In today’s community, there are numberless of projects and project leaders. Most people like to have control over everything – both in private life and in working life. Among other factors, to have control and to be a leader will give us more self-confidence, courage and willingness to work. However, to be a leader and to know how to lead people are two different things.

It is true that there are many leaders, but only few in number of them can be called ‘good leaders’. A good project leader should not only see to get the work done, but also how the work is done.Therefore, motivation of team members is one of the project leader’s main tasks. Motivation is no doubt a big factor of influence for how projects will end up like. The project leader’s challenge is laying on how to make foundation pillar for good collaboration and mutual respect. Many organisations know that motivation is important, but only few of them really do something with it.

Motivation is so saying very central in this paper. My focus question in this paper will be: Why is motivation so important in teamwork? Theories In this section, I will introduce some theories from different people that I found.Later on in this paper, I will use these theories on reflecting my teamwork experience in CS5062.

McConnell’s theory McConnell defines motivation as the following: “Motivation is a ‘soft’ factor: it is difficult to quantify, and it often takes a back seat to other factors that might be less important but hat are easier to measure. ” He also mentions that there are five motivation factors which could lead to success for a software developer. These factors are; achievement, the possibility for growth, the work itself, private life and technical leadership (McConnell, 1996). Sommerville’s ; Maslow’s theoriesSommerville claims that one of the most important roles to a project leader is to motivate its team members. For a team member, motivation consists in getting satisfied its own need (Sommerville, p. 495). The different needs are ranked hierarchic with various levels.

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These needs are (ranked from highest to lowest); self-actualisation needs, Esteem/Ego needs (e. g. status, confidence, strength, attention), Love/Social needs (e. g. affection, belonging, social activities, friendships), Safety needs (e.

g. security, freedom from pain or threat of physical attack, protection from danger or deprivation) and Physiological needs (e. g. homeostasis such as satisfaction of hunger and thirst, the need for oxygen and to maintain temperature regulation, sleep, sensory pleasures).Maslow’s need theories of motivation are telling us that individual structure of need can affect motivation. We can also use this theory of need as one category of need which is useful when we want to analyze motivation (Maslow, 1954).

Later on, Sommerville points out that one team member will be motivated if this is a member of a group that thinks the group as a whole, in preference to a collection of individuals who merely work together.Sommerville places emphasis on project leaders who should emphasize activities in configuration of project teams which establish the feeling of group loyalty. The feeling of group loyalty is essential for keeping a team works. It does not help even though a project team has good team members, if this team is not well-established (Sommerville, p. 497). Herzberg’s theory Herzberg’s theory is about well-being and non well-being.

For instance, if an employee has responsibility in his/her work, it will give well-being. On the other hand, bad salary can lead to non well-being at the place of work.Herzberg distinguishes between two types of factors; motivation factors and hygiene factors.

Motivation factors are factors that make well-being, such as responsibility, possibilities for development and for performance/achievement. Hygiene factors are factors that make non well-being, such as working conditions, money (pay, salary), status, job security, company procedures, quality of supervision, quality of interpersonal relationships and technical management. These two types of Herzberg’s factors are also known as Herzberg’s Two-factor Theory (Herzberg et al. , 2002).Herzberg stated like following: “If you want people motivated to do a good job, give them a good job to do. ” His theory has been labeled as the “most criticized” of the motivation theories.

Perhaps the most controversial part of the theory is its treatment of money as a mere hygiene factor. Money is a major source of confusion and contention in Herzberg’s theory because it provides the means for meeting lower order needs (the capacity to buy food, clothing, shelter, etc. ) and it provides a quantitative index one could use to gauge achievement, recognition, and advancement (Smits et al., 1995).

Own experience Most of the motivation theories that I wrote above were based on ‘motivation of team members is the project leader’s job’. In my team in CS5062, we did not have a team leader at all. First of all, we thought that we could be a democratic team.

Second, we thought that every team member would agree with solutions that we found. Now I realize that I was wrong. My team really needed a team leader.

Why I have this meaning is because of my teamwork experience in CS5062. From the beginning, my team really looked so well, every team member was nice.Little by little, I began to know them, how they work and how they are as human. I found out that not everyone was active in the discussion about solutions to our work. Some of them were too shy to tell their meaning, which is understandable. But this was not the biggest problem in the team. The biggest problem in the team came from one and the same team member. Since I do not want to write out the name, I will call this person as Person X in this paper.

No matter what our team decision was (with this I mean the majority in the team), Person X never agreed with the team.He/She never liked what we did, and he/she always wanted to change our work. He/she has his own meaning and view of everything, for instance how to make a concept map, how to make a Vee Heuristic, and as well as how to make the power point slides.

It is fair enough that he/she has many ideas related to our work, I have full respect for it, but not every idea was correct. We can take the Vee Heuristic as an example. The two schools of thought that Person X found in the Vee Heuristic were not right, because he/she did not find these schools of thought in the journals we found.We tried to explain to him/her that schools of thoughts must be based on the journals we found, but he/she did not listen at all. He/She is just so stubborn and dominant that he/she wants everything to be like exactly what he/she wants. On this way, the majority of us really lost motivation to keep on working. The most ridiculous was that Person X tried to motivate us to work at the end when he/she recognized that nobody worked anymore. If we had a team leader, everything would be different.

He/She will at least try to motivate us to the end.Although motivation of team members should be every team member’s responsibility, I still think that a team with a leader will be the best solution. If we had a team leader, he/she could try to solve the problems in the group. However, he/she should not act like a boss in the team, but as a friend to every team member. Therefore, in my future teamwork, I will suggest that our group choose me to be the team leader. I know how to motivate people and how to be a good leader, because I have been a project leader before at my earlier university where I took my bachelor degree in Information Technology.Thus, I know how to respect each team member’s idea, and I will make sure that our group does our work in a happy way. Based on my earlier experience, I will take responsibility to motivate my team members as good as I can.

I will not allow any of my team members to feel uncomfortable in any way. In next chapter I will use the motivation theories in this paper for basis of comparison in my own teamwork experience in CS5062. Based on the comparisons, I want to see if those factors really motivate team members in a team.