Running head: Teamwork and Motivation | Teamwork and Motivation | | | Laura Franklin | 5/26/2013 |
Strayer University
Dr. STEPHANIE LYNCHESKI

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Imagine that you are the owner of a small manufacturing company. Your company manufactures a commodity, widgets. Your widget is a clone of a nationally known widget. Your company’s widget, WooWoo, is less expensive and more readily available than the nationally known brand. Presently, the sales are high; however, there are many defects, which increase your costs and delays delivery. Your company has fifty (50) employees in the following departments: sales, assembly, technology, and administration. The motivation of the team lays heavily on the leadership of the company.
In order for leadership to “integrate employee incentives with organizational objectives is to focus incentives on the specific activities that are necessary to achieve the objectives, rather than basing them on traditional or expected factors such as seniority or political prowess.” (Ingram, 2013) Incentives are rewarding their employees such as the intrinsic rewards and extrinsic rewards. The production and quality of a product is most effective when they are measurable.
Leadership should develop an incentive systems based on the performance of the production and quality goals. Using a reward system will contribute to the company goals and make a positive more measurable difference in obtaining these goals. “Employee incentives and organizational objectives can come in a variety of forms. A popular incentive for employees is a monetary bonus, given either in a lump sum or as a salary increase. Other tangible incentives include gift certificates, paid vacation time, vacation packages and dinners. According to Maslow's hierarchy of needs, intangible incentives, such as public recognition, job enrichment, and expressions of gratitude from senior executives, can be more effective than tangible rewards for certain employees.” (Ingram, 2013) Two ways to motivate all of the employees in the organization is to incorporate ways to job development and rewards. Job development is a way for an employee to know what is expected of