Management Report: Leading and Motivating a Team Effectively - Orpic

This report analyzes the crucial elements of team leadership and motivation within organizations, using Orpic as a case study. It delves into the importance of aligning teams with the company's vision and strategy, emphasizing the role of effective communication. The report explores various motivational theories, such as Maslow's and Herzberg's, to enhance employee engagement and performance. It also discusses the role of first-line managers in fostering team spirit, creating a challenging work culture, and ensuring efficient operations. The analysis covers the significance of employee development, compensation, and opportunities for self-improvement to boost team effectiveness and organizational success, particularly in the context of the oil refinery industry. The report concludes by highlighting the essential role of teamwork, communication, and motivation in driving organizational growth and development, underscoring the importance of first-line managers in achieving the company's vision and mission.

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Leading and Motivating a team effectively
5/4/2019

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Contents
Introduction...........................................................................................................................................2
Connect the team with the vision and strategy.......................................................................................2
Overview of the company..................................................................................................................2
Vision Statement of Orpic.................................................................................................................2
Motivate and develop the team..............................................................................................................3
Conclusion.............................................................................................................................................4
References.............................................................................................................................................5

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Introduction
The report brings about the discussion on the assessment of the management teams and the
concept of team development in context to the contemporary organisations. For discovering
and applying the team development and other concepts, ‘Orpic’ has been taken as the
company, with the role as team leader in operation development. Therefore, the concept of
team development in any organisation will lead to effective communication, motivation, and
growth of an individual working in the organisation. Moreover, the report will mention the
key elements, strategy, objectives, vision, and mission of the organisation. In the later part,
role of first line managers will be discussed and their contribution in leading and motivating
team.
Connect the team with the vision and strategy
Overview of the company
Orpic is one of the largest and organisations within Middle East Oil Industry, and the
Refineries in Suhar and Muscat, along with the polypropylene production plants. These
provide fuel, plastics, and other products to the Oman and rest of the world. Moreover, the
company has integrated the refineries and plant operations leading towards their growth plans
contribute to their high position within the oil industry (Orpic, 2018).
Vision Statement of Orpic
The vision of the company, Orpic is to become a globally competitive downstream business
in the country. The company undertake the responsibility to achieve three strategic goals or
pillars, i.e. health safety & environment, people, profitability & growth, brand reputation. The
aspect of vision, mission, and strategic goals is important for the process of team
development, to develop a common sense of purpose (Orpic, 2019).
Communication plays an important role in establishing and developing a common sense of
purpose, as it communicates the idea of integrating the individual goals with the objectives of
the organisation (Rony and Suki, 2017). Therefore, in context to the organisation Orpic, the
team leaders communicate their objectives by setting motivating goals using the methods of
open communication within organisational members. The open flow of communication helps
managers to convey the predetermined objectives for their projects to be achieved within a

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period. Through achieving this, the company attained the interest and trust of various
stakeholders, along with their customers. This shows the positive response or feedback of the
team members leading to the growth and profitability in future (Khan and Keung, 2016).
The team which works effectively and focus on the attainment of their goals, are found to
establish a common sense of purpose. It is important for the teams to work with a common
sense of purpose to motivate and lead the members of a team towards success and high
performance. The organisations with such teams attain great success and growth in the future
years.
Looking or assessing my own communication skills, I have experienced that my
communication need to be improved to work effectively in the organisation. Moreover, I
analysed interacting with the officials and other members of the organisation, that I need to
develop speaking skills. These skills are important to be developed to build positive
interactions and strong relationships.
Motivate and develop the team
In any organisation, it is essential responsibility of the team leader to develop healthy team-
relationships with the members and ensure effective relationships in the workplace. A leader
should apply theories or concepts of motivation to encourage employees to show their high
commitment towards any project (Thumiki, Jovancai-Stakić and Al, 2019).
The use of Maslow’s theory of motivation contributes effectively for the project managers to
handle different operations in their organisation. According to the Maslow’s theory, humans
are motivated to satisfy five basic needs. These are basic/physiological needs, safety needs,
social needs, esteem needs, self-actualization needs. Project manager at Orpic focuses on
motivating factors such as achievement, advancement, autonomy, recognition, responsibility
and the work itself. These factors lead to increased motivation and morale of the employees
to work towards the projects (Raziq and Maulabakhsh, 2015).
For an example, the company Orpic, can implement the Maslow theory of motivation, and
others such as Vroom’s expectancy, and others to enhance the morale of their employees.
This will facilitate managers to identify issues and areas that require improvement, in the
productivity of people working in the organisation.

