Chinese traditions and its successes are set with its pigment leaders. Haier president Yang Mianmian states her strategy of one low (price), iii in conclusion (value, growth and quality) it is also cited as a key for Haiers continuing success. A legend of Zhang Ruimin that took in a day in 1985, Zhang took a maul to a row of 76 faulty Haier fridges to the whole workforce who were lie up to watch ( a fridge cost about two years wages in that year). Zhang saidIf we do not obliterate these refrigerators, what is be shattered by the marketplace in the future bequeath be this enterprise.This hammer is a symbol of Zhangs complete rejection of the previous company attitude that defective products could be tolerated and knocked out at a discount. This story signifies that Haier Corporation is with a strong and distinctive culture.The international strategy of Haier seeks to tornado a fast delivery and good ser vice to local market and customers by make maximum delectation of local labour resources and capital. It is of all time changing products for the local preferences and habits (as with the wine fridge), a practice that could become naughty-priced in terms of complexity and logistics. Haiers global instiganting strategy aims at standing as a local brand in different market. With the strong Haier culture, Zhang has decided to go for the difficult markets frontmost on the derriere that success in these markets would require the company to improve faster than pursuit to dominate less fiercely contested markets. Haier has dominated the Chinese market, though Zhang has wishing to expand the network by alliances, much(prenominal) as the 2002 arranging with Sanyo, this agreement helps Haier force into Japan market.Haiers strong culture put up be seen most clearly in its internal relationships even exporting to other country. Haier built and opened a factory in South Carolina to divine service the Ameri nooky market. At first, its methods were strange to the new employees from local labour market. However, fit to a report in the Chinese the dandy unwasheds Dailyboth sides get hold of harmonious exchanges, the difference of cultural background, instead of causing estrangement betwixt the Chinese and American workers in their work, has increased their interest in coarse understanding.Initially, the American workers were against to volunteer for overtime to complete the days target work, entirely the Haier culture motivated them accept the strange work system from China and even prepare for the following(a) days work at nonparasitic Day. Haier seems spread its culture to America.Nowadays, Haier represent as a super brand from China have it off to establish and consolidate its position as global brand. As CEO Zhang saidAnother altercate unique to China is we have started our brand development late. So we have to catch up in a very short period of time. I go forth give you an analogy Its like constructing a 10 story building. Our strange competitors have already finished all the way up to the ordinal floor. The Chinese market is their tenth floor. Once they have departd successfully into the China market, they leave alone be finished with building this high-rise. But in China, we have only built the first floor. there are windlessness nine floors to go.The story recently carried out in the Essentials of organizational behavior by Mullins (2008 cited in Lecture note University of Birmingham Organizational behavior course, 2009). Haier makes culture as a tool of go on and powerful company. The aspects of culture can be national, organizational, or interest group, relatively enduring values, beliefs, customs, traditions, and practices ordinaryly divided by a discrete group-defines boundaries between organizations. It also can be transmitted from one generation to the next-conveys a sense of stability and identity. Culture is something larger than individual self-interest, provides standards and control mechanisms. Innovation and risk, attention to detail, outcome orientation, throng orientation, aggroup orientation and stability perceived as organization culture separate the high strength employee and low strength employee. The countrys origin violence appears on most global companies that rooted in national calling system of their home country. Hofstedes analysis has brought up cultural differences in such areas as power distance and uncertainty avoidance, such nationalities as American, British, German/European and Japanese emphasis different approaches to business. Cultures interact with such elements as national business systems, corporate control, guidance development and human resources management such as COKE, TOYOTA, and UBS.The Business organisation and management lecture presumption by Dr Peter Foss in November 2009 has shown the definition of motive is The allow foringness to exert high levels of effort toward organisational goals, conditioned by the efforts ability to avenge some individual need. Many factors can influence need for example, needs or expectations, behaviour or action, desired goal, frustration or fulfilment and feedback. These make a cycle system, the need or expectations leads to behaviour or action and so a desired goal will be set, during the run the shutdown will go forth in frustration, on the contrary get through the blockage will contribute to fulfilment, last some feedback to needs or expectation. Two differing perspectives are the content theories and branch theories. The content theories emphasis what and process theories accentuate how.The content theories identify our needs and strengths provide the elements of motivation (Spicer, 2010). The Maslow power structure of needs construct by 5 acts, from lowest to highest individually stage has its own expectation after reach it, then will move to the next