Project Management: Analysis of IT Team Performance and Motivation

This report delves into the complexities of an IT project within a large public sector organization, highlighting issues of team dysfunction, missed targets, and declining individual performance. It explores the application of team development theories, specifically the Tuckman Model and Maslow's Hierarchy of Needs, to address the challenges. The report analyzes the project's challenges, focusing on the case of Jonathan, a programmer struggling with team integration and motivation. It outlines strategies for conflict resolution, including avoidance, competition, accommodation, compromise, and collaboration, and proposes steps to motivate Jonathan, emphasizing performance analysis and goal setting. The report aims to provide practical solutions for enhancing team performance and project success through effective leadership and motivational techniques.

Running head: PROJECT MANAGEMENT
PROJECT MANAGEMENT
Name of the Student
Name of the University
Author Note:

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Table of Contents
Introduction..........................................................................................................................2
Theories of team development.............................................................................................3
Tuckman Model...............................................................................................................3
Maslow Hierarchy of Need..............................................................................................5
Solution to the problem within the team..............................................................................6
Motivation steps for Jonathan..............................................................................................8
Conclusion.........................................................................................................................11
References..........................................................................................................................13

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Introduction
The following report deals with a complicated IT project which is being used in large
public sector organization. The team members of this project are failing to have some of the vital
activities in the project critical path. All the required targets are being missed and an individual
does not have the ability to get the team in order to get the work done (Jovanović et al. 2016).
The project has been delayed to a large extent as a result of lack of cooperation among team
members. In addition, some of the important team members are not performing up to the mark.
Recently, Jonathan who is 30 years old computer programmer has been hired to get back the
project on track. Jonathan is very much good at overcoming technical problem but is facing
issues to work with other team members (Cardno and Tetzlaff 2017). His performance with
respect to writing codes has decreased to a large extent in last few days. Team members have
complained regarding the aggressive and obsessive behavior along with untidiness and poor
timekeeping. In addition, there were complain against him like eating huge quantities of pizza
and other kinds of food item on desk (Bishop 2016). It seems like “Jonathan” is lacking any kind
of motivation in the work. Teamwork can be defined as the best way for getting the things done
completely.
In the coming pages of the report, a list of appropriate theories has been used for team
development. An explanation has been provided regarding the lack of performance in the team.
A list of the creative solution has been provided with respect to this particular issue. The next
section deals with the list steps needed for motivating Jonathan. Appropriate theory and example
are used for suggesting the right way by which Jonathan can be motivated. In this report, two of
the popular theory of team building has been discussed like Tuckman Model and Abraham
Maslow Hierarchy of Need theory.

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Theories of team development
Tuckman Model
In the year 1965, Tuckman model has been developed which is one of the team
development theories. This has been completely formed on the basis of many theories and ideas
regarding conception. Tuckman highlights the way in team tackles a task right from the
beginning stage of team formation to the project completion (Jones 2019). Later on, a new phase
was added known as adjourning and transforming over the finished task. This particular theory is
relevant to team building challenges due to the stage needed for completing the given task by
team.
One of the successful aspects for team building is that it comprises with minimum time
interval of time (Shih et al. 2019). The point should be noted that the team come up with an
opportunity to look into the behavior in the given time frame. In most of the cases, team
members are involved in some project work which last more than months (Zhen 2017). It is very
much difficult to analyze experience with respected to complete task. Tuckman model comprises
four stages like Forming, Storming, Norming and Performing.
Forming: In this, there is much higher dependence on leader needed for guidance and
direction. There is little agreement with the team members who aim to receive from different
leaders (Owoseni et al. 2017). All team members of this IT project need roles and
responsibilities in clear way. Leader need to prepare themselves with respect to team purpose,
relationship and objectives.
Decision: Team members are positioned in such way that they can attempt for
establishing themselves in relationships to other team members. Leader may receive challenges

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from most of the team members (Peralta et al. 2018). The clarity of the purpose increases but it
has many kinds of uncertainties. Team need to focus on its goal so that they can avoid from
being distracted by any emotional issues.
Norming: There is a need for agreement that result in formation of team which
completely facilitate beyond leader (Kheirkhah and Nejad-Irani10 2018). Roles and
responsibilities are completely clear and accepted. All the big decision is made as a result of
agreement by group members (Driskell, Salas and Driskell 2018). The team members discuss the
model and result in development of process and related working style.
Performing: All the team members are completely aware of each other. It clearly
highlights what is being done and reason behind it (Bishop 2016). Team completely share a
vision which stand on the feet that does not reference from leaders.
Fig 1: Tuckman Model for Team Development

