The Impact of Teamwork on Employee Motivation at Child Centre

This research report investigates the impact of teamwork on employee motivation within the context of a child development center, specifically focusing on "My Little Genius Malaysia." The study examines the influence of teamwork effectiveness, trust, communication, coordination, reward recognition, and leadership on employee motivation. It delves into the research methodology, including data collection through questionnaires, and reviews relevant theories and empirical studies. The report aims to understand how teamwork can be leveraged to enhance employee motivation and improve the overall effectiveness of the child development center. Findings highlight the importance of teamwork in fostering a positive work environment and boosting employee morale. The report also includes a discussion of research ethics, limitations, and a timeline, providing a comprehensive analysis of the topic.

Running head: THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN
CHILD DEVELOPMENT CENTRE
The Impact of Team Work on Employee Motivation in Child Development Centre
Name of the Student:
Name of the University:
Author’s Note:

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 1
Executive Summary:
The schooling of babies is growing to be the new trend of education system and employees
have a great contribution in that case. The research report is elaborately discussed that team
work gives an important effect on the employee motivation in Malaysian schools for babies,
infants and children such as “My Little Genius Malaysia”. The report elaborates about
context, research development, methodology, conclusion and finally the recommendation for
probable suggestion. Findings and measures proposed in the research is significant to the
study. The research procedure, literature review, research analysis and research ethics are
discussed in the research report. Research ethics are also discussed in the report. Research
philosophy and data analysis method are the major segments of a research report on research
question in the matter of school management. We have delivered Gantt chart of research
timeline. The research report is self-sufficient to infer and broadcast the actual scenario of the
impacts of teamwork on employee motivation in “My Little Genius Malaysia” school.

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 2
Table of Contents
1. Introduction:-..........................................................................................................................4
1.1. Research Aim:-................................................................................................................4
1.2. Objective of Studying Impact of Team Work Effectiveness on Employee Motivation:-
................................................................................................................................................4
1.3. Questions of Research:-..................................................................................................5
2. Literature Review:-................................................................................................................5
2.1. Definitions of Main Concepts:-.......................................................................................5
Trust:..................................................................................................................................5
Communication:.................................................................................................................5
Coordination:......................................................................................................................6
Reward recognition:...........................................................................................................6
Leadership:.........................................................................................................................6
2.2. Critical Review of Theories:-..........................................................................................7
2.3. Empirical Studies:...........................................................................................................8
2.4. Summary Variables and Research Hypotheses:-............................................................9
2.5. Conceptual Framework:................................................................................................10
3. Methodology:.......................................................................................................................11
3.1. Research Paradigm:.......................................................................................................11
1. Positivism:....................................................................................................................11
2. Interpretivism:..............................................................................................................11
3. Phenomenology:...........................................................................................................11
3.2. Development of Research Methodology:-....................................................................11
3.3. Data Collection:-...............................................................................................................12
3.31. Primary research:-.......................................................................................................12
3.3.2. Data collection Method:-............................................................................................12
3.3.3. Types of primary data collection method:-................................................................12
1. Questionnaire Method: -..............................................................................................12
2. Interview Method (Structured and semi-structured):-..................................................13
3. Focus Groups:-.............................................................................................................13
4. Observational Method:-...............................................................................................13
5. Selected Sampling Technique:-....................................................................................13
3.4. Data Instrument:-..........................................................................................................14
3.5. Total Population:-..........................................................................................................14
3.6. Sample Size and Sampling method:-............................................................................14
3.7. Accessibility and Research Ethics:-..............................................................................15

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 3
3.8. Data analysis plan:-.......................................................................................................15
3.9. Limitation of the study:-................................................................................................16
4. Time Scale:-.........................................................................................................................16
5. References:-......................................................................................................................18