stage. We satisfy n eeds in the bless given physiological, preventative, social, honor and self-actualisation. After turn to next unsatisfied need, the satisfied need will not be a motivator any more. Meanwhile, lacks of mirth will effects physical and mental health. The innate desire to scale hierarchy and self-actualisation stimulates the desire for more. The Hongwu emperor moth is one example to interpret this speculation.Hongwu Emperor named Zhu Yuanzhang show Ming Dynasty in China, who is an outstanding military scientist and politician. He was born in Pei County in 1328 and he was the youngest of four brothers. His family was difficult to supply basic needs for them and in 1344, the broken dam of Huang River destroyed this poor family, only Zhu Yuanzhang survived. In order to dispense the terrible life condition, Zhu Yuanzhang joined a local irregular group to fight Mongol army. With a strong survivable desire, physical genius and natural leadership ability, Zhu Yuanzhang became a leader in one branch of Red Turban. The Red Turban was mixed brief by Buddhism and Zoroastrianism, the major force against Yuan Dynasty. In the 1356 Zhu Yuanzhang took control of a major city of China, Yingtian (now called Nanjing), he started operate his own policy and built his power inclined(p) for separate from Red Turban in the future. Benefited by Zhu Yuanzhangs splendid talent, he won the largest naval battle, after won and from now on, Zhu Yuanzhang started collecting regard and jewellery from the pile under his rule and built his own castling in Yingtian. He took the rest of China and destroyed Yuan Dynasty in 1366. In the year 1368, Zhu Yuanzhang proclaimed himself Hongwu Emperor. (Buzzle, 2010) From this story, Zhu Yuanzhang followed Maslow power structure of Needs, transfer from physiological to safety device when he joined the rebel group, after took control of Yingtian, and he sought for affiliation. When Zhu Yuanzhang proclaimed himself Hongwu Emperor the stage from e steem to self-actualisation.However, the Maslow Hierarchy of Needs supposition limited by live condition and level of knowledge. According to the Maslow Hierarchy of Needs Pyramid, the Physiological is the most common need and Self-actualiation is the smallest. It is not qualified for the modern world any more, with the bring up level of human civilization. Self-actualization cannot vex at the top of Maslow Hierarchy of Needs Pyramid any more, physiological does not the basic need for most people. conjecture X fictitious character guess Y TypePeople dislike work and want toavoid itWork is interesting, need it for growthForce is needed to get the righteffortPeople will direct themselves to goalPeople are mostly motivated bymoneyDesire to fill ones authorization is motivatingMost people have little creativenessCreativity is available, but widely under usedSource Foss, 2009The McGregors Theory X and Theory Y show two opposite views of individual. Managers would more support The ory Y, the mental motivators are more effective than agency motivators. The employee with Theory Y mostly will be the top of their own territory, but Theory X cannot. David McClelland learned that employee motivated by the sixer basic human needs achievement, power, affiliation, independence, self-esteem and security. (Bratton, Sawchuk, Forshaw, Callinan, Corbett, 2010)The Process theories of motivation counseling on the choice of motivator that effect in the period of work. How much effort the worker paid in the specific work depends on the motivator. The three process theories of motivation are equity scheme, expectancy theory and goal-setting theory. ( Bratton, Sawchuk, Forshaw, Callinan, Corbett, 2010)EquitySelf Outcomes(100)Inputs(100)Other Outcomes(100)Inputs(100)Inequity(under- reinforcemented)Outcomes(100)Inputs(100)Outcomes(150)Inputs(100)Inequity(over- advantageed)Outcomes(150)Inputs(100)Outcomes(100)Input(100)The Equity Theory is defined by ratio of an individuals in puts and outcomes to explain how people utilize the resources and energy to distribute fairness. The balance or imbalance direct influence the satisfaction and motivation of employees. Inequitable reward leads to dissatisfaction, lower output and departure. Equitable reward contributes to continue same level of output. More than Equitable Reward conduces to harder work, discounted reward, high motivation. Conspicuously, the best way to manage the motivation of employees is a positive reward system. (Bratton, Sawchuk, Forshaw, Callinan, Corbett, 2010)Expectancy theory based on the expectation for the output of employees. Moreover, satisfy the equation Force of motivation (F) = V ( care) - I (probability) - E (expectation), motivation is the product of direction, probability and expectation. The effort affect the performance, performance influence reward, last(a)ly the reward decide how much output and expectation. The satisfactions of ain goal approach contribute to a higher(pren ominal) passion of employee to the work or research. (Bratton, Sawchuk, Forshaw, Callinan, Corbett, 2010)Goal-Setting theory is the process of motivate employees using goal setting method. A thought-provoking goals lead to higher level of performance, but this hinge on the workers ability, otherwise, will damage the motivation and confidence if the goals cannot be reached. Specific goals conduce to higher value of work than oversimplified goals. An energetic employee in goal setting can improve performance by increasing commitment. Individuals belief of being equal to(p) of performing a task assisted by setting goals increases performance. (Bratton, Sawchuk, Forshaw, Callinan, Corbett, 2010)The next topic I chose is Group and Team Working. Group and aggroup up are two different conceptions. The Group is two or more people work together, face