MN4002QA Fundamentals of Management: Motivational Theories Report

This report delves into motivational theories crucial for enhancing team performance, focusing on both content and process models. It explores content models such as Maslow's Hierarchy of Needs, which examines individual needs from basic survival to self-actualization, and process models like Skinner's Reinforcement Theory, which analyzes how behaviors are shaped by consequences. The report also incorporates the Competencies Value Framework (CVF) to assess leadership actions and behaviors, emphasizing adaptability, initiative, interpersonal skills, organizational skills, and stress management within a team setting. Furthermore, it outlines techniques for improving team performance, including setting attainable goals, clarifying roles, providing feedback, optimizing meeting efficiency, and creating a productive work environment. This comprehensive analysis provides insights into fostering motivation and boosting productivity within teams.

Fundamentals of Management

Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
CONCLUSION................................................................................................................................7
REFRENCES...................................................................................................................................9

INTRODUCTION
The report consists of the motivational theory that is used in completing the team work
and making it more productive and motivational. The two types of models are discussed in the
report that is content models and processes models. The CVF (Competencies Value Framework)
is used in the report for discussing the values and competencies of the leader for maintaining the
action and behaviour during the team work. The report discuss about the techniques that are used
for improving the performance of the team.
MAIN BODY
Team motivational theory
The motivation theories are divided into two types and that are: content and process. The
model of content discuss about the needs in the life of people that motivates them. In the process
theories the main focus is on the behavioural and psychological processes of an individual that
affects the motivation for them.
Content Models of Motivation- The model focus on the needs that are required by the people.
The theory is that the people will get motivated when they acquire the things they need for their
life. The theories under content model are: Maslow’s Hierarchy of Needs (1950s), McClelland’s
Theory of Needs (1960s), Herzberg’s Two factors Theory (1950s) and Alderfer’s ERG Theory of
Needs (1960s) (Neugebauer and Gilmour, 2020).
Maslow’s Hierarchy of Needs
The theory says that all the humans have the same needs and that are in a hierarchy. The
needs goes in the hierarchy form the basic things people need for the survival to fulfilling the
potential as well as finding the purpose of life. There are five levels in the hierarchy of needs of
Maslow that are:
Physiological Needs- The needs that comes first for the survival of the individual before moving
towards the complex as well as aspirational needs, these needs include basic needs such as
shelter, clothing, food and water.
Safety Needs- These needs help the individual to remove the risk from the life and help in
maintaining the physiological needs in the future. The safety needs includes the emotional and
physical security.

Social Belonging- After accomplishing the physiological and safety needs the individual go for
the pursuit of the social belonging. This includes the relationships with family, community
relationships, friends and getting a sense of acceptance.
Self-Esteem- After the above needs are achieved the individual starts to focus on themselves as
well as on their self-esteem (Hopper, 2020). The needs satisfy the need of being valued along
with their egos. This level is divided into two: lower level is for satisfying the respect, status and
recognition from others and the higher level is for getting the all these for themselves.
Self-Actualization- The individual have the tendency to feel that they are making the most out of
the abilities and fulfilling the potential they hold.
This model is very helpful in the increasing motivation as well as the productivity in the
group as this theory is relatable for everyone. The model is capable of capturing all the needs an
individual have thought about and it is clear along with simple. Thus, it makes the model a tool
for assessing the motivation as well as using it as a motivational driver for the team members.
The model is able to satisfy the individuals and helps in the self-development.
Process Model of Motivation- The theory of motivation mainly focuses on the processes for
understanding the interactions, action and context that motivate the individual behaviours. The
behavioural and psychological processes are focused. The theories under the Processes Model
are: Skinner’s Reinforcement Theory (1930s), Vroom’s Expectancy Theory (1960s), Locke’s
Goal Setting Theory (1960s) and Adams Equity Theory (1960s) (Islam and et.al, 2018).
Skinner’s Reinforcement Theory
The theory states that the response to the behaviour and action of the individual are able
to change the future behaviours of the individual. The individual is more likely to perform a task
or action in future if it is providing positive outcomes, and this positive outcome is called
reinforcements. Likewise the individual less likely to perform the task or action in future if the
outcome is not positive and the negative outcomes are called the punishments. The theory
summarises that the individual’s behaviour is affected by either adding or taking away the good
or the bad thing.
The theory can be used at the workplace when working in teams, the theory can be used
as tool for steering the individuals towards better outcomes and behaviours. The theory helps the
individual to feel their actions (Asadullah and et.al, 2019). When the individual experience a
negative feeling due to the result of some action then they will do it less. Wise versa for the

