FIRE CHUBIFA ZWANE 9204086315081

Motivate and Build a Team

Learner guide

Unit Standard Number 242819

Unit Standard Credit 10

Unit Standard Level 4

IQ Ambition in Action
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Instructions

Submission Due Date: Refer to training plan

This Project Workbook will be assessed and the percentage mark allocated.

Learners will be penalised at 5% per day for late submission.

This workbook is to be completed as you participate in the class discussions

and once you have studied and applied the content learned in this course.

Ensure these are completed completely and correctly. This is to be submitted

on the day you write your summative assessment.

Score

Total marks:

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Understanding the questioning terms in your workbook

This requires a short and concise description of the meaning of a

specific word, concept or idea. Where possible, elements are specified
Define and explained by means of examples. Where necessary, similarities and
contrasts between the word, concept or idea and other related words,
concepts or ideas are spelt out.

This requires a detailed account of the material without interpretation. In

other words, this involves, firstly, a description of which characteristics
are present and how characteristic these are, and secondly, an
indication of the ways in which the phenomenon -is similar to, or differs
Describe
from, other phenomena.

In some cases, the verb "describe" refers to the description of a process.

In such cases, you are required to set out the sequence of actions,
activities or events leading to a specific outcome. Sketches and
diagrams may be used fruitfully to illustrate the process.

Unlike in the case of "describe" in order to "discuss", you are required to

give a detailed view of the phenomenon, matter or event on the basis of
arguments about cause-effect relationships, advantages and
disadvantages, as well as reasons why these specific relationships exist
Discuss or why a specific result ensues.

Discussion requires insight into the matter discussed and the ability to
argue a case. Please note that you may be asked to discuss only a
specified aspect ~ for example the disadvantages of a method or the
most important causes of a problem.

This term is closely related to "discuss". Essentially the difference lies in

the fact that you must explain. i.e. express the logical relationship
between events, activities or actions in such a way that your audience or
reader can deduce how and why a process follows a given path. In
addition, the audience/reader must be able to recognize that you (as the
Explain
person giving the explanation, have a good grasp of the matter).

In order to explain, you must give a considerable amount of detail. You

must explain how things are connected, why they are connected in
precisely that way and no other, and why a certain result is achieved.
Explanation therefore requires both knowledge and insight.

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 In order to analyse a phenomenon, it must first be thoroughly studied.
Analyse Then distinguishing elements are highlighted, causes and effects are
identified, and the underlying relationships are pointed out.

Here you are required to do no more than merely provide a list of

names, dates, reasons, facts, advantages, characteristics, etc.
Name, list and
You are not required to provide arguments or to explain processes.
tabulate
Tabulation usually refers to the organisation of information so as to
provide a clear and systematic overview.

When you are required to differentiate/distinguish between anything, the

crux is differences - i.e. distinguishing characteristics.
Differentiate Two or more phenomena, events or processes are analysed and
described in such a way that differences or distinctions are clearly
identified.

Although this term may sometimes be used more specifically, here the
Indicate
term is used as synonymous to explain.

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 Activity 1
(10 marks)

1. Explain the importance of motivating a team.

 Increases productivity; Motivation is a process that leads to an

increase of productivity of the employee. Motivation meets the
needs of the employee and thereby creates the drive to work to the
best of his/her abilities. A well-employee will be willing to put in more
effort towards the betterment of the organization that another
disheartened employee.

 Ensures organisational Efficiency; Motivation plays an important role

in changing the attitudes of the employees in the organization. An
Indifferent attitude is extinguished most efficiently by motivation. The
presence of such a favorable attitude allows the organization to
thrive and be successful.

 Ensures loyal workforce; A well-motivated workforce is a loyal

workforce. Motivated employees have high levels of morale and
commitment towards the organization and its goals and objectives.
Motivation thus reduces employee turnover and reduces the need
for constant induction of new employees.

 Ensures a Reactive Workforce; Adapting to changing business

environments is an important feature of any successful business. In
order to react to changes easily and to continue smooth functioning,
an organization requires extensive loyalty and commitment of its
employees. This reduces resistance to the changes that the
organization intends to make. This in effect makes the organization
efficient in adapting to changing needs.

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 Facilitates Direction; Direction is an important managerial function
and forms one of its core functions. Motivation as already mentioned
is a vital part of the direction. The direction is a process that involves
directing or initiating action according to a plan drawn up requires
the employees to work wholeheartedly with commitment and loyalty.
The process of direction is thus possible only when the employees
proceed in the direction that the manager determines and this
requires a motivated workforce.

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 Activity 2
(10 marks)

1. Discuss your understanding of self and team members in a workplace.

Understanding personality type can help you to understand your preferences

and the preferences of other people and how or why these might be different.
Personality types are useful for recognizing how we lead, influence,
communicate, collaborate, negotiate business and manage stress. There are
many ways in which understanding personality type can be applied to the
workplace. It can help with our leadership style, to resolve conflicts more
effectively, to communicate more effectively, to understand how others make
decisions, to coach others, to improve sales skills and to retain key staff.

