Many books and numerous scientific studies have been written about motivation. Therefore, there are many theories regarding methods and ways of motivating people to work. The ability to motivate is a fundamental feature of effective managers and team leaders, especially in the context of project management. This is one of the most difficult tasks, requiring combining practical experience with the theory of human psychology. No motivational system will replace the individual work of a manager with subordinates, because it does not take into account differences in the needs and level of motivation of individual employees. Mutual communication based on respect and appreciation of the other person is of key importance.
The importance of motivation in teamwork
How important is motivation in teamwork? J. Kordziński (1998) claims that "vision and motivation are two basic conditions for the functioning of a team. A well-functioning team consists of people motivated to work, aware of the main goals of their organization." Motivation plays a key role in project management because it enables teams to function efficiently. Nowadays, where teamwork and the effort of individuals are necessary to achieve a common goal, motivation becomes extremely important.
Motivation as a tool for managing work and tasks
The importance of the phenomenon of motivation is intuitively felt by anyone who has faced a difficult or arduous task. We need a tool that effectively manages our energy, allows us to focus on important issues and organizes our actions to achieve the goal. In project management, motivation serves as the driving force that guides our actions. Motivations can be both internal, resulting from beliefs, and external, imposed by the environment.
How to effectively motivate employees?
To motivate employees to work more efficiently, managers should:
- Determine the rewards valued by each subordinate. They must be appropriate for a given person to be effective in motivating them.
- Determine the desired level of efficiency. Managers should clearly define what employees must achieve to receive the reward.
- Ensure that the agreed performance level is achieved. If goals seem unattainable, employee motivation will be low.
- Tie rewards to performance. The appropriate reward should be directly related to the employee's achievements.
- Analyze factors that may counteract the effectiveness of the reward. For example, if the work group approves of poor performance, a larger reward may be needed to encourage the employee to perform better.
- Ensure reward accountability. Rewards that are too low may not be motivating.
- Fight boredom and monotony at work by dividing tasks in a variety of ways.
Motivation in various positions in project management
In project management, different positions require different motivation methods. For example, market researchers may need motivation in the form of recognition for the reliability and value of results that help make management decisions. Product creators, i.e. engineers and technicians, value the opportunity to highlight their achievements and link them with market successes. Motivation in promotion should focus on financial benefits and freedom to perform tasks.
The role of quality management in employee motivation
In companies such as BMW and Ford, quality management achieved success when the focus was on employees. It is important that employees have a role in shaping workplaces and optimizing activities. Every employee idea is important, even if it makes a small contribution to the company's overall result. At BMW, this approach resulted in savings of DM 54 million in 1996. At Ford, however, mass training and the elimination of top-down control brought tangible benefits, improving the quality of production.
The importance of an individual approach in work and task management
A bored employee who is subject to top-down control will not be effective or motivated to make changes. However, an employee who is praised for his suggestions and is not overly controlled will be more engaged in his work. In project management, it is important that employee motivation is individually adjusted, which allows for more effective management of tasks and work.
Dynamics of motivation in project management
The business environment is dominated by three main theories of motivation, although new views are constantly emerging. For example, Abraham Maslow, observing highly motivated people, discovered a number of needs that he organized into a hierarchy. Frederick Herzberg, on the other hand, noticed that factors that give job satisfaction, such as recognition or greater responsibility, do not always have to be those that cause dissatisfaction.
Personalization of motivation in project management
Every person is different, so there is no one universal way to motivate employees. In project management, it is best to observe employees and adapt motivation to their individual needs. When employees are satisfied, their efficiency increases, which translates into the success of the entire project.
