Motivation and Teamwork in MTDC

Introduction

Each organization has its own unique measures to maintain and keep up a certain
level of employee motivation, in order to achieve high employee performance.
Employees that highly persuaded are more slanted to be efficient in the workplace
with increased labor production.

MTDC has a strong mission which is to find variety of diverse investment

opportunities and to use the resources in enhancing the wealth and trust of their
shareholders (About Us | Maldives Tourism Development Corporation, 2021).
The strong core values of MTDC are the pillars of success these include supporting
the society and people by creating job opportunities, helping each and every
household to strengthen their economic stability.

According to the theories of motivation, employees are roused on the guarantee by

the management and the organization with respect to the agreement and satisfaction
of workers needs in the organization (Abdul Basit, Hermina and Al Kautsar, 2018).
When the lower needs are satisfied, the workers are propelled by fulfilling upper
degrees of requirements whereas Herzberg in 1968 developed a two-factor theory
which is more centered around the motivation of the workplace (Abdul Basit,
Hermina and Al Kautsar, 2018)
Teamwork is mainly built with the interest of the motivated employees. Absence of
inspiration creates working in order to fulfill the goals and to show commitment which
targets on earning and not figuring out to become a viable individual from teams and
the organization. Teamwork requires building connections and working with
collaborators dependent on a few groups related and social abilities.

This report gives an in depth understanding on organizational behavior and how this
behavior can transform the organizational goals into reality. The behavior of
employees, the cultural values and the organizational structure plays a vital role for
the organization to succeed in the inevitable changing environment.
1.
A.

The employees of MTDC are well motivated and the core values within the
organization ensures the attendance of its employees.
According to the quarter reports of 2020, MTDC’s core values included securing the
shareholders interest, being more open minded and caring, respecting and
identifying individual’s ability, to stimulating the status quo (2021).
However, the annual report of 2020 had a few changes on its principles such as,
Assuring for the truth and express opinions without being hesitant and finding new
innovating methods to carry out tasks.

Due to Covid 19, many Maldivians employed in the tourism sector lost their jobs.
Since tourism is the largest employment producer it has been highly affected to the
government and its people (2021).
However, the country reopened for tourists with strict guidelines towards the end of
2020, even though it was a challenging year the chairman of MTDC, Abdulla Faiz
stated that the “changes to protect and sustain the current business has ensured the
sustenance of the operations” (2021). The decision making of the organization is
been done collectively by the board of directors as they take into consideration of the
current situation and discuss ways to overcome them. When taking decisions, the
directors also consider the advice from sub-committees (2021).

Currently, with regard to the Maldivian employment laws, MTDC has their own
remuneration package and during the year 2020, they have started a process where
the salaries and allowances are given with some advice regarding it (2021).
B.

There are few leadership styles that is used to motivate the employees of a particular
organization, each style has its own way of motivating employees.
According to research, MDTC can be classified under the following three leadership
styles.

Democratic leadership

These leaders involve the employees in the decision-making process frequently and
they don’t settle on significant choices without the employees agreeing. This is a
motivational approach which is utilized by a democratic leader, the employees are
essential for the dynamic interaction that keeps the organization running easily. The
representatives take a passionate interest in the achievement of the organization
since they have assisted with creating departmental approaches and interaction.
The directors of MTDC looks at a current problem with its members to get
everyone’s advice to overcome a situation and they also takes into consideration of
the sub-committees (2021). By following a democratic leadership style MTDC can
easily bring up more perspectives to efficiently find a solution.

