Team Motivation Research Articles

Does Digitalization Supports Project Management Effectiveness? New Insight on the Role of Intellectual Capital

The challenges of the fourth industrial revolution faced by project managers are not only related to continuous adaptation to new technologies and the application of the optimal technical solution within each project but also imply the implementation of systemic changes in project management practice. There is no clear evidence in the literature about project management effectiveness in the digital economy or readiness for digital transformation in project-oriented organizations. The purpose of this paper is to identify the influence of intellectual capital components on project management effectiveness in the context of changes that are stimulated by digitalization, as well as the indirect impact of the company’s readiness for digital transformation. Using 147 fully matched pairs of questionnaires collected from project managers and end-users of construction projects, it is proven that digital transformation readiness is relevant as a mediator and moderator between intellectual capital components