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Meta-Analysis of Teamwork Processes

I. Rankings of the Core Values

Team work is very vital for any organization that wants to achieve its goals and objectives. The manager must ensure that they foster strong cohesion and unity among their employees so that there exists unity of purpose in the staff cadre. However, among the team members there exist diverse traits and qualities. It is this diversity that brings positive results when tapped into by the management. The team players have varying traits and these traits could be ranked in a given order because extents to which they are beneficial in the team work also do vary significantly. It is very important for the manager to understand the quality that each team player possesses so that he can know how to harness and deal with the team member by the virtue of their endowment with a particular value. A manager can only afford to retain a well motivated workforce if he/she is in a position to understand the team members. The following is a ranking of these values on a scale of one to ten in order of the importance, such as security, affiliation, hedonism, recognition, power, tradition, science, commerce, altruism and aesthetics.

II. Rationale for the ranking

The above ranking is premised on the importance of each factor when it comes to motivation of the team members. It is very crucial that the manager understands the factors that are likely to improve performance of the team by considering what motivates the staff more. The manager should thus look for the values that have huge influence and effect on the employees and try to address them. For instance, considering the first factor of security, it is very crucial that workers feel secure in their work places. This security is twofold because it is physical security. The employees should be guaranteed of their security to avoid risky situations that could occasion heavy financial commitments. Thus the organization should take insurance cover for its staff while in the work place for them to feel secure. Secondly is the job security. The employees should feel that their jobs are secure. This will enable them to give their best to the company with the aim of rising through ranks via fair promotions based on hard work and good performance. The management should thus introduce permanent work contracts so that workers feel secure at their job positions (LePine, 2008).

III. Examples of each trait based on experience

I. Recognition

This is a desire to be given attention by people in a way of praise. It is very vital that people feel recognized, especially their efforts at work places. When people are diligent, they feel nice and appreciated if they are recognized. The manager should introduce monetary incentives to reward the hard workers. They should also introduce awards in a ceremony so that people feel recognized. The companies that pay well and promote their workers fairly have very low staff turnover as compared to those that pay poorly and do not recognize the workers’ efforts.

II. Power

This is the desire to feel in control of others and dominate them. Normally in work places these people function excellently when they are placed in a position of power and responsibility. The manager should create a position for them so that they feel in control and thus work well by being in a position to dominate others.

III. Hedonism

This is the craving for fun and socializing. This category of people is the extroverts and they prefer organizations that take them for retreats and parties. They value such occasion as team building tours because they are able to have fun. When people are granted weekends off the job they feel happy and relaxed.

IV. Security

As it was explained earlier, this is to inform of physical security and job security. Many people prefer government jobs because they are very secure and it takes a long procedure to be fired. They also value the firms that provide insurance cover to them while in work places to protect them from injuries.

V. Altruism

This is being concerned over the wellbeing of the general citizenry in the society. Firms should practice corporate social responsibility so that those that are philanthropic by nature can enjoy serving the societal members in any capacity.

VI. Tradition

This refers to the belief in societal norms and established code of conduct. There are those norms that exist in a society that everybody follows. Those people who do not live by facts and objectivity stick by these conducts but those who perceive things are led by emotions (Xyrichis, 2008).

VII. Aesthetics

This refers to the outward appearance of somebody or something. These tend to appeal to people at their face value. Organizations expect their employees to be smart and well groomed in the work places. They should be given proper salaries and remuneration to enable them to adorn themselves.

VIII. Affiliation

This is the desire to belong to a group. In organizations there are groups which are normally called informal groups. Employees feel comfortable in these groups because they are able to share information about their life and work comfortably and so the organizations should encourage informal groups to enable the workers to feel belonging to a family.

IX. Commerce

This means trade and trading activities. The organization should identify people who have entrepreneurial abilities as they can be beneficial in promoting the corporate entrepreneurship. This is by allocating resources to them and offering them a chance to try and learn from their mistakes and finally they succeed. Innovating firms encourage those workers who are commerce oriented.

X. Science

This is application of knowledge in the production processes. Knowledge workers are vital to a firm as they are critical in development of new systems and structures in an organization and thus improve the working of an organization. Many firms, once they identify talented worker, sponsor them for further training and they utilize their skills in improving the performance of the organization (Salas, 2008).

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