Persuasive Leadership

In this leadership style, the leaders persuade and inspire the employees to do
something. However, persuasive leaders consume more time to invite inquires as
opposed to “do this or there will be consequences” strategy commands. Essentially,
when the employees and the management and ownership come to a conclusion on a
certain situation, they will examine with the employees or the group members the
reason for the dynamic cycle. Team members are then urged to resolve to
undertakings through different influential methods as opposed through
remunerations.
MTDC has a remuneration method that consists of the allowances which were made
considering the laws and how other employees in the industry are paid. Individual
employment contracts are signed between the employee and MTDC which will state
all the procedure and any forms of rewards (2021).
Participative Leadership

Participative leadership style explains that the authority is in the act of participating in
a team- based way to deal with an organization or a task. The technique behind
being a participative employee is easier than utilizing hierarchical way to manage
and deal with a team, everyone cooperating for the dynamic interaction and address
organization issues.
MTDC has appointed committees which consists of 3 non-executive members and
these members are paid allowances for each meeting they participate (2021).

2.
A

The Abraham Maslow’s hierarchy of needs, on the other hand, can be seen as a
means of responsible needs of the community development in diverse cultures in
today’s society. Abraham Maslow developed the hierarchy of needs method to
emphasize that certain important needs that must be discussed before other needs
can be considered in various societies. The hierarchy levels in the Maslow’s
hierarchy are discussed as follows, Physiological needs, safety needs, social, self-
esteem and self-actualization (Educational Psychology Interactive: Maslow's
hierarchy of needs, 2021).

Physiological Needs

These needs are human basic needs which is considered as essential factors for
human survival in various communities. Food, water, clothes, shelter and sleep are
examples of physiological needs.
Safety Needs

When all physiological needs have been met and thoughts and actions are no longer
regulated by behaviors and mindset, the need for protection arises and proper
security is required.

Social Needs

The next set of needs for understanding, caring and belonginess will emerge after
the need for protection and physiological wellbeing is satisfied. Employees attempt to
overcome feelings of isolation and alienation, according to Maslow. Giving, receiving
thoughtfulness, affection and a sense of belonging are all a part of this.

Self- Esteem Needs

After meeting the first three needs according to Maslow, the need for esteem will
take place. This includes both self-confidence and the esteem that one receives from
others.
The employees need a confidently high level of self-respect and respect from others.

Self-Actualization Needs

Self-Actualization requires or needs for fulfillment, for living up to one’s potential, and
for making the best use of one’s talents, are at top of Maslow’s hierarchy.

B.

The Maslow’s hierarchy of needs are applied in organizations as a part of motivating

their employees by fulfilling the needs. These needs ensures that the employees to
grow and reach their maximum potential and their basic needs should be given
priority.
MTDC works with the main belief of being socially responsible and to help the people
living in the Maldives including their employees (2021).

Physiological needs at an organization refers to the safe and comfortable working

environment, suitable lighting and clean, hygiene facilities along with the appropriate
tools to carry out the required job.
At MTDC all employees are given digital services to carryout meetings and they
have proper boardrooms in which meetings/sessions are conducted (2021).

Treating workers with respect and dignity and allowing them to have the freedom to
take risks in the organization and not be strictly criticized or embarrassed is the
safety needs according to Maslow.
The directors of MTDC asks for the opinion and advice from the employees, sub-
committees when planning a solution to a current problem which ensures the
employees that their opinions matter and is respected in the organization (2021).

The social needs explains that all employees voice needs to be heard and make a
feeling of belonging. Coworkers are a part of something greater than themselves.
They are experienced in the idea of a mission based on values.
MTDC believes on social responsibility which keeps the employees united all the
executive and non-executive employees makes a difference on the society issues
and tries to help the community grow (2021).

Empowerment is an influential word which describes recognition of employees, the

organization needs to understand that each employee’s work contributes to the
overall performance of the organization. Compensations are given to the employees
of MTDC depending on the contract formed and according to the Maldivian laws and
this will help ti increase the employee’s self-esteem needs (2021).