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 4
1. Introduction:-
The study report is based upon the fact how “My Little Genius Malaysia” could
enhance their infrastructure so that it could emphasize on the basics of early childhood
development that measures the physical and psychological growth of children. It is a whole
brain development and enrichment centre for child aged 6 months to 5 years old. We have
taken into account a sustainable research investigation of the query “What are the impacts of
team work on employee motivation in “My Little Genius Malaysia”?” The purpose of the
study is to understand the impact of team work effectiveness on the motivation of employees.
There are different significant researches and studies that have been conducted in past
on team work effectiveness impact on employee motivation such as research of Boakve
(2015), Hu and Liden (2010) and Chen, Sharma, Edinger, Shapiro and Farh (2011). The
researches indicate that the most common issue that is faced while having a team-work is
decision making. Another drawback could be the lack of equal participation from all the
employees. Besides, employees working in team may have diverse cultural groups with
various points of view, culture and perspectives. However, the benefits of team work are
enhancement in creativity level, ability to tackle the issues with collaboration and
establishment of diverse opinions. Besides, the learning and creativity increases in the team
work effort at the time of accomplishing common objective. Hence, a single theory of
established approach cannot work in diverse teams that cause different issues.
Questionnaire method was applied to collect the data in terms of responses from 200
employees. The research indicates the overview of positive impact of team work
effectiveness to the motivation of the employees of the organization to focus on the
improving effectiveness of the teams. The report would be beneficial of the child
development centre of the Malaysia.
1.1. Research Aim:-
Our aim is to analyze and understand the influence and significance of effectiveness
associated to the team work of the employees in “My Little Genius Malaysia”. We are
interested to focus on the impact of Team Work Effectiveness on Employee that has a vital
role for growth, success and development of the organization. The effective teams offer a
cooperative and familiar working environment to the employees that support in boosting their
morale to work which in return increases their motivation level (Hu and Liden 2010).
1.2. Objective of Studying Impact of Team Work Effectiveness on Employee
Motivation:-
The target and idea of the research work concentrates on the impact of teamwork
effectiveness on employee motivation. Rest of the aims and objectives of the research are-
1. To highlight all the possible means by the team work in “My Little Genius
Malaysia”.
2. Next objective is to examine the influence of trust on employee motivation.

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 5
3. Another objective is to examine the influence of Communication on employee
motivation.
4. It is necessary to examine the influence of Coordination on employee motivation.
5. The objective is to examine the influence of ‘Reward Recognition’ on employee
motivation.
6. The final objective is to examine the influence of Leadership on employee
motivation.
1.3. Questions of Research:-
The researcher could raise some important questions for a better understanding and
comprehension of the research work that formed the research question for this study. The
research questions are-
1. Is it possible to motivate the employees by teamwork in “My Little Genius
Malaysia”?
2. What is the influence of Trust on employee motivation?
3. What is the influence of Communication on employee motivation?
4. What is the influence of Coordination on employee motivation?
5. What is the influence of “Reward recognition” on employee motivation?
6. What is the influence of leadership on employee motivation?
2. Literature Review:-
2.1. Definitions of Main Concepts:-
Trust: The trust factor develops by eight different morale-values such as-
1. Belonging and connection,
2. voice and recognition,
3. significance and position,
4. fairness,
5. learn and challenges,
6. choice and autonomy,
7. security,
8. Certainty and purpose
The combinations with environmental factors could have a significant influence on
wellbeing of employees (Turkyilmaz et al. 2011). The workplace is constantly evolving to
manage the workloads could help boost up their performances (Wallin Andreassen 1994).
Communication: Employee motivation is critical for maintaining productivity. The
various factors that impact motivation are-
1. Payment and Career opportunity