positive feeling experienced by the individual due to the action will help them do it more. This
theory is useful for making the individual productive and motivated as by doing small changes
with the reinforcements and punishments big changes in the individual can be seen. Thus,
Reinforcement theory is useful tool for improving the team performance.
CVF of own actions and behaviour
The competency values framework is the basis for the many national HR processes like
Professional Development Review (PDR), Policing Professional Profiles, assessment and
selection and Continuing Professional Development (CPD). The CVF framework can be fully
adopted or can be used with the existing values and it is made sure that the competencies and
values of the CVF are represented fully. The CVF will affect the individual straightforwardly
and the people will be affected for preparing the assessment, development planning, PDR
meetings and interviews. The framework consists of the four values that are at the centre of the
CVF. The framework of the CVF is: collaborate, create, compete and control (Coda and et.al,
2021). The values are the beliefs that are important for the individual that guide as well as
motivate the actions and behaviours in particular.
The competencies are the behaviours that are skills, abilities or the knowledge that are
related to the effectiveness of the job performance. The values of the CVF apply for all the roles.
The increasing complexity of the behaviours is reflected with each six competencies at three
levels. The functions at the organisation are broadly related to the roles, the features of the model
are that the levels are flexibly applies to the professional profiles that are specifically required.
The approach helps in focusing on how the task is achieved and not on what is achieved.
The behavioural competencies for the actions in the team are:
Adaptability- The ability as well as confidence in myself for being flexible and holding the team
on a decision in whatever situation. The leadership is shown in the team by showing the
teammates that proper adjustment are made for meeting the demand of the task through
maintaining and taking the position in a manner that is self-assured.
Initiative- I was willing for taking the actions to address the needs of the teammates without
being requested for doing it. I stay on the task and complete the task by facing the challenges.
Interpersonal skills- I was able to work with different member of the team effectively by
putting them on ease. I was able to acknowledge different opinions of the people and was able to

address different concerns, promoting the harmony and minimising the conflicts. I corporate with
others and for achieving the objectives of the group work on the consensual solutions.
Organisational skills- I was able to set the priority and plan along with this allocate the
appropriate resources effectively to the team (Cortellazzo, Bonesso and Gerli, 2020). I attend the
details of the work for identifying the relevant issues that help in giving the high quality results.
Stress management- In the time of pressure I was able to maintain the effectiveness in my work
and self-controlled myself for in front of the teammates during the stress period, ambiguity,
fatigue, emotional strain and self-risk.
Techniques for improving the team performance
The work needs to be made productive and hence requires the building of the controls in the
work process as work is a process and the process needs to be controlled for efficient working.
The team performance can be improved by following techniques:
Set and track the goals that are attainable
The team goal need to be defined and clear for the team members for exactly how they
have to pursue the working. The capacity of the team needs to be taken into consideration before
executing the goal. The processes needs to be in place and should be tracked by using software.
Along with that the goals also need to be attainable, it is necessary to break a large assignment
into smaller pieces so to help in showing the progress that will motivate the members of the team
while they forward to the final product (Evans, Gough and Newland, 2018).
Clarity of roles and tasks
Communication is best for clarifying the expectations and priorities of the members in
the team for the roles. The members can be informed with the top priority tasks that need to be
focused upon and then assign the members with the estimated time that need to be devoted in the
task. The quality of work that is required can be explained and then explain result that is trying to
be achieved by the team. Then leave the team alone and give them the freedom for doing the
work.
Give and receive the feedback
It is necessary to develop a trust culture with the team for providing them with the
meaningful and constructive feedback on the regular basis. Questions can be asked to the
members of the team about their challenges in the work and how the time can be cut into slice