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(Source: Shih et al. 2019)
Maslow Hierarchy of Need
Maslow hierarchy of needs can be defined as the motivational theory which comprises of
a five-tier model for human needs (Einstein, Addams and Roosevelt 2016). It is mainly depicted
like hierarchal level within pyramid. From the bottom of the hierarchy towards upward, the
needs are physiological, safety, love, belonging, self-actualization and esteem. The five stages of
model can be divided into deficiency needs and growth need. The first four are known as
deficiency need where the top level is known as growth or need (Kheirkhah and Nejad-Irani10
2018). Maslow highlighted the point that individual need to satisfy the lower level deficit. It is
done prior to processing so that it can meet the higher level of growth need. Maslow highlighted
that people are motivated so that they can achieve certain need (Bassett 2016). Basic need is for
physical survival, there is first thing which motivate the behavior of an individual. The very first
is fulfill the next level up which helps in motivating.
Physiological Needs: This stand out to be biological need for the human body. These are
air, food, clothing, warmth, and sleep. If any of these needs are not satisfied then the human body
cannot properly (Einstein, Addams and Roosevelt 2016). Maslow takes into account that
physiological need stands out to be most important while other becomes secondary.
Safety Needs: The second point is all about protection from different elements like order,
law, stability, freedom from any kind of fear.
Need for Love and Belongingness: Right after physiological, safety need to be fulfilled,
third one human need in terms and involvement of feelings of belongingness.

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Esteem Need: Maslow has classified it into two categories that are esteem for individual
and desire for reputation or even respect from other people.
Self-actualization need: It is all about understanding the personal potential, self-
fulfillment, looking for personal growth and peak experiences.
Fig 2: Maslow Hierarchy of Need
(Source: Velmurugan and Sankar 2017)
Team members of IT project are not performing in the right way within the team.
Recently a programmer has been hired so that the project can be get back on track (Fisher and
Royster 2016). This particular person is very much helpful in solving technical problem but is
finding issues in working with team members. His overall performance with respect to writing
codes has decreased overtime period.

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Solution to the problem within the team
The success of this IT project completely depends on the effective communication within
the firm(Grenčíková, Guščinskienė and Španková 2017). There is need for managing proper
communication and promotion of healthy conflict resolution. This stand out to be vital step in the
domain of management. It is very much important project leader to understand each of the team
member as it become the best step for handling conflict (Zhang et al. 2019). There are mainly
five different techniques which can be used at the time of tackling conflict like avoidance,
competition, accommodation, compromise and lastly collaboration.
Being a manager is not easy as individual does not only need project but also
personalities. In this case, Jonathan who has a strong personality can lead to tension which will
affect project success (Velmurugan and Sankar 2017). It is the duty of individual to handle the
project successful so that all the conflict can be managed. Conflict management is all about
bringing all team members on the same platform with the notion of acknowledging the difficult
scenarios. All the given employees need to be trained in the given process so that each one them
has ground (Rahimi et al. 2016). Five of the most common technique of conflict management are
avoidance, competition, accommodation, comprise and lastly collaboration.
Avoiding the Conflict: It is all about completely walking away and ignoring the whole
conflict. Doing nothing stand out to be the best step in these scenarios (Gibbs, Neckermann and
Siemroth 2017). It completely feels safe for individual but does not completely solve the issue.
The issue might worsen if not tackled in proper way. In case of team setting, an individual can
pick up a worker who completely avoids the conflict (Kamphorst and Swank 2018). It ultimately
leads to complete frustration and resentment. If each of the team come up with avoidance

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strategy then overall productivity is much low. It is due to the fact that when a problem arises no
one wants to step up the plate.
Competing to win Conflicts: Some of the people look for a chance to win the argument.
They do not have any interest in collaboration, compromising and lastly avoiding conflict. In
case of team environment, competitive attitude towards conflict is best slide for bullying
(Grenčíková, Guščinskienė and Španková 2017). As a result of frustration, co-workers can build
in taking up much competitive approach needed for conflict resolution. Comprise is the only
option which allow the individual with mindset to win.
Accommodating other Person: Team members are not generally afraid of talking in case
of conflict but in most cases demand the person demand (Kamphorst and Swank 2018).
Accommodation of conflict resolution techniques does not provide all the viewpoints or
information. Accommodation of conflict completely holds down all the feeling. In the passage of
time, this can even result in frustration needed build and even leads to an expectation among
most of the co-workers (Sweis et al. 2019). Accommodating completely highlights the conflict
management which move towards the collaboration.
Compromising: Compromising of conflict resolution strategy often aims in settling down
solution. Most of the people are working together so that no one completely gets their way. Each
member makes a sacrifice to ensure that each one has a small prize (Faletar et al. 2016). Conflict
resolution strategy merely focus on competition where most of the points are missed.
Collaboration: Collaboration stand out to be best way for improving and proper
cooperation of abilities for each of team members (Fisher and Royster 2016). Each member
highlights their own need so that it can meet the greatest possible extent. The point should be

