Dimensions of Motivation, Teamwork and Organizational Structure in a UAE Company - Case Study Example

Etisalat Оrgаnizаtiоnаl Structure, Motivation and Teamwork Student’s name Institution The Concept of Motivation Employees’ motivation is a compound procedure that involves workers empowerment towards behaving in a particular way. Also the driving force helps or forces people to attain certain goals. Motivation is regarded as being intrinsic because it is a term that can be used to describe both animals and human beings behavior (Peters, 2015). In connection with numerous theories, the roots of motivation can be within a basic need to reduce psychical pain, pleasure, desired object goal or can be attributed to less apparent reasons such as altruism. Motivation is based on various concepts such as intrinsic, extrinsic, and self-control concept. In the case of intrinsic, motivation is seen as being driven by an interest in task and it exists within a person and does not depend on external pressure. On the other hand, intrinsic motivation is mainly connected with high level of education attainment and students enjoyment (Peters, 2015). That is individuals are intrinsically motivated once they attribute their education goals to internal factors, or even being interested in mastering a project. Extrinsic is found from outside a person. Some of the common rewards in this case include money, coercion, good results and punishments. Competition is an extrinsic factor in that it gives encouragement to the performers to win and beet others other than just enjoying the intrinsic rewards. Self-control is another concept of motivation, as it is understood as an emotional intelligent subset. It is clear that a person maybe highly intelligent is a certain sector, but be unmotivated towards dedicating his or her intelligence to a particular task (Bunch, 1958). This implies that people must be able to control themselves towards completing their task without necessary meaning that they will perform because they are the most qualified in that task. In each organization employees are the most important assets, thus their performance is determined by the existing relationship between them, management and strategies set to make sure that they remain satisfied. Moreover, understating the human behaviors in the workplace should be prioritized in any organization, as this makes sure that the business remains high in standards and sustainable The Concept of Teamwork Teamwork is a crucial aspect of management in that it makes sure that there is effective and efficient performance of the employees. Organization that maintains a teamwork concept within their operations in most cases manages to reap real benefits. Teamwork keeps all sections of a business running in a smooth way. However, for team to succeed in its operations all members must be involved in order to pool their efforts together. This implies that if each member of the team plays his or her role well the chances of the team to accomplish and attain set goals increases (New, 1968). Teamwork should be highly prioritized and given constant attention at the same time. This indicates that each player has been understood how crucial it is for them to work in a smooth way together in order to be successful. In case of challenges the team should have the resources commitment and accountability to handle them through a conservative and positive way. Teamwork is associated with some advantages such as it helps to bolster the weakness of some employees through the strengths of others (Xyrichis, & Ream, 2008). Through teamwork an accountability environment is created among the workers as members’ counts on each other to make the projects work towards everyone’s satisfaction. Finally, it allows individuals employees observer the performance and functionality of others workers which can be a source of inspiration and education. Organizational Structure and Culture concept In all organization their management structure is divided into smaller sections or departments which undertake defined duties. This breakdown helps delegation of duties and the management system becomes easy to control as well. The organization culture has posed a lot of dilemma as a result of its currently less agreement on its concept, observation, meaning, and measurement of techniques (Smircich, 1983). Forbes feels that when the elements of organization culture are fit together it becomes difficult to the leadership challenges in an organization. There numerous studies conducted on this area and identifies culture as property of groups measured with questionnaire. Organization culture should be placed in way that helps people to grow and contributes to employee’s morale and job satisfaction. The aim of establish organizations is to attain certain needs such as providing goods and services .The structure of any organization can be of numerous forms. These are affected by factors such as complexity, size, organization purpose, performance, culture and the external environment (Schein, 2010). The organization location, products or services are also key determinants of the best structure. Therefore, the chosen structure will assist in governing the organization operations and can have positive or negative impacts. Analysis of Etisalat Motivation Etisalat operations are within the telecommunication sector. This industry needs a wide range of skill and educated people. Therefore, the company must strive hard in order to be able to attract train and retain the best workers which part of its key factor in its corporation strategy. This move motivates employees seeing that their skills are valued by the company making them work hard to achieving the set goals. In addition Etisalat applies human rights although its operations by taking necessary efforts to make sure that there is no complicity in human rights abuses in its value chain (Deci, & Ryan, 1975).  Another motivational approach from the company is based on providing its employees a conducive working environment. This move is based on Etisalat Group employee’s responsibility concept that is enhanced through building a company that manages to understand and maintains values and nurturing a motivational culture. This is maintained through attentive approach towards employee’s needs and expectations. The company is always committed to ensuring that they place all the employees within its heart of development policy an aspect that accompanied by strong social goals (Deci, & Ryan, 1975). . For instance, being the most valued employer in the region. Etisalat does not mistreat its employees as it complies with the labour laws and regulations. The other very important motivational approach is of making sure that its employees develops and grows in terms of skills and competency. As a result, the company has launched a program referred to as innovative Hi Potential (HiPo) programme. The program helps employees to get access to valuable learning resources from well-established and high ranked education institutions such as Harvard business school and an opportunity to take work placements in other countries within Etisalat footmark. Analysis of Etisalat Teamwork As indicated earlier teamwork in a company is common place. Teams in a workplace can be formal in that they can be drawn from various departments to come together and work of a certain project. The informal part of it is for instance a team working together to plan for a social event. In the case of Etisalat there are well organized groups that operates to ensure that there are best practices in the case of focusing to social investment within the community activates. Some other group operations by the company are based on conducting proactive outreach during large international conferences like the world economic forum (Cohen, & Levesque, 1991). There is a group of operators’ works together to present the company in numerous associations