Where to Seek Solutions

- Look for aspects of motivation – any problem which stems from lack of commitment or interest can only successfully be addressed by providing motivation.

- Be flexible with regards to personal problems. No parent is immune to the "joys" of a new born baby, no one is unaffected by bereavement. When circumstances and the human factor impinge upon your ordered plans, adapt; since you cannot change it, work with it. Focus upon the problem and deal with that.

- On a larger scale, look carefully at the work practices which you and they follow through habit. Some of these can work against you, and the team. For instance, the way you hold team meetings may suppress contributions; the way you reward the exceptional may demotivate those responsible for the mundane.

- Take a long term view. Constant pressure will eventually destroy your team members. A relaxed yet engaged workforce is (say) 10% more efficient than one which is over-stressed and fretful. So why not devote half-a-day to: peer-group teaching, brainstorming on enhanced efficiency, visits to customers (internal and external), guest lectures on work tools. You lose nothing if you gain a skilled, committed, enthusiastic team.

- Finally, look carefully at how you behave and whether the current situation is due to your previous inattention to the human factor: you might be the problem, and the solution.

                                                                                                                      Gerard M Blair

 

Practicum 3.12

Translate the italicized parts of Text 3b into Russian

Practicum 3.13

Practicum 3.14

Suggest your arguments to support or challenge the view that

- it is crucial to give public praise for independence and initiative displayed by the team;

- progress should be punctuated and celebrated with small but marked achievements;

- a sustainable approach to maintain enthusiasm and commitment from the team is relevant;

- the feedback the manager gives his team about their work is fundamental to their motivation;

- a structured review system is a blessing;

- everyone should get a share of the interesting and of the dull;

- gaining responsibility is seen as an advancement which gives rise to a sense of achievement and can also improve the work itself.

Practicum 3.15

Consider the motivating factors listed in the text: behaviour; motivation; achievement; recognition; the work itself; responsibility; advancement. Rank them in order of priority, support your stand with appropriate arguments and evidence.

Practicum 3.16

Assume the role of

- a seasoned manager who is sharing his views on effective managing strategies;

- a subordinate who is advising his green manager on which triggers to pull to make his team more motivated and committed;

- a business guru who is giving a presentation about sustainable approaches to maintain enthusiasm and commitment from the team.

Practicum 3.17

Study the case and epitomize the findings of the research: list four motivating drives, define which of them appeals to you most, why