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 6
2. Understanding with Business owners and managers
3. Facilitation of effective communicative skills and methods
4. To nullify the employee dissatisfaction
The school authority should distribute vital information of the employees, such as
transformation authority’s business and managerial focus or planned transformations in the
workforce. A workplace such as school authority controls the effective associations built
between employees, managers, departments at all the schools of children. Transparent and
honest communication supports to encourage and strengthen the associations that can assist
employees to touch the edge of maximum productivity (Pandey and Garnett 2006).
Coordination: According to Charles Worth, Co-ordination is the integral of various
parts into an orderly target to achieve the purposes of understanding. In every organization
along with Malaysian School for children of 6 months to 5 years, various departments and
workgroups perform different types of works.
Coordination becomes necessary to the activities of various departments and
workgroup of school authority of the management could be harmonized (Bouckaert,
Peters,and Verhoest 2016). It makes surety in unity of action among individuals, work groups
and departments. It carries out harmony in executing the various activities and tasks to
achieve the organizational targets with efficiency (Lægreid, Verhoest and Jann 2008).
According to the management experts, coordinating function of management is essential
since-
1. It hampers all the functions of the management such as organizing, planning and
directing.
2. It is a preliminary principle of management and rest other principles are involved
in this particular principle (Bouckaert, Peters and Verhoest 2016).
Reward recognition: The supreme efficiency of employees of any organization along
with “My Little Genius Malaysia” enrolls the success of the company. With transformation of
sweeping up of the corporate world, emphasizing engagement planning, the organizations
have started to focus on team building. An employee who feels recognized in his school
would work with more dedication, passion and creativity. There are also higher chances of
him staying longer and incorporating the challenges better.
The standard approach of a school for employee recognition is to acknowledge their
contribution at every level but also recognizing excellent work and indicates the ingenuity
that boosts morale of the employees. Reward could be like small mementoes, certificates,
letter of appreciation, gift vouchers, and bonuses (Saunderson 2004).
Leadership: According to Feath, 2010, Leadership is a social influential method that
is essential for the achievement of secretarial and organizational targets. Every working
group in organization requires the leadership in teamwork and employee behavior. The
motivated employees are one of the most crucial outputs of effective leadership. Leadership
and motivation are interactive functions.
According to Shamir, Zakey and Popper (1998), effectiveness in leadership is
critically contingent on and often expressed in terms of agility of leaders to motivate the
followers towards summarized target or a collective mission or vision. The more effective the
leader, the supporters could be more motivated (Nanus 1992).

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 7
The leader has the agility to reward and coerce, to expertise and to appeal the
employees for communication, group dynamics, training, rewards and discipline (Voon et al.
2011). The leaders could be transformational, situational, autocratic, visionary and
charismatic in nature to run any organization or school.
2.2. Critical Review of Theories:-
The design school proposes a model of strategy making that seeks to attain a match or
fit between internal capabilities and external probabilities. In the model given below, the
model primarily emphasizes on the appraisals of the external and internal circumstances, the
previous exposing strengths and weaknesses of the management of child development centre.
Theory or model Assumption Strength Weakness Source
Foster Great
Management
Model (Trust)
The model
associates with
trust of
employees of
child
development
centre.
1. Employees
feel comfortable
for clear goals
and intentions.
2. Trust of
employees
remains
unchanging for
performance
appraisal.
1. Non-cognitive
2. Complex in
nature
1. Rousseau,
D.M., Sitkin,
S.B., Burt,
R.S. and
Camerer, C.,
1998
2. Schoorman,
F.D., Mayer,
R.C. and
Davis, J.H.,
2007.
O-S-R-O-R
model of
communication
effects
(Communication)
The model
relates with
scope of
communication
of My Little
Genius
Malaysia.
1. Dynamic in
nature
2. It involves
pragmatism.
1. Lack of
distinctive and
articulated
strategy.
2. The model is
not completely
reliable and lacks
validity too.
1. Cho, J.,
Shah, D.V.,
McLeod, J.M.,
McLeod,
D.M., Scholl,
R.M. and
Gotlieb, M.R.,
2009.
2. Shah, D.V.,
Cho, J., Nah,
S., Gotlieb,
M.R., Hwang,
H., Lee, N.J.,
Scholl, R.M.
and McLeod,
D.M., 2007.
The workflow
reference model
(Coordination)
The model has
relevance with
the
coordination
reformation
style of the
school.
1. Firm
decision-
making is
possible.
2. The model is
enriched with
the presence of
interoperability,
1. Complexity in
supervisory
function.
2. Process and
activity
identifiers are
unstable.
1.
Hollingsworth,
D. and
Hampshire,
U.K., 1995
2. van der
Aalst, W.M.
and Kumar,