 As leaders seek to engage and inspire others to accomplish their

organization’s objectives, they rely on a broad spectrum of abilities.
These include; making good decisions in ambiguous conditions,
communicating and pursuing a clear vision, building effective
working relationships, making use of each person’s abilities, being
adaptable and open to change, and tolerating healthy
disagreements and conflict.

 Conflict can describe many different types of interaction but

invariably people associate conflict with a negative emotional
charge. Conflict can come about for many different reasons but in
the main it seems that most conflicts arise from a lack of trust or
when our values, beliefs or authority are challenged. By highlighting
the underlying cause of the conflict, we are better able to turn this
negative energy into a positive outcome.

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 Communication is key to successful business and personal
interactions. You communicate with others every day on many
levels. However, you may not take the time to analyze how your
natural style of interacting affects others.

 We are continually bombarded with decision-making opportunities,

whether we seek them out or they are placed upon us. From
communication mishaps and information gaps, to a failure to grasp
consequences and construct sound plans, decision making
challenges are substantial.

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 Activity 3
(10 marks)

1. Explain how you would apply theories of motivation and group dynamics.

Involve employees from start to finish. All workers involved in a project should be
included in the entire life cycle, from conception to completion. Employees will be more
motivated to do a better, more thorough job if their ideas are valued, and if they can see
a project through to its completion. In this way, they will “own” the finished product.

Try inviting employees into new product meetings and asking them to come up with
their own concepts and business ideas. If they feel that their input is welcome and that
they are part of the creation process in the company, they will be more likely to produce
quality work.

Objectives should be linked to individual goals. There is a reason that salesmen

that surpass their monthly quotas usually get bonuses at the end of the period. While
not every reward has to be financial, it stands to reason that employees will be much
more effective if they know that their role, no matter how small, makes a difference in
the project’s overall success – and by extension the success of the company they work
for.

Many companies have encouraged better performance and accountability in their

employees by linking business goals to business objectives and team goals. It’s no
longer about one person, but the team, and the individual doesn’t want to be the reason
the team fails.

Goals should be attainable. Goals should be lofty, but realistic. An employee who
believes that a goal cannot be achieved may not be motivated to work hard to get to the
finish line. With attainable goals, it also helps to show the employee examples of how
such goals have been achieved in the past, and to set realistic milestones that the
employee knows they can reach.

A clear action plan can help put those milestones on paper, with clear deadlines and
checkpoints for the worker.

Adapt goals as needed. Too many businesses and project managers set goals at the
beginning of the year or the project and don’t leave any wiggle room for reassessment.
This is setting the employee up for failure. Remember that employees work best if they
have feedback about the progress they are making.

There’s nothing wrong with setting clear goals with objectives that must be met by

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certain dates, but at the same time there should be some room to adapt as conditions
change.

Measure goals in a SMART way. Some experts say that goals should be what are
called SMART goals that is they are specific, measurable, actionable, results-oriented
and time-bound.

By doing this, project participants or employees know they have agreed to results that
require their full commitment and they will be held accountable if they fall behind on
their part.

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 Activity 4

1. How would you implement a plan of action to strengthen a team.

i. Identify the behaviors that would lead to better team performance if

people changed how they did things. Look at lines of communication.
Are people keeping each other in the loop? Examine how leaders
exercise their authority. Are they inspiring people or making them
resentful? Evaluate the loners on your staff. Can they become team
players if they are put in charge of a special project?

ii. Take note of the current behaviors that are positively contributing to
teamwork. Take stock of what is going right. Note any special efforts
people make to be part of the team and acknowledge the team's
effectiveness.

iii. Describe the gap between what people are currently doing and what
people should be doing to strengthen teamwork in your organization.
Communicate target behaviors. These are transition behaviors from
what is happening to what should be happening.

iv. Call a team meeting and discuss how to adopt the target behaviors.
The purpose of the meeting is not to come up with a plan to identify
needed changes, you have already done that by identifying target
behaviors. The meeting should decide on a course of action for all
members to follow. Creating this plan will strengthen teamwork and
communicate strategies for implementing it at the same time.

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 Activity 5
(10 marks)

1. Explain how you would provide feedback and recognise achievements.

Feedback is a tool used to reinforce positive behavior in the workplace,

as well as support behavioral changes of team members. While it’s
beneficial to give and receive constructive criticism about areas for
improvement, using positive feedback is equally necessary

 Whenever possible, link positive behavior to business results.

 Deliver the feedback as close in time to the event as possible.

 Deliver positive feedback in front of others, when possible and when

appropriate, if you think they can also benefit from it.

 Be specific and as detailed as possible to help the recipient implement

the positive feedback in future situations.

 Avoid giving positive feedback too often or for trivial reasons to maintain
it’s meaning.

 Avoid delivering positive feedback in a condescending manner or tone

and use tact when giving positive feedback to superiors.

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