Maslow ‘s theory came across after the name Abraham Harold Maslow, who was born on April 1st, 1908 in Brooklyn. He developed the demands theoretical account in 1940-50 ‘ ( USA ) . Although Maslow died in the twelvemonth 1970, assorted publications appear in Maslow ‘s name in ulterior old ages. The Maslow ‘s hierarchy of demands or “ five-stage theoretical account ” ( construction and engineering ) is clearly and straight attributed to Maslow, nevertheless ulterior versions of the theory with extra motivation phases are non so clearly identified as a Maslow ‘s work.
MaslowA?s hierarchy of demands is formed by basic demands, safety demands, societal demands, esteem demands, and self-actualization. Nowadays, new names have been attributed.
Besides, the Myers Briggs type index ( MBTI ) is a strongly adaptable solution that has helped 1000000s of people around the universe to understand themselves better, every bit good as the manner to interact with others. MBTI assessment improves the public presentations of people, squads and organisation of all sizes in turn toing their demands, from squad edifice, leading, coaching, and struggle direction, to career development and keeping. It is a extremely dependable solution that can be used or made in combination with other ratings, organizing a house foundation for all preparation and development enterprises.
Team and Team Leader definitions
Harmonizing to the wisdom of Teams published by Harvard Business School Press in 1993: “ A squad is a little figure of people with complementary accomplishments who are committed to a common intent, public presentation ends, an attack for which they hold themselves mentally accountable. ” It refers to a group of people who work good together ( Hiriyappa, 2009 ) .
Therefore a squad leader is a team member who may non hold any authorization over other members but is appointed on permanent or revolving footing to: stand for the squad to the following higher describing degree, make determinations in the absence of a consensus, decide struggle between squad members, and organize squad attempts ( Business Dictionay, 2010 )
Some people are born more of course to leading than others. Most people do n’t seek to be a leader, but many more people are able to take, in one manner or another and in one state of affairs or another, than they realize. Peoples who want to be a leader can develop leading ability ( Businessballs, 2010 ) . Leadership is non the sole preserve of the wealthy and educated. We, the authors of this paper consider that leading is a affair of personal strong belief and believing strongly in a cause or purpose, whatever it is.
Standards to choose squad members
Leaderships of class demand to be able to do tough determinations when required, but most significantly leaders should concentrate on enabling the squad to thrive, which is really a ‘serving ‘ function, non the dominant ‘leading ‘ function normally associated with leading ( Robins & A ; Langton, 2005 ) .
All undertakings require the right mix of people to acquire the occupation done. Making a undertaking squad may in fact be the most of import portion of the undertaking creative activity procedure. The leader must hold a good apprehension of the undertaking capable affair, demonstrated leading accomplishments, and the ability to supervise advancement and maintain the undertaking on agenda. Therefore, when choosing the member of a squad, a squad leader should understand the specific demands of the undertaking by choosing people who meet the require needs as a whole. If the current employee base does non cover all of the needed demands for a undertaking, a director should convey in new squad members, to round out a undertaking squad.
The squad leader needs to supervise the overall public presentation of the squad as a whole, every bit good as that of single squad members, to guarantee that the squad remains best poised to accomplish the squad ends. This may necessitate revolving some squad members in at certain points in the undertaking timeline for specific demands, or traveling members out of the squad as needed. Forces who are underachieving demand to be either motivated to better public presentation, or removed from the undertaking squad. ( Kristoff, 2008 ) .
To execute efficaciously, a squad requires three different types of accomplishments: it needs people with proficient expertness, with problem-solving and decision-making accomplishments to be able to place jobs, generate options, evaluate those options and do competent picks, every bit good as people with good hearing, feedback, struggle declaration, and other interpersonal accomplishments. ( Robins & A ; Langton, 2005 ) . The right mix is important.
Team B members, choice and strengths
Harmonizing to Robbins & A ; Langton ( 2004 ) , a director needs to understand the single strengths that each individual can convey to a squad, choice members with their strengths in head, and allocate work assignments that fit with members ‘ preferable manners. By fiting single penchants with squad function demands, directors increase the likeliness that the squad members will work good together. ( Robins, 2004, p 150 ) .