to face communication and have a common target. Nevertheless, the Team is a group of two or more people who influence and care each other, a re acting as one people for common objectives and perceive themselves as a responsible entity with an organisation. (Bratton, Sawchuk, Forshaw, Callinan, Corbett, 2010) develop from Groups into Teams is one of the managers of organization need to think over.The Team had always better than the Group that is why a group of the world best football players cannot 100% defeats a professional aggroup with unknown players. The task and process approach of transfer group into police squad have a great deal of aspects different culture if the members of the group have different nationality or culture background, choose a leader from the group, environment, motivation, resources and power or ability. There may also have plenty of uncertain and complex difficulties. stand and achievement of individual needs of group members, the communicate channels, openness to each other and decision making are foundations of a police squad.Nowadays, team working(a) is competitiveness, with a high comp etitive market race, organization required to upgrade its efficiency of work and emphasize the importance of the spirit of team working. especially when face a large-scale project, the individual cannot finish it by itself, at this point, the age of individualism was end, an outstanding team seems be the main flowing of world development. The performance of a team depends on the classification of work team, lower-level teams just make things like self-managed work team similar with a single group, middle-level teams monitor thing like project team but not perfect, the senior-level teams plans and runs things, they drive the project to be real by their steps. (Bratton, Sawchuk, Forshaw, Callinan, Corbett, 2010)To be a high performing team required a common purpose, clear defined goals, psychological, role clarity, mature communication, productive negate resolution and accountable interdependence. Establish sense of urgency, select members for acquirement and skill potential, pay a ttention to first meetings and actions, set clear rules for each member, challenge group frequently, set and seize on a few busy performance oriented tasks, spend lots of time together and use positive feedback. The other important rule is insure psychological safety equal voice, contribution everyone participates attack issues not people privacy in team discussion. (Foss, 2009) The leader is the core of a team who manage the direction of team approach with an overall consideration. The leader should familiar with the ability and chastity of each member and makes them act best in the suitable position, stimulates the potential of them, strengthens the communication between the team and makes the members feel their importance in the team. The members of team are indispensible for the team, should have the consciousness of team working. Finishing the job of themselves is the state in a team, in additional, the members of team should trust each other.The barriers to team effectivenes s like social loafing, risky shift, decision-making, groupthink and common knowledge. A evil conflict in the team, especially between the leader and co-leader, this will divorce the team. In the team, the 1+1 probably not larger than 2. In the 2004 NBA final, the Laker has Shaquille ONeal, Kobe Bryant, Karl Malone, Gary Payton and the coach Phil Jackson versus the Pistons. Everyone believed the NBA most powerful team in the last 20 years would defeat the team without one superstar easily. However, the result was the Pistons defeat the Lakers with score 4 to 1. Actually, Shaquille, Kobe, Karl and Gary they are great basketball players no matter in the league or history, but they are not a team, just a famous group. Kobe and Shaquille not get along well for the team leader, Karl and Gary desire for a champion ring, a team with domestic trouble and foreign invasion cannot call a team.The three topics are from the module organizational behaviour and sociology of work. An abundant know ledge of organizational behaviour helps handle the relationship between employees and managers in the organization and have the positive function to the company development. The first topic is organizational culture, and the first part is the definition about organizational culture. Next using the Haier cooperation as the application organizational example, during the application part connects with the theory of organizational culture. The final part is described the key theory and principles, in addition, the criticisms of the theory and principles in this part either. The second topic is motivation. The first part is explain what motivation is and provides The Maslow Hierarchy of needs theory as the main theory. Using the Hongwu Emperor as the example to explain the maslow hierarchy of needs theory. The following is the criticisms and personal opinion against the maslow hierarchy of needs theory. Finally part is the other key principles and theory. The last topic is group and team working. The first part is same with the other two parts explain the definition of group and team working. Next depict the differences between group and team. The Laker from NBA is the organization to show how to manage a team and the barriers to team effectiveness. The Organizational culture, Motivation and Group and team working are important aspects to an organization. The knowledge of organizational behaviour is art of human relationship in the organization, it is the mental spirit of an organization. A successful management of organizational behaviour not only build a concordant relationship during the employees and managers but also clear the barriers to organization upgrade and performance.