Management of Teams and Motivational Theories


When employees operate in a group, they can do jobs more quickly and efficiently than when they work individually. It is possible to lessen the workload by allowing people in various positions to work together and exchange ideas and duties to achieve the same goals. The amount of work each person has to do to complete their responsibilities is lowered when they operate in teams (Rukh and Qadeer, 2018). What stimulates people to accomplish their goals or attain their full potential is the level of motivation. Motivational theories are relevant to businesses because inspired employees are more productive, which results in more cost-effective capital utilization.

Competing Values Framework

Internal and external operational direction and multi-purpose consistency/adaptability are the main components of a CVF. Operations-oriented, both of these perspectives have a strong focus on the firm (Rukh and Qadeer, 2018). When these two dimensions are merged, four quadrants of key performance indicators are produced, encompassing the characteristics people believe most relevant to establishing a firm’s success. Each quadrant of the chart is weighted differently, which is what the organization places most attention on when plotting these data. To affect behavior change, managers should consider the types of concepts and attitudes to be modified.

Theories of Motivation

Motivational theories explain a company’s role to inspire and encourage its people so that organizations and businesses can achieve their goals. Many methods exist for inspiring people, including monetary rewards, physical punishment, activities that fulfill their needs, and various psychological mechanisms (Acquah et al., 2021). Motivational content theories frequently outline a set of needs that inspire people’s activities. On the contrary, process theories of motivation help to determine how and why our desires influence our actions. Motivational content theories seek to define motives and wants. Needs such as physiological, security, love and belonging, self-worth, and self-actualization are included in the list of requirements. The fulfillment of these needs and expectations in order of priority motivates people to act the way they do. Compensation, security, and stability issues will influence employees’ decisions if their basic requirements are not satisfied. Since these demands are critical, HR professionals should ensure they are addressed first.

Management and Employability Skills

While working on the same project, new employees with less expertise have the chance to acquire knowledge from their more experienced colleagues. Teams, too, are made up of individuals, each with their own unique set of skills and talents. People expand their horizons by working together to learn new things (, 2014). Those who work collaboratively debate one another’s views and seek a reasonable solution to allow the project to be completed successfully. A person’s ability to work as hard and as intently as they need to under challenging circumstances is directly related to their level of motivation (Acquah et al., 2021). An organization’s success depends on the motivation of every group member.


On reflection, I consider myself an enthusiastic student who is always driven by the urge to learn new things, especially when contrasting contemporary and traditional approaches to management. To say that I am grateful for the chance to learn about management principles would be an understatement. I used to believe that management was nothing more than the practice of overseeing the behavior of others. Because of learning the basics of management in group work, I now see that management’s role includes making decisions about the production process, including how much, when, and where something should be produced. As a part of this project, I was able to continually question how various management styles worked in various organizational contexts. I think I will do better in my forthcoming examinations because I have learned much from group work, lecturers, and the management core textbook.

Giving and receiving feedback is an essential part of learning about one’s skills and weaknesses as well as places for progress. Attributable to doing this assignment, I gained valuable insight into the many unanswered questions surrounding formative assessment. The evaluation I received on my knowledge of management-specific topics such as managerial functions, the ability to influence others through the executive process, and administrative tasks was positive. In addition, I saw how important it is to consider the internal and external environments while considering management. Receiving awards in and out of the classroom for meeting short-term and long-term objectives motivated me to perform outstandingly. The CVF’s Action Imperatives served as a handy tool for analyzing not just the interpersonal but also the corporate culture, as well as demonstrating my expertise in team management, which is an essential component of any large-scale strategic effort.

Another feature of my work that would be praised is how I investigated materials on the two management techniques and discovered that contemporary management approaches tend to strengthen rather than diminish traditional approaches. After analyzing my feedback in the group presentation, I realized that reading more of the main textbook would help me better understand this module than relying solely on journals and online databases. The negative feedback I received from this task prompted me to conduct more study on every weekly module, read the core textbook, and prepare adequately for later modules to enhance my performance on my next task.


Self-managed teams and leadership roles in these groups can be better understood using the competitive principles model. CVF helps teams understand how many leadership styles they can employ to achieve their goals. It helps investigate how people use a variety of leadership roles, in contrast to most management appraisals, which focus on the skills and traits of a leader. Awards, penalties, actions that satisfy requirements, and psychological advancements can all be used to motivate employees. In a successful team, each member should rely on the others to accomplish their tasks. When working as a group, people can do more than they could alone.

Reference List

Acquah, A. et al. (2021) ‘Literature review on theories of motivation’, EPRA International Journal of Economic and Business Review, 9(5), pp. 25-29. Web.

Rukh, H. and Qadeer, F. (2018) ‘Diagnosing culture of public organization utilizing competing values framework: a mixed methods approach’, Pakistan Journal of Commerce and Social Sciences, 12(1), pp. 398-418. Web.

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