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 8
alignment and
consultation.
A., 2001.
Locke’s Model
(Reward and
recognition)
The model has
link with the
advantages of
reward and
recognition
provided in the
managing
authority of the
centre.
1. The model
takes emotion
and loyalty of
employees into
account.
2. The model
considers the
demographic
backgrounds of
the employees.
1. Though
specificity, the
model is not
multidimensional.
2. Particular
competencies and
motivations are
here not taken
into account.
1. Meyer, J.P.,
Becker, T.E.
and
Vandenberghe,
C., 2004.
2. Mobley,
W.H., 1977.
Kurt Lewine
Leadership
Model
(Leadership)
It has
relevance with
the leadership
of child
development
centre.
1 Autocracy
2Democracy
1. Absence of
central
Coordination.
2. A wide range
of opinions
indicate no clear
way of reaching
an equitable final
decision.
1. Burnes, B.,
2004.
2. Gastil, J.,
1994.
2.3. Empirical Studies:
Several empirical studies indicate that it is deterministic to the independence of
managers with increament of demand of pre-primary education in Malaysia. The survey
result is incorporated by support by managerial committee, staffs, teachers as well as infants
and their parents. Lesser fees and better procurement could attract the guardians and
shareholders. The independence of support and service of the employees and financial
support could enhance the quality of “My Little Genius”. With the similar view of employees
and managers of the authority, business management could be well apprehended.
On the other hand, the principal or head of the management of the School authority
becomes the chairperson of the strategic committee. This had forfeited the necessity of audit
committee to ensure independence at the presence of possibly the member of strategic
committee to invest the content management.
The New School and The Lexington School are the two famous infant learning
schools that have grown up by leadership effectiveness, leadership style of authority and
employee readiness in USA. The researchers found job satisfaction of employees, situational
leadership, turnover intention variables in the study. The collected data through questionnaire
from all the managers serve the companies in USA. The output compares with the two pre-
primary schools of Malaysia that are “My Little Genius Malaysia and “Garden International
School Kuala Lumpur”.
1. The positive correlation between ability and willingness of the employees performs
job satisfaction and quality of service.

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 9
2. The dimensions to employee motivation at Malaysian children schools based on the
schools’ approach in USA enables employees to take managed risks in the tem up
decision making actively.
3. The employees have opportunities to follow the interests of school authority of
Malaysia and take motivation for harder effort. The facility is better than USA
children schools. The USA schools give high priority to the method of delivering
practical effort rather than experiences in managing authority.
4. It is a target to provide motivation with a positive atmosphere where employees can
feel valued, happy, enjoy the challenge of efforts in the school authority of Malaysia.
Well-planned service both inside and outside is a key way in which employees could
motivate themselves observing performances of others in USA.
2.4. Summary Variables and Research Hypotheses:-
Title Variables Source
Impact of team work
effectiveness on employment
motivation
1. Trust A trusted authority is pre-
assumed to fulfill policies,
ethical codes, laws and
promises. Trust does not
require to include trust in the
good character or morale of the
service (Crauise O′ Brien
1995). The school authority
states that trust relies not only
on demand but also includes an
association with the mental
methods.
2. Communication The communication factor
indicates that there are
differences in perceived as well
as actual performance between
groups (Thornhill, Lewis
and Saunders 1996). The
presence or absence of an
authority did not appear to
have substantive effects on
communication.
3. Coordination School Management Authority
serves a purely coordinating
purpose, the allocation of
authority is not crucial, as the
barrier of the authority is
commonly known. It is an
enhancing factor in
coordination of the team wise
work in authority (Whitley
1999).
4. Reward recognition Educational policymakers are
increasingly trying to hold the
accountability of academic
performance of the infants
along with physical, mental
and psychological development