In this instance, the transnational squad named “ B ” is formed by Alicia Vicente, Sushma Ponnuru, Mahitha Bikkina, Kevin Wang, Prathamesh Shelar and Shafivulla Shaik. Therefore, we consider that diverseness inside a squad can convey a greater figure of thoughts, positions, cognition, and accomplishments to the group, which can be used to execute at a higher degree. So, while working inside a squad, it is really of import to be engaged in problem-solving and decision-making undertakings. We believe that our heterogenous squad may hold qualities that lead to creative or alone solutions while working together.
Some advantages that we can happen inside our squad are: multiple positions and readings, greater openness to new thoughts, increased creativeness, flexibleness and problem-solving accomplishments. So we have to work together to avoid miscommunication, complexness ambiguity or confusion in making our ends.
Therefore, because the diverseness inside our squad, we have agreed that some strengths or dimensions inside our squad are unity, honestness, humbleness, bravery, committedness, earnestness, passion, assurance, positiveness, wisdom, finding, compassion and sensitiveness.
Pull offing a squad efficaciously
Harmonizing to D.C. Education ( 2005 ) , there are some factors that are needed to see in order of pull offing efficaciously a squad:
Make certain everyone in the squad understand the ends and outlooks that the directors have for the squad. Educate the squad about the aims by pass oning clearly about members ‘ functions, duties and deadlines.
Assess the strength and failing of each squad member by ab initio delegating simple work. Delegate work consequently based on the accomplishment and involvement degree of each individual.
Take duty for the squad and acknowledge their attempts in meetings. Loyalty and motivates of the squad members to travel the excess stat mi for the squad ‘s success.
Members can manage jobs and alterations efficaciously by holding good communicate accomplishments. Promote the squad to value their function in the workplace.
Treat each other in the squad with regard and remain gracious while holding different sentiments. Be friendly and accessible to each other. Understand and be suiting of household committednesss and troubles ( Education, 2005 ) .
The function an person ‘s personality plays in the success
Work squads are groups of persons who have a common intent, interact to carry through organisational ends, and portion duty for squad results. The authoritative model for understanding squad effectivity is the input-process-out-put theoretical account. Both input ( single, environmental, and group-level ) and procedure ( e.g. , communicating forms, personal revelation, struggle, and influence ) variables affect squads ‘ end product capablenesss. We adopted this model in sing the squad composing variable of personality as lending to team effectivity ( Maginn, 2003 ) .
Persons are the chief force of the squad, while personalities are indispensable to the success of the squad work due. Each one should take the duty of what they may be good at.
Myers-Briggs Type Indicator
A utile tool to incorporate and understand squad members ‘ public presentations is the Myers-Briggs Type Indicator ( MBTI ) . It was introduced by Isabel Briggs Myers and Katharine Cook Briggs. MBTI probe was the consequence of the “ psychological type theory ” introduced by Carl Jung. MBTI indicate personality penchants of a individual and found to be dependable and valid.
Harmonizing to Culp & A ; Smith ( 2009 ) , the categorization of personality penchants is based on the MBTI trial and in line with the replies obtained, a individual ‘s personality type can be classified as extrospective or introverted ( E or I ) , feeling or intuitive ( S or N ) , believing or feeling ( T or F ) and comprehending or judgment ( P or J ) . Sixteen personality types are made utilizing the combination of these penchants.
Extroverts or Introverts type ( E or I )
In extrovert personality energy is directed out-ward. Extravert people get energy by interacting with others. In work environment extrovert people can lend by originating treatment, supplying enthusiasm, promoting new constructs and conveying them up.
If energy is directed inward so it is an introvert personality. Introvert people like to be entirely and process information internally. They are good in listening. At work they provide peace and composure. Introvert people have a thought nature and they ever examine the state of affairs before taking any determination. Introvert people possess brooding type of leading manner ( Culp, 2009 ) .
Feeling and Intuitive type ( S or N )
Feeling personality type people perceive what is present. They are practical people. They observe what is existent and accurate and uses it consequently. Employees holding this characteristic contribute by supplying facts, notice of import information and place practical solution to the job. Intuitive personalities have the focal point on future. Intuitive tends to believe on future possibilities. They are ever believing several things at one time. Intuitive employees by and large contribute in supplying an lineation, placing potencies, notice forms and ever concentrating on future ( Hagey, 2009 ) .