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noted that collaboration is not always possible but it’s worth striving for (Gibbs, Neckermann
and Siemroth 2017). Conflict merely arises as a result of misunderstanding and poor
communication.
Coaching the team members: As soon as team has been put together followed by
understanding the conflict resolution technique. There is need for personal guidance where there
is need for collaborating with the work (Cote 2019). In case, some of the team members need to
much assertive in nature.
Motivation steps for Jonathan
In this case, Jonathan needs to motivated so that he can achieve the top level of
productivity. There is a proper relationship between employee output and motivation.
Analyzing Current Performance: At the time of setting a path for increasing
productivity, there is need for creating a clear path for Jonathan. In order to do so, there is need
for measure and evaluation of present rate of production. It merely helps in checking the right
strategies along with improving the rate at which the project is being completed (Blaskova et al.
2017). One of the most suitable way of calculating employee output is completely based on two
factors speed and quality. By making use of state of art project management tool which can be
used for evaluation of elements (Bassett 2016). Jonathan will have the ability to track down the
completed part of this IT project. It will merely help in keeping a track of both quality products
and related services.
Focusing on Organization Culture: Culture stand out to be one important factor at the
time of new hire. If the employee of the organization completely fits into the culture then they
will become much more proactive at job (Cardno and Tetzlaff 2017). It will help in establishing

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much faster connection with team and their ongoing work. In general, a strong culture
completely fits and also help in contributing a strong bond between employee and organization
(Muscalu and Ciocan 2016). It merely helps in protecting the firm from any addition kind of
expense like turnover, regular cost and lastly unexpected cost of recruitment.
Rewarding Employees: Rewarding employees stand out to be as one of the best methods
for appreciation along with improving job satisfaction (Driskell, Salas and Driskell 2018). This
stand out to be best way for giving the team with extra incentives for increasing loyalty and
morale. One of the dynamics come up with ability for improving life of staff members and team
dynamics (Jovanović et al. 2016). In addition, the survey highlighted what the employee wants
each of the fourth worker out of the five.
Focusing on Personal Development: Enhancing the overall training method will help the
employees to reach the pinnacle of his/her professional aptitude. It is very much vital to consider
workers, not like the stationary source (Cardno and Tetzlaff 2017). There is need for continuous
change at the individual level. Not only training can help in improving the skill but also can help
Jonathan to motivate him for new skill. Without any requirement of task pass, they can easily do
on his own (Kheirkhah and Nejad-Irani10 2018). It only speeds the whole business process but
also help in increasing efficiency and productivity.
Stopping micromanaging: With respect to increasing efficiency, Jonathan need to avoid
any kind of micromanaging at the provided cost (Einstein, Addams and Roosevelt 2016). There
is need to check with higher management for each of the task. It merely discourages the
employees by reducing their belief what they are doing. Business model stand out to be very
much time-consuming which focus on decreasing overall productivity (Jones 2019). Jonathan
does not delegate the task across the board not to the senior management of the organization.

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Each of the employee should be assigned a role which help them in motivating them. This will
help in completing the project in the most efficient way which demonstrate their worthiness
infirm. Keeping the project in the very first place is much likely to be associated within
organization (Zhen 2017). It merely helps the organization in increasing the overall loyalty.
Allowing the employees to work remotely: If this firm want to increase the overall
productivity, employee should be given the option to work from home (Velmurugan and Sankar
2017). As per various research, there is a strong connection between working remotely and
productivity. Employees logging in more of the working hours, reducing sick leave, improved
performance and engaging in work is much better with the help of remote staff. Organization
does not make any payment regarding transport and office supplies along with increased
production. It also helps in reducing the overall expenses (Owoseni et al. 2017). Jonathan can
easily split working hours both for in-house along with evaluation for each day.
Share Scheme: One of most suitable way to motivate Jonathan is all about providing
them with incentive like share schemes (Grenčíková, Guščinskienė and Španková 2017). Most of
the scheme provide the employee with the suitable way for buying share from the firm at suitable
price. In some cases, employee stay within the firm for a limited period of time so that they can
avail benefits (Peralta et al. 2018). Save as you earn (SAYE) participants should remain in
business for an interval of three to five years of time. This particular scheme helps in reducing
the turnover of employee. The participants under SAYE are saved for list of things like holiday
and even for purchasing a house. There most face a deduction in salary which is put aside until
and unless the end of term (Driskell, Salas and Driskell 2018). This money can be used for
buying share followed by making a risk-free profit.

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Conclusion
The above pages help us in concluding the point that this report is all about issues faced
by the team members of a large IT project. Some of the team members of this project has failed
in achieving the vital aspect of project critical path. Target is being missed by team members and
they are neither working together in effective way. The project has been delayed due to
corporation issues among the team members. In this report, a list of theories has been used for
team development which highlights the reason behind the lack of performance. It is always
powerful in connecting a group of people on the same platform. They are all working for a
particular goal which they want to achieve. Team effectiveness is completely improved by
commitment of team member who can reflect on-going evaluation. Along with this, it requires
evaluation with respect to certain goals so that the team can perform high. It is very much
important to understand their development like the team members. In order the team to be
effective in nature, team members need to work together so that they contribute to outcome of
team. This done happen automatically but it requires the development of team togetherly.
Teamwork theory stand out to be an organized method of comprehension of certain procedure
and behavior. In the year 1965, Tuckman theory has been used in number of organization. The
model comes up with four stages that is forming, storming, norming and performing. The theory
has originated as a result of successful team building. Maslow has come up with a pyramid
needed for motivation among human. In this model, the bottom start with item like food,
followed by health security. The third section is all about family and fourth one is esteem. The
last step in this model is self-actualization which is an example of morality.

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