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Title Towards a system of motivated behaviors in working teams and organization

ii. Abstract Work motivation theories and research have tended to focus more on individual motivation and ignoring team motivation and ignoring individual differences within the team. Organizational behavior is the study of factors that affect how individuals and groups act in organization and how organizations respond to their environments. Companies need organizational structure in order to be successful. By understanding behavior, culture, diversity, effectiveness and learning, a company has a great chance of making their business work.

The collection of primary data for research is important to assists management in making decisions. Information regarding a large number of characteristics is necessary to analyze any problem pertaining to management. The various methods used for collecting data of this research would be questionnaire method, mailed questionnaire method and telephone interview.

Cluster sampling is used for this research, in this method of sampling, a collection or a cluster of teams from different organizations are selected randomly. Then each unit of the cluster is included in the sample.

Hypothesis testing to test whether motivated team performs better than non-motivated team performs better. Statistical hypothesis testing is a key technique of frequentist statistical inference, and is widely used, but also much criticized.

Conceptualize motivational processes at both the individual and team levels, highlighting the functional similarities in these processes across levels of analysis.

iii. Introduction In this competitive world, many industries have shift focus from individual achievements to team works to accomplished a variety of organizational tasks, including management, projects, productions, and services.

Organizational Behavior is the study and use of knowledge about how people in general, and individuals and groups in particular, act in organizations. It explains relationships between people and organizations in terms of the person, the entire group, all the organization, and all the social system. Its objective is to establish better relationships by achieving human purposes, organizational purposes, and social purposes.

Organizational behavior includes many topics, such as human behavior, change, leadership, teams, etc.

Organizational issues and trends have been receiving a great deal of attention in recent years since the focus is on how people think based on communication and supportive leadership (Hayes, 2001). The influence identified as a position, reward, and coercive power stipulating amongst team members that can make or break an organization. Politics is a means of recognizing and ultimately, reconciling competing interests within the organization. Although these interests may result in stress, organizations need to compile a list of strategies in managing stress. This paper will compare and contrast these objections from different organizations.

iv. Background and context Organizational behavior contains a wide range of topics, such as human behavior, change, leadership, and teams. OB is the study and application of knowledge about how people, individuals, and groups act in organizations (e-book-OB 9th edition).It interprets people-organization relationships in terms of the whole person, group, organization, and social system. Its purpose is to build better relationships by achieving individual, organizational, and social objectives. For managers and, realistically, all employees, this knowledge helps predict, understand and control organizational events.

Finally, companies need organizational structure in order to be successful. By understanding behavior, culture, diversity, effectiveness and learning, a company has a great chance of making their business work. Companies are not here to create a club with a certain culture. They are here to accomplish something; they have a core mission, a purpose.

v. Statement of problem The study of organizational behavior has become a major concern for organizations that want to propel themselves into a more substantial position in a very changing environment. Organizational behavior is the study of factors that affect how individuals and groups act in organization and how organizations respond to their environments. There are several factors that enter into evaluation of organization behavior. These include interaction of the individual, group and organization as a whole. There are the effects of organizational culture, diversity, communication, business ethics and change management on an organization and its behavior.

vi. Research questions The trend towards team-based work has, in turn, generated a plethora of new questions and challenges for work motivation researchers, and has also prompted a host of new management issues. From a theoretical view, relatively little is known about the determinants, mechanisms, and consequences of team-level motivation processes. For example, although the importance of leadership and communication for collective behavior and performances is well-known, we know much less about specific team-level and individual-level motivational processes that are affected by these factors. From a practical perspective, understanding how team and individual motivation processes interact has important implications for how best to lead and manage teams and the individuals that comprise them.

The primary objective of this research is to address this gap in the work motivation literature and to consider the implications of a multilevel systems approach for leadership, human resource management and work design. It is important to identify parallel, or functionally similar, constructs and relationships that underline motivation processes at both the individual and team levels. Identifying parallelism in the content and function of the motivation process across levels can help generalize motivation theory from one level to another, as well as provide a basis for explicitly comparing similarities and differences in the determinants and outcomes of motivation across levels.

The research design for this research is case study design. A case study design is a type of qualitative research strategy in which an in-depth empirical investigation of a social phenomenon or an aspect of social realty is conducted in its natural field setting or environment.