Thinking V Feeling type ( T or F )
Thinkers normally make determinations on practical and uses logic and indifferent analysis to make a decision. They are realistic people. They frequently find practical solution to the job. Employees of this features contributes by objectiveness, focal point on facts and analysis.
Antennas give importance to values and emotions for doing any determination. Antennas are easy identified due to their friendliness. They contribute at the workplace by giving benefit of uncertainty, supplying empathy, suiting others, promoting trueness, and happening colonies ( Culp, 2009 ) .
Judging V comprehending type ( J or P )
Judging personalities are really disciplined and organized life. They besides expect the same at the workplace. If they are in unorganised ambiance, they either rectify it or invariably kick it. Their positives at the workplace are speedy determination devising, forming and puting ends. They like to travel with the timetable and hatred surprises.
Perceivers like to populate in a flexible and unplanned manner. They prefer to garner information continuously. Their personality type is self-generated and originative. They contribute at the workplace by leting flow of information, bringing new options, acknowledging the desirable alteration and handling of surprises comfortably ( Hagey, 2009 ) .
Team members in MBTI personality type
Based on the Personality Type theory, our squad has completed the MBTI study to assist us understand each squad member. The consequences are as follow:
– INTJ introspective intuition with thought
– ENFJ extraverted experiencing with intuition
– ENFJ extraverted experiencing with intuition
– ISTJ introverted feeling with thought
– INFP introverted experiencing with intuition
– ENFJ extraverted experiencing with intuition
From this chart it is possible to pull out that most of the squad are introverted individual, so it is necessary that we, as squad and persons should develop communicating accomplishments to accomplish squad ‘ ends members.
Maslow ‘s Hierarchy of demands
At simple degree it seems to be obvious that people do things, such as go to work, in order to acquire stuff they want and to avoid material they do n’t desire. Overall, the basic position on motive looks something like this. People seem to hold different wants ( Abraham Maslow.com, 2010 ) . This is fortunate, because in markets this creates a really desirable state of affairs where, because you value stuff that I have but you do n’t, and I value material that you have that I do n’t, we can merchandise in such manner that we both are happier as a consequence. Therefore, Abraham Maslow has developed a class of demands that every homo being has to carry through, so they can make felicity.
This theory is named the Maslow ‘s hierarchy of demands ( Robbins, 2004 ) , and our squad has related Maslow ‘s class into occupation satisfaction, and it is described as follows:
Self-actualization: preparation, promotion, growing, creativeness
Esteem needs: acknowledgment, high position, duties
Social demands: squads, coworkers, clients, supervisors, subsidiaries
Safety demands: work safety, occupation security, wellness insurance
Physiological demands: to be comfy at work, a base wage, etc.
We, the authors of this paper, believe that working in a squad should be easy every bit good as squad members have an sole function to accomplish squad ends. If a squad is motivated, works decently and has good communicating between squad integrants ; so the undertaking will go easier. So it is really of import to choose a good and adept squad.
Team members in Maslow ‘s hierarchy
We have applied Maslow ‘s hierarchy to our squad integrants and these are the consequences:
Harmonizing to Maslow ‘s hierarchy of demands, each integrant of our squad has placed him/her-self into one of the several phases, and people ‘s accomplishments and endowments were taken into consideration. Alicia was placed in self-actualization because she is accomplishing her ends and has a high self-pride. Sushma was placed in regard because she respects herself and has obtained a good acknowledgment among others. Shafivulla was placed in self-actualization because he is doing of import determinations by himself that compromise his hereafter. Xiaohu was placed in regard for the ground that he wants to complete his Master and accomplish his end of working. Prathamesh was placed in regard because he is on the manner to accomplish his professional ends. Mahitha is located in self- realization because she considers herself with an efficient perceptual experience of world, with personal ends achieved and accepts duty of her actions.
Maslow ‘s hierarchy impacting self-motivation
Maslow ‘s hierarchy of demands has had a great impact inside our squad ‘s development, for the ground that it is easy to use an equal distribution of work harmonizing to our accomplishments. Harmonizing to Langton ( 2004 ) , the more you know about the other individual, there is more opportunity of going a successful squad. ( Langton, 2004 )
The relationship of trust inside a squad public presentation
The intra-team trust as a powerful scheme and critical portion inside a squad ‘s public presentation ; therefore it has received a broad academic attending, every bit good as many surveies have been done on the motivational country. Teams are one of the most prevailing types of scheme used in modern-day organisations.