more effectively along with it if they require more resources for their work. This will help in
identifying the issues and they can be mitigated for achieving the best performance (Hardavella
and et.al, 2017).
Make sure the meetings do not ruin the productivity of the team
The way of running the meeting can be improved for getting the performance better. The
meeting are for sharing the information as well as making decisions. Make sure that only the
people that are involved in the meeting who are doing work; agenda needs to be created for the
orientation of the goal and the meetings need to be end with the clear resolutions.
Idleness to space of performance
The workplace can be organised if the members of the team are feeling uncomfortable
with the current layout. The distractions at the workplace are the killer of the productivity. The
organisation can invest in the office cocoons as the member will stay more focused in their
comfortable spaces and be more productive. Employee engagement software can be used for the
connecting with the team as the more engaged and aware the employees are the more they stay
productive.
Bring the projects of the team under one roof
The team work can turn mixed and messy without the centralized management of the
projects. The collaboration software can be useful for the members those are working from
different offices and work from remote locations. In the team work it is easy to get confused
about the location of the location from where the data is coming, how much work is left, who is
doing what and how far the work is in process (Laurent and Leicht, 2019). Using the real-time
tool for planning the tasks from everywhere can help the team in reaching the productivity
without getting stuck into the hours of meeting and correspondence of email.
CONCLUSION
It can be concluded from the report that the motivation theory help in increasing the
motivation and productivity of the team. The Maslow’s Hierarchy of Needs under the Content
Model of motivation is used along with the Skinner’s Reinforcement Theory under the Process
Model of motivation. The content theory focuses on the basic needs of the individual need from
the survival. The process theory focuses on the behavioural and psychological process of the
individual. The CVF is used for determining the behavioural competencies for working actions

in the team. The techniques are used for improving the performances of the team that includes
clarity of roles and tasks, give and receive the feedback, idleness to space of performance and
bring the projects of the team under one roof.

REFRENCES
Books and Journals
Asadullah and et.al, 2019. The effect of reinforcement and punishment on employee
performance. ABC Journal of Advanced Research. 8(2). pp.47-58.
Coda and et.al, 2021. Entrepreneurship and gender: what do behavioural profiles have to do with
it?. International Journal of Entrepreneurship and Small Business. 43(1). pp.116-141.
Cortellazzo, Bonesso and Gerli, 2020. Entrepreneurs' behavioural competencies for
internationalisation: Exploratory insights from the Italian context. International Journal
of Entrepreneurial Behavior & Research.
Evans, Gough and Newland, 2018. Optimizing Java: Practical Techniques for Improving JVM
Application Performance. " O'Reilly Media, Inc.".
Hardavella and et.al, 2017. How to give and receive feedback effectively. Breathe. 13(4).
pp.327-333.
Hopper, 2020. Maslow’s Hierarchy of Needs Explained. ThoughtCo, ThoughtCo. 24.
Islam and et.al, 2018, November. To boost students’ motivation and achievement through
blended learning. In Journal of Physics: Conference Series (Vol. 1114, No. 1, p. 012046).
IOP Publishing.
Laurent and Leicht, 2019. Practices for designing cross-functional teams for integrated project
delivery. Journal of Construction Engineering and Management. 145(3). p.05019001.
Neugebauer and Gilmour, 2020. The ups and downs of reading across content areas: The
association between instruction and fluctuations in reading motivation. Journal of
Educational Psychology. 112(2). p.344.