hi all what are the employee motivation and team building activities on monthly basis? Thanks & Regards Sandeep..!
From India, Mumbai
1From India, Mumbai
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Dear Mr. Pawar,
Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat.
Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Motivation may be rooted in a basic impulse to optimize well-being, minimize physical pain, and maximize pleasure. It can also originate from specific physical needs such as eating, sleeping, or resting, and sex.
Motivation is an inner drive to behave or act in a certain manner. "It's the difference between waking up before dawn to pound the pavement and lazing around the house all day." These inner conditions such as wishes, desires, goals activate to move in a particular direction in behavior.
A team needs a good leader. Usually, in a work situation, the leader is chosen by people outside the team. In more social contexts, the team may choose the leader. If you are leading a team, a team needs to be the right size. There is no precise figure here, but generally speaking, one would expect a team to be around 8-12 members; smaller and supervision run the danger of being excessive, larger and it is difficult for the leader to exercise effective control. A team needs members with a variety of skills. The nature of these skills will depend on the organization and the task. However, typically one might want someone good with figures as well as someone good with words, someone who is effective at getting things done as well someone who is a creative thinker. It is important to avoid the temptation to choose too many like-minded members, and team members need to know and respect the skills of others in the team.
A team needs members with a variety of personalities. Again, the nature of these personalities will depend on the organization and the task. One might want an introvert as well as an extrovert and a maturer person as well as a younger one. Gender and ethnic differences can also make a creative contribution to an effective team.
A team needs to bond. Some of this can be done in the course of carrying out team tasks. However, it is good to create more specific opportunities for bonding that are outside the normal work schedule and situation, such as strategy sessions, training courses, and social events. One should take opportunities to celebrate successes - such as winning a new contract or fulfilling a particular project - and to celebrate occasions - such as birthdays of team members.
A team needs to be able to resolve internal conflicts. However well a team bonds, it is likely that from time to time there will be differences in the team. This should not be unexpected or even always avoided; it is an inevitable feature of creative people having different ideas.
A team needs good communications. People need to know what is expected of them, what is happening in the organization, and how all this affects them as individuals and as a team. In many ways, the best communication is face-to-face but this can be time-consuming and may not always be practical. These days e-mail is an efficient means of communication, provided that it is not overdone or used as a way of avoiding difficult encounters.
A team needs shared values and a shared vision. All team members need to know and agree how the team is going to work and what it is trying to do. This might involve having some sort of strategy session - maybe facilitated by someone outside the team - with exercises to ensure that the values and the vision are embraced by all.
A team needs clear objectives. Ideally, these objectives ought to be SMART - that is, specific, measurable, achievable, resourced, timed.
A team needs to be empowered. There are two elements to this. First, the team collectively needs to be given the resources and the authority to achieve the objectives set for it. Second, each individual needs to know what is expected of him or her but left to work out for himself or herself how best to achieve this on a day-to-day basis.
A team needs trust. Members need to trust each other and most especially the team leader. This requires open and honest communication, acceptance of a 'no blame' culture, and a recognition that every mistake is an occasion for learning and not an excuse to criticize.
A team needs to be flexible. There are two elements to this. First, roles in the team should not be rigid - it is the team's success that matters more than who exactly does what. Second, the composition and existence of the team need to be flexible so, if a new skill is needed, one might add a new member to the team, but conversely, if the team's project is satisfactorily completed, there might be no continued need for the team.
With Regards
From India, Ranchi
Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat.
Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Motivation may be rooted in a basic impulse to optimize well-being, minimize physical pain, and maximize pleasure. It can also originate from specific physical needs such as eating, sleeping, or resting, and sex.
Motivation is an inner drive to behave or act in a certain manner. "It's the difference between waking up before dawn to pound the pavement and lazing around the house all day." These inner conditions such as wishes, desires, goals activate to move in a particular direction in behavior.
A team needs a good leader. Usually, in a work situation, the leader is chosen by people outside the team. In more social contexts, the team may choose the leader. If you are leading a team, a team needs to be the right size. There is no precise figure here, but generally speaking, one would expect a team to be around 8-12 members; smaller and supervision run the danger of being excessive, larger and it is difficult for the leader to exercise effective control. A team needs members with a variety of skills. The nature of these skills will depend on the organization and the task. However, typically one might want someone good with figures as well as someone good with words, someone who is effective at getting things done as well someone who is a creative thinker. It is important to avoid the temptation to choose too many like-minded members, and team members need to know and respect the skills of others in the team.