This research use Illustrative case studies, this research are primarily descriptive studies. The research will concentrate on the performance of team with excellent team motivation and shows what a situation is like with team motivation and without team motivation. Illustrative case studies serve primarily to make the unfamiliar familiar and to give readers a common language about the research.

vii. Data collection & data analysis The research will be carried out in the organization and primary data collection will be using mostly questionnaire methods. The collection of primary data for research is important to assists management in making decisions. Information regarding a large number of characteristics is necessary to analyze any problem pertaining to management. The various methods used for collecting data of this research would be questionnaire method, mailed questionnaire method and telephone interview.

Questionnaire method is a common method used for collecting primary data. This method requires a carefully structured questionnaire where some questions are able to detect inconsistency of the answers. Usually the respondent fills out the questionnaire and returns it back to the researcher. To facilitate scoring, the researcher typically uses questions with a variety of answers, each of which has an associated score. Some questionnaires have a few open ended questions which enables respondent to elaborate more on their answers. This method collects primary data by interviewing the team leader of the teams and records their answers in the questionnaire.

A set of questions that are relevant to the motivation behavior of team members are mailed to selected list team members with a request to return with answers filled in.

Supplementary instructions regarding the definitions of terms used and the methods of filling up the forms and answering questions are together with the mailed questionnaire. The questions provided to the team members should be very clear without any ambiguity and there are no investigators to help the team members. This method saves both time and cost and can cover larger area. The absence of investigator however renders the responses less reliable and will suffer from a large degree of non response.

Cluster sampling is used for this research, in this method of sampling, a collection or a cluster of teams from different organizations are selected randomly. Then each unit of the cluster is included in the sample. Cluster sampling is a more cost effective way to do sampling. In this technique, the total population is divided into groups or clusters and a sample of the groups is selected. Then the data is collected from the elements within each selected group. The technique works best for this research because most of the variation in the population is within the groups.

A statistical hypothesis test is a method of making statistical decisions using experimental data. In statistics, a result is called statistically significant if it is unlikely to have occurred by chance. The use of hypothesis testing in this research is to decide whether experimental results contain enough information to cast doubt on conventional wisdom. For example, to test whether motivated team performs better than nonmotivated team performs better. Statistical hypothesis testing is a key technique of frequentist statistical inference, and is widely used, but also much criticized.

Data analysis is a process of gathering, modeling, and transforming data with the goal of highlighting useful information, suggesting conclusions, and supporting decision making.

Data analysis has multiple facets and approaches, encompassing diverse techniques under a variety of names, in different business, science, and social science domains.

Regression analysis is used for this research to analyze the data. Regression analysis includes any techniques for modeling and analyzing several variables, when the focus is on the relationship between a dependent variable and one or more independent variables. Regression analysis helps understand how the typical value of the dependent variable changes when any one of the independent variables is varied, while the other independent variables are held fixed. Regression analysis estimates the conditional expectation of the dependent variable given the independent variables that is, the average value of the dependent variable when the independent variables are held fixed. In regression analysis, it is also of interest to characterize the variation of the dependent variable around the regression function, which can be described by a probability distribution.

viii. Literature review Although organizational scholars have long recognized the importance of teams as one element of work design and socio-technical context for understanding work motivation (Lewin,1951, Parker & Wall, 2001), surprisingly few contemporary work motivation theories directly adverse the dynamic and reciprocal influence of the individual-team level interface.

Dominant theories of work motivation, such as expectancy and goal setting theories, typically assume that team level processes affect individual level motivation indirectly, through their effects on individual level attitudinal and effective determinants of goal choice, goal commitment and goal striving (cf. Kanfer, 1990). Some socio-psychological

theories such as groupthink (Janis, 1972), propose that team level processes affect both individual and team level motivation through their effects from specific team variables, such as group cohesion and group norms. Still other group oriented theories, such as group information processing, focus primarily on the influence of team level constructs and processes, and largely neglect the impact of individual differences among team members in affect, cognition, and behaviors on collective actions. These various perspectives, with their exclusive and separate emphases on different aspect of the individual team and the individual team interface, have led Kozlowski and Bell (2003) to conclude that, relatively little work has directly considered the issue of motivation in teams.

viii. Significance of research This review adds to the body of literature by addressing the issues organizations face if they do not plan properly, pay attention to the perceptions their employees have regarding motivating teams, and if they do not devise an implementation strategy which will motivate teams. It gives a perspective from the outside in, while holding the organizations best interest at the fore-front of decision-making.

ix. Timescale Jan 10 Feb 10 Mar 10 Apr 10 May 10 June 10 Design questionnaire Test questionnaire Interview respondents Sampling Hypothesis testing Secondary data collection Writing report

x. Reference

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