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In Orpic managers believe that the major factor or asset towards growth is ‘people’ as they
relentlessly put their efforts in every step of the value chain (Orpic, 2018). Therefore, the
aspects of employee compensation or pay are found to be of great relevance for the company.
It means pay to the employees is an important factor, as it fulfils basic requirements of an
individual. However, these factors are implemented in context to varied situations or
individuals at work in the firm. In context to the aspect of individual motivation, the
managers, and other leaders at Orpic ensures a high compensation and other benefits to their
employees. Besides, these aspects managers at Orpic also provide opportunities for self-
development to the individual member, which leads to high levels of employee motivation
(Haghighi et al., 2017).
To enhance individual motivation, Herzberg two-factor theory of motivation can be
effectively used within Orpic to enhance commitment of employees. This would lead to the
teamwork and would benefit the organisation in terms of high profitability and success within
oil refinery industry. Thus, it is essential for the project managers at oil refineries to support
individual team-members to enhance effectiveness in their operations and ensure success. It
has been found through research that the improvement of collaboration and teamwork are the
key elements of the organisational growth and success at Orpic. For an example, the company
Orpic is in the phase of continuous change, undertaken expansion of the operations in the
work environment (Sanjeev and Surya, 2016).
As per the given criteria, team leader in the operations department plays a vital role by
engaging a diverse workforce, to ensure efficient operations. Moreover, the leader is
responsible to guide and direct the members of a particular project team for the attainment of
goals (Hanaysha and Tahir, 2016).
First line managers or front-line managers within operations motivate employees by
communicating the project goals through the mission and vision statements. In Oman, Orpic
is one company that aims to achieve their targets, and ensure completion of the projects with
customer focused and result-oriented teams. At Orpic, team leaders foster the employment
and development opportunities for their employees working in the organisation. This is the
major factor, which leads to an increased morale and thereby raises team spirit in the
organisation. The team spirit in the employees is further supported through creating, and
managing a challenging work culture and leading zero harm environments (Salas et al., 2017).

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Conclusion
To conclude the above discussion it has been analysed that the element of teamwork,
communication, and motivation is vital to the organisational growth and development. The
discussion in the report has mentioned different aspects of the employee motivation, and
effective communication to attain the goals and objectives in context to company, Orpic. The
organisation is one of best oil refineries within country Oman, and aims to continue
expansion and development of several opportunities for the people. Thus, role of first-line
managers is linked with the increased productivity serving the purpose of vision, and mission,
enhancing the performance of oil refinery within industry.

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References
Haghighi, M., Taghdisi, M.H., Nadrian, H., Moghaddam, H.R., Mahmoodi, H. and
Alimohammadi, I. (2017) Safety Culture Promotion Intervention Program (SCPIP) in an oil
refinery factory: an integrated application of Geller and Health Belief Models. Safety
science, 93, pp. 76-85.
Hanaysha, J. and Tahir, P.R. (2016) Teamwork, and employee training on job
satisfaction. Procedia-Social and Behavioural Sciences, 219, pp. 272-282.
Khan, A.A. and Keung, J. (2016) Systematic review of success factors and barriers for
software process improvement in global software development. IET software, 10(5), pp. 125-
135.
Orpic. (2018) Values. [online] Available from: https://www.orpic.om/people/Values.html
[Accessed 04/05/19].
Orpic. (2019) Vision & Mission and values. [online] Available from:
https://www.orpic.om/vision-mission.html [Accessed 04/05/19].
Raziq, A. and Maulabakhsh, R. (2015) Impact of working environment on job
satisfaction. Procedia Economics and Finance, 23, pp. 717-725.
Rony, N.I. and Suki, N.M. (2017) Modelling the relationships between internal marketing
factors and employee job satisfaction in oil and gas industry. Asian Social Science, 13(3), pp.
135-144.
Salas, E., Prince, C., Baker, D.P. and Shrestha, L. (2017) Situation awareness in team
performance: Implications for measurement and training. In Situational Awareness (pp. 63-
76). United Kingdom: Routledge.
Sanjeev, M.A. and Surya, A.V. (2016) Two-factor theory of motivation and satisfaction: an
empirical verification. Annals of Data Science, 3(2), pp. 155-173.
Thumiki, V.R.R., Jovancai-Stakić, A. and Al, B.R.S.S. (2019) Resultant effect of crisis-
driven HR strategies applied during current economic crisis in Oman: An HR manager's
perspective. The European Journal of Applied Economics, 16(1), pp. 77-98.

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