A team needs members with a variety of personalities. Again, the nature of these personalities will depend on the organization and the task. One might want an introvert as well as an extrovert and a maturer person as well as a younger one. Gender and ethnic differences can also make a creative contribution to an effective team.
A team needs to bond. Some of this can be done in the course of carrying out team tasks. However, it is good to create more specific opportunities for bonding that are outside the normal work schedule and situation, such as strategy sessions, training courses, and social events. One should take opportunities to celebrate successes - such as winning a new contract or fulfilling a particular project - and to celebrate occasions - such as birthdays of team members.
A team needs to be able to resolve internal conflicts. However well a team bonds, it is likely that from time to time there will be differences in the team. This should not be unexpected or even always avoided; it is an inevitable feature of creative people having different ideas.
A team needs good communications. People need to know what is expected of them, what is happening in the organization, and how all this affects them as individuals and as a team. In many ways, the best communication is face-to-face but this can be time-consuming and may not always be practical. These days e-mail is an efficient means of communication, provided that it is not overdone or used as a way of avoiding difficult encounters.
A team needs shared values and a shared vision. All team members need to know and agree how the team is going to work and what it is trying to do. This might involve having some sort of strategy session - maybe facilitated by someone outside the team - with exercises to ensure that the values and the vision are embraced by all.
A team needs clear objectives. Ideally, these objectives ought to be SMART - that is, specific, measurable, achievable, resourced, timed.
A team needs to be empowered. There are two elements to this. First, the team collectively needs to be given the resources and the authority to achieve the objectives set for it. Second, each individual needs to know what is expected of him or her but left to work out for himself or herself how best to achieve this on a day-to-day basis.
A team needs trust. Members need to trust each other and most especially the team leader. This requires open and honest communication, acceptance of a 'no blame' culture, and a recognition that every mistake is an occasion for learning and not an excuse to criticize.
A team needs to be flexible. There are two elements to this. First, roles in the team should not be rigid - it is the team's success that matters more than who exactly does what. Second, the composition and existence of the team need to be flexible so, if a new skill is needed, one might add a new member to the team, but conversely, if the team's project is satisfactorily completed, there might be no continued need for the team.
With Regards
From India, Ranchi
Team Building:
1. Can you organize a treasure hunt in the office, maybe look out for hidden missions and values?
2. Celebrate birthdays.
3. Hold quiz competitions.
4. Have a Color Day where people wear a particular color.
Motivation:
- Team building games.
- Recognize star performers and add them to the bulletin board.
Sapna.H
From United States, San Diego
1. Can you organize a treasure hunt in the office, maybe look out for hidden missions and values?
2. Celebrate birthdays.
3. Hold quiz competitions.
4. Have a Color Day where people wear a particular color.
Motivation:
- Team building games.
- Recognize star performers and add them to the bulletin board.
Sapna.H
From United States, San Diego
Every human being is different in the way that they get motivated by different aspects that may not be the same as others. In order to determine how you could design a program for motivation and team building for the various types of individuals your organization has, you need to delve into what is in their minds first. Run an employment satisfaction survey to find out answers that will lead you to pointers for the motivational program. You need to identify the motivators and de-motivators. Once you know the de-motivators, you may first design a program to clear their minds in a way that de-motivators do not work anymore. This will help you effectively address the motivators. Then you may specifically work towards implementing each motivator in a systematic manner. This would also require a lot of support from top management.
Regards,
Yashodhan Sawant
ProcessLOGIX Consulting Pvt Ltd – ISO Certification Consultant Mumbai Pune Jamshedpur Bangalore Mongolia Bahrain Dubai
From India, Mumbai
Regards,
Yashodhan Sawant
ProcessLOGIX Consulting Pvt Ltd – ISO Certification Consultant Mumbai Pune Jamshedpur Bangalore Mongolia Bahrain Dubai
From India, Mumbai
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