Allowing employees to think big and be innovative to have a future vision, reinvent
themselves to provide direct feedback to senior management helps to achieve self-
actualization needs. At MTDC the employees are involved in more innovative work
as they have to plan the startup of resorts in various islands and when they are more
passionate in what they do the results are more productive (2021).
3.
A

A group can be characterized as two or more individuals who are interactive and
independent and comes together to achieve specific goals in group dynamics. A
work group in particular, is a group of people who meets in order to interchange
knowledge and make decisions that will help each member perform well in his or her
area of responsibility. However, a work team creates constructive consistency by
managing their strengths.
When the employees’ efforts are added together, there is a higher result than the
input as their aim isn’t to just share information and knowledge it is mainly focused to
being shown as a group (Group and Team Management | Organizational Behavior /
Human Relations, 2021).
At MTDC there is a group of directors engaging and leading most of the business
operations they all work towards a social responsibility.

Team Roles

Teams are built to play a vital shared leadership role and to encourage open
meetings with the members to find solutions. There are certain roles the team
players need to possess in order to make the team a successful one.

Shaper, Implementer are roles which requires action mostly, as the mostly
extroverted and highly dominant to the team and members. Implementors are the
organizer and the one who develops the ideas into work tasks, and they plan and
schedule all the administrative work. These team members are trustworthy and are
the most efficient. The first four directors of MTDC are appointed by the government
and then the shareholders decide on the other directors, according to the
nominations and remuneration committee the directors are assigned to get the job
tasks done (2021).
The coordinator, the resource investigator and the team worker are the employees
who are more people oriented as they are concerned with maintaining the team and
support and understand the work. When a team worker is absent its very noticeable
as they carry out most of the tasks. Resource investigator is a team role to bring in
new contacts and resources needed to carry out a task. At MTDC the chairman acts
as the coordinator as he guides the team to achieve the goals. As the chairman he
will always challenge the team to improve and get the work done effectively with
different approaches (2021).

Team Solidarity

Team solidarity is also known as the team spirit it defines that the relationships
between the group members need to build trust one another and encourage to
improve the interpersonal relationships to work together effectively.
To create a team solidarity there are certain factors that can be done such as,
naming the team with unique names which encourages them as the employees are
identified as a part of the team therefore the try to build the teams reputation as it will
have an impact on them. By creating a uniform for the team will help to improve the
team solidarity.
Building a team tradition such as telling stories about the past which was failures and
successes will encourage the employees.
At MTDC they have their own goals such as, “the goal is to find rewarding
investment opportunities for every Maldivian citizen” this encourages the entire team
of employees at MTDC come to work every day motivated as they have a purpose
(2021).

B.
Individuals join to form a group and they work in groups and move with their own
group. Groups are important for an organization as they will have an effect on the job
and work behavior. They are linked to the organization and benefit the business in
numerous ways.
However, the productivity of the business is influenced by the group behavior. It’s
important to conduct group research. Individual and group actions are not the same.

Groups are divided into 2 types which is formal and informal groups. The main
purpose of formal group is to advance the organization’s goals and priorities as
stated in policies and mission statements. Informal groups are groups with goals and
intentions that may vary from those of the official organization (The Nature of Groups
& Group Behaviour - A-Level Psychology - Marked by Teachers.com, 2021).

4.
A.

Factors that can promote the development of effective teams

Communication
The most important factor of teamwork is effective communication, this means
keeping everyone up to date and never imagining that everyone has the same
knowledge. Being an efficient communicator also means being a good listener.
Listening to the other teammates and demonstrating appreciation is important.

Delegation
Teams function well when everyone in the team is well aware of each other’s
strengths and weaknesses. This promotes an effective team as the team leaders
and members are skilled at defining all aspects of a particular project and assigning
the tasks to the most qualified team members.

B. Factors that inhibit the development of effective teams

Poor interpersonal relationships
Even though it is important for team members to challenge each other to prevent
groupthink and encourage innovations, it could lead to team conflicts and can stifle
the team effectiveness. If a team member lacks respect for one another, they may
not be openly sharing important information and knowledge.

Effect of changes
If a team member, leaves or the external climate shifts, even the most effective, high
performing teams may face issues and will affect their development. Evaluation on
the team’s success on a regular basis to prevent the team being ineffective as a
result of internal or external changes.

References

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