such as GSMA forums among others. There are both local and international groups in operation with the company and correspond to the relevant stakeholders via frequent correspondence, website, and press releases. All these groups help in coordination efforts cross borders and precisely those that align with the GSMA Mobile for Development Programme. In addition, the company has also organized local teams that manages the implementation of CSR activates such as community education. Organizational Structure and Culture of Etisalat Organization in Etisalat defines the manner in which employees are arranged in the company such that work performance is smooth and goals are met in an effective way. In a situation where a work group is small a face to face communication process becomes frequent there would be no need of formal structures. In a case of large companies like Etisalat the decisions made must be made on the basis of delegating numerous tasks. Therefore, processes are started to assign responsibilities for numerous functions. These are the decision that determines the organization structure for Etisalat. In this case the CEO holds the top most rank, then directors. Reports direct other departmental heads to the CEO. Under this middle department reports direct other low rank departments to the middle departmental heads. Etisalat maintains a growth and development culture in support of its structure. The company culture is celebrated on individuality integrity and openness within the work environment (Zheng, Yang, & McLean, 2010). The company employees have a freedom to realize their aspirations through personal growth. Reward and performance, and a challenging work portfolio. Etisalat is preserved under their mission statement that it is of a world where there no limitations on people reach. These way employees are effort moving around the world and developing new interests. The innovative technology that faces the company enables it to open up fresh opportunities across the globe. Etisalat, there is active development of an advanced network that enables people to develop learn and grow. This sis seen in the efforts made by the company through the development of certain programs to sees their employees through highly advanced education system. Methods of Improving Motivation, Teamwork, and Organizational Structure Etisalat has established very well defined measures or approaches to make sure that they keep their employees motivated. The company has started education programs that enable employees to advance their skills and competence. These programs should not be open to just a few individuals in the organization, but all employees must be given a chance. It is also important to introduce positive motivation by reward a positive behavior. This will encourage employees to work a hard and meet the set goals in order to get rewarded. Salary or money should also be factored a key motivator. In the case of Etisalat organization structure it is important to put jobs and resources that need same knowledge in one category that makes it possible to for them to be handled in an efficient way that promotes great expertise development. Functional groupings are not all the time advantageous in that at certain cases they may lead to skills and knowledge develop a narrow departmental focus and have trouble appreciating any other view of what is crucial to the organization (Zheng, Yang, & McLean, 2010).. This can lead to sacrifice of organizational goal in favor of the departmental ones. Additionally, work coordination across functional boundaries can be a hectic management challenge. This can be experienced as the company expands in size or spreads across numerous geographical locations. Teamwork in Etisalat confirms that employees choose to work in groups rather in individuals. This enables them and the company as a whole to achieve more on its set goals and reach these goals in a more easy way. This makes customers to increase their loyalty on Etisalat products. As far as the teams are concerned a conducive working environment defines their success (Cohen, & Levesque, 1991). The company should give the teams members a chance to select a leader whom they feel is fit to work and lead them towards achieving their team set goals. Another problem that affects team work is interference from the company management on the type of decisions they make. The company should employ the concept of motivational self-control and let groups independently without interference. Implication of the Recommendations In the company like Etisalat motivation offers a chance for motive and attitude change among the employees. Workers have different attitudes which in most cases are influenced by the task assigned to them in the workplace. These attitudes can impact on the overall organization development at growth. This implies that in case of a tough economic period, the morale of employees holds a key role in the organization success or failure. In any work setting, team work cannot be ignored. Whenever employees stick together tend to be effective in the course of delegating their duties (Bunch, 1958). These kinds of efficiencies help them to earn a competitive edge in the telecommunication market. It is notable that teamwork does not offer the achievements stated above, but also helps employees learn new skills and feel as part of the company. The structure adopted by the company where a top down approach is used makes sure that all the employees are involved in the company decision making process (New, 1968). This structure gives all the employees a chance to feel as part of the company management because they all have an equal chance of presenting their opinions. Boundaries in this approach should be set, but too much restriction has a likelihood of affecting the performance the employees as it imparts fear among them. Conclusion Employees are a one of the important organization assets and key determinants of organization growth and development. This implies that they should be highly valued and each company should come up with well-defined ways to motivate its labour force. A company should be able to reward good behavior and at the same time punish negative behavior as a way of ensuring that employees remain focused towards the set organization goals. Employees capacity is unique, and an organization requires to treat them differently by giving them a chance to raise their grievances as a team or individually. Teamwork helps in pooling ideas together for effective performance. Individual performance when compared to that of a team is far much less. Organizations should encourage teamwork to offering conducive environment to enable them operate effectively. In a team the probability of learning and acquiring new skill is high. Nevertheless, an organization culture and structure is likely to affect both motivation and teamwork. Therefore, there is increased need to have cultures that does not guarantee the culture of employees and customers satisfaction, but also the welfare of the employees. References Bunch, M. E. (1958). The concept of motivation. The Journal of general psychology, 58(2), 189-205. Cohen, P. R., & Levesque, H. J. (1991). Teamwork. Nous, 25(4), 487-512. Deci, E. L., & Ryan, R. M. (1975). Intrinsic motivation. John Wiley & Sons, Inc.. New, P. K. M. (1968). An analysis of the concept of teamwork. Community mental health journal, 4(4), 326-333. Peters, R. S. (2015). The concept of motivation. Routledge. Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons. Smircich, L. (1983). Concepts of culture and organizational analysis.Administrative science quarterly, 339-358. Xyrichis, A., & Ream, E. (2008). Teamwork: a concept analysis. Journal of advanced nursing, 61(2), 232-241. Zheng, W., Yang, B., & McLean, G. N. (2010). Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management. Journal of Business research, 63(7), 763-771. Read More