Active IQ Level 3 Diploma in Health and Fitness (sample manual)

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The team will also develop its own team culture and group norms. Such norms were referred to above in relation to the work of Tuckman and are particularly important to effective teamwork. If, for example, the philosophy of the group is to work hard and conscientiously, then anybody who doesn’t come in line with this work ethic will very soon find themselves isolated and outside of the protection offered by the group. List any team building exercises used when you joined your current team. Consider the effectiveness of each exercise. Every member of the team needs to feel that they have a part to play within the team and are a valued member of the team. They also need to feel that they are able to use their own initiative and offer their Activity opinions. Very often the first stage of problem-solving is ‘brainstorming’ where all members of the team are encouraged to offer opinions or make suggestions toward solving the problem. A strategy is then developed from this brainstorming exercise. Consequently, if team leaders are serious about developing their team they must give all team members the confidence to make suggestions and be heard within the team environment. This will be encouraged by always acknowledging the contributions made by individuals and never taking the credit for other peoples’ ideas Consider whether you are encouraged to offer your opinion within the team that you work with. List any examples of this. How to motivate and support your team Activity Motivation theory Over the years there have been a number of motivation theories that have sought to explain how best to understand how people work and how to get the best from them. The hierarchy of needs Perhaps the most famous of all of the motivation theorists is Abraham Maslow. Maslow put forward the concept of people progressing through various stages of a pyramid, which he referred to as the ‘Hierarchy of Needs Theory’. The theory states that in order for somebody to be truly motivated in the workplace, there are a series of progressive needs that must be satisfied. Physiological needs such as sleep and sustenance must be met first and it is only when they are that the next level of needs will be considered. The next level of Maslow’s hierarchy is the need for security and safety and would include a place to live, a secure environment and freedom from hostility. This level is followed by so called ‘love needs’, for example, the need to be accepted by colleagues, friends and loved ones. This will then in turn be followed by ‘esteem needs’ which are centred on the need for self-belief, self-confidence and self-esteem. 10 | Copyright © 2019 Active IQ Ltd. Not for resale
If all these needs are met, either within a working environment or elsewhere, the individual will be motivated to achieve the top level of the pyramid, which is referred to as ‘self-actualisation’. This is the point at which the person arrives at their set goal and where they begin to feel fulfilled, successful and truly motivated. If Maslow’s ‘hierarchy of needs’ are met for employees within an organisation those individuals will become highly motivated and effective members of that organisation. The Motivation Hygiene Theory Another important thinker in motivation theory is the American, Frederick Herzberg. Herzberg carried out a series of experiments to find out what led to satisfaction and dissatisfaction at work. The factors that related to satisfaction he called ‘motivators’, and those that led to dissatisfaction he called ‘de-motivators’ or ‘hygiene factors’ - hence the title of his work, the ‘Motivation Hygiene Theory’. The thinking behind the theory is that although good hygiene does not particularly make you well, it can prevent you from becoming unwell. In the same way, even if ‘de-motivators’ or ‘hygiene factors’ are addressed in the workplace, this does not necessarily bring about job satisfaction. If ignored, however, their presence will increase the chances of dissatisfaction in the workplace. Herzberg’s ‘motivators’ were: • achievement • recognition • the job itself • responsibility • advancement and growth If these are present, they tend to make people feel good about their job. The ‘hygiene factors’ or the ‘demotivators’ included: • company policy • administrative arrangements • supervision • relationships with supervisors, peers and subordinates • working conditions • salary • issues in the person’s personal life • status • security So how does this translate into motivating staff? Put simply, if an individual is employed within what they consider to be a ‘dead end’ job with limited prospects, or they are employed on a part-time casual contract with no security of tenure they are unlikely to be truly motivated. These are the very people that under McGregor’s ‘XY theory’ will become theory X type employees. List the things that make you feel good about your job. List the things that make you feel fed up about your job. Consider how each relates to Herzberg’s theory. Motivation methods What are the best methods to motivate and support the people within your team? Activity Copyright © 2019 Active IQ Ltd. Not for resale | 11
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