In footings of squad continuance within a undertaking, short-run squads are expected to disband after holding worked together for a brief period of clip: nevertheless, ongoing squads are those who their undertakings involve a longer clip working together, with contemplations on future undertakings.
Teams are non merely a good work scheme ; they have proved their prevalence and importance in organisations, but several statements have been developed on the trust-performance relationship while working within a squad ( Shen, 2007 ) . Furthermore, a theoretical work suggests that the effects of trust are likely to be more marked in ongoing squads than short-run squads. Ongoing squads are more focussed on interpersonal relationships that increase the impact of trust kineticss on squad member.
The perceptual experience of trust resides at the single degree, but the significance of trust in a team-level comes from the shared quality of these individual-level perceptual experiences. These shared perceptual experiences of trust are believed to emerge of course from squad rank and societal classification procedures. Team members ‘ corporate sense about their shared experiences and contextual factors reassure squad members and restrain their interactions ( Costa, 2003 ) .
Build trust for a sustained high public presentation
The construct of trust is simple: build single assurance and extinguish fright as an operating rule ( Learning Center, 2010 ) . The procedure is accomplishable one time we understand the emotions associated with trust and integrate them into these four stairss:
1. Specify what we mean by trust,
2. Understand our blind musca volitanss,
3. Communicate with purpose, and,
Team monitoring after squad choice
Team monitoring based on Longfred and Costa ( 2003 ) refers to team members ‘ observation in certain criterions, such as carry throughing duties to the squad like run intoing deadlines or practising an unfastened communicating. Harmonizing to Longfred it is necessary that everyone in the squad meets deadlines to increase effectivity. We, inside our squad, have focused our attempts in fulfill squad demands and in this instance deadlines by finishing with quality one ‘s work on clip.
Harmonizing to K.J. Klein ( 2000 ) , a squad leader should measure squad quality by concentrating on two facets: the measure of end product, and the overall appraisal of squad public presentation. Team leader besides should be instructed to measure squad public presentation by utilizing a runing graduated table from 1 to 10 ; and after the rating, squad leader should give a feedback to each squad members ( Klein, 2000 ) .
Choosing schemes factors to actuate a squad
Some factors that we, as a squad, see while choosing schemes to actuate our squad are: trust in squad leader, single liberty, organisational term of office, and squad size ( Schippers, 2003 ) . Furthermore, harmonizing to Alan Fairweather ( 2010 ) , for team leader or a director, is possible to hold a extremely motivated squad who do n’t take clip off work, do n’t maintain looking for other occupations, and do a positive part to concern, by merely implementing 3 stairss: Spending some quality clip, giving feedback and manager, every bit good as being a truster by utilizing authorization ( Fairweather, 2008 ) .
A squad is equal to the integrants working in it, and squad members are what conveying the success or failure. Choosing the right mix of endowment, expertness and leading will guarantee that the work they accomplish will take to success for the squad or company they are working for. Therefore it is of import that a squad concentrate their attempts to better itself invariably.
Harmonizing to Robbins ( 2002 ) , “ a squad generates positive synergism through co-ordinated attempt. The combined single attempts consequence in a degree of public presentation that is greater than the amount of those single inputs ( Robbins, 2002, p 161 ) .
Motivation is of import because, under optimum conditions, attempt can frequently be increased and sustained, employees or in this instance, squad members can go self-motivated and supply a competitory advantage by offering suggestions and working satisfactory ( Hiriyappa, 2009 ) .
Persons take a great function in the squad and persons are the chief force of the group work, so the personalities of persons besides decide the failure or success of the squad. Try to make the strength and learn from others can better the members knowledge and therefore better the whole squad. That is why, MBTI tool can be utile to acknowledge the personality type of persons working within a squad or company. Although, this theory is non scientifically supported, it can be used to understand overall behaviour of the individual at the working topographic point. This survey besides shows that communicating can be improved between the squad members by using MBTI theory.
On the other manus, we believe that theA Maslow’sA hierarchy of demands can easy gauge where each single bases. It has a greater impact on squads when administering and deputing work, by developing undertaking in an easier manner, harmonizing to the accomplishments that each squad member has.
In decision, a squad should be selected, coordinated and motivated to successfully accomplish ends with quality and efficiency.