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 10
(Blackburn and Rosen
1993).
5. Leadership Leadership is essential to
understand the motivation. It is
the quality of checking work to
ensure that attempt is not
placed in case of zero output
(Detert and Burris 2007).
The leaders must clarify the
goals and targets of the schools
and remind his team of those
ends.
The researcher formed some of the hypotheses that would be tested to provide the
support of the study that would enable the readers and researchers know the position of this
research work. The hypothesis would be tested at 5% level of significance. The research
hypotheses are-
H1: There is a positive significant relationship between the ‘Trust’ factor and employee
motivation.
Citations:
1. Cook, J. and Wall, T., 1980. New work attitude measures of trust, organizational
commitment and personal need non‐fulfilment. Journal of Occupational and Organizational
Psychology, 53(1), pp.39-52.
Statement- “Within research on the quality of working life the variables of trust,
organizational commitment and the fulfilment of personal needs play an important part.”
2. Whitener, E.M., 1997. The impact of human resource activities on employee trust. Human
Resource Management Review, 7(4), pp.389-404.
Statement- “Most of the literature on HR activities and trust has presumed that employees'
trust affects the success and effectiveness of HR activities.”
3. Nohria, N., Groysberg, B. and Lee, L.E., 2008. Employee motivation. harvard business
review, 86(7/8), pp.78-84.
Statement- “Commitment captures the extent to which employees engage in corporate
citizenship.”
H2: There is a positive significant association between ‘Communication’ and employee
motivation.
Citations:
1. Clampitt, P.G. and Downs, C.W., 1993. Employee perceptions of the relationship between
communication and productivity: A field study. The Journal of Business Communication
(1973), 30(1), pp.5-28.

THE IMPACT OF TEAM WORK ON EMPLOYEE MOTIVATION IN CHILD
DEVELOPMENT CENTRE 11
Statement-“to determine employee perceptions of the impact of eight dimensions of
communication satisfaction on productivity.”
2. Smidts, A., Pruyn, A.T.H. and Van Riel, C.B., 2001. The impact of employee
communication and perceived external prestige on organizational identification. Academy of
Management journal, 44(5), pp.1051-1062.
Statement- “Results show that employee communication augments perceived external
prestige and helps explain organizational identification. Communication climate plays a
central role, mediating the impact on organizational identification of the content of
communication.”
3. Rajhans, K., 2012. Effective organizational communication: A key to employee motivation
and performance. Interscience Management Review, 2(2), pp.81-85.
Statement- “A review of the literature with respect to organizational communication reveals a
central, shared emphasis on the issues of control and coordination through proper
communication.”
H3: Coordination has a positive significant influence on employee motivation.
Citations:
1. Gittell, J.H., Weinberg, D., Pfefferle, S. and Bishop, C., 2008. Impact of relational
coordination on job satisfaction and quality outcomes: a study of nursing homes. Human
Resource Management Journal, 18(2), pp.154-170.
Statement- “Going beyond previous work, we argue that relational coordination should also
improve job satisfaction by helping employees to accomplish their work more effectively and
by serving as a source of positive connection at work.”
2. Frey, B.S. and Osterloh, M. eds., 2001. Successful management by motivation: Balancing
intrinsic and extrinsic incentives. Springer Science & Business Media.
Statement- “The collective generation of non-tradable firm-specific resources is the reason
why firms exist and why not all activities are motivated to execute coordination among
employees.”
3. Bollinger, A.S. and Smith, R.D., 2001. Managing organizational knowledge as a strategic
asset. Journal of knowledge management, 5(1), pp.8-18.
Statement- “This paper will combine coordination and collaboration with motivation theory
with characteristics of knowledge to show that organizational knowledge is a strategic asset.”
H4: Reward recognition has a significant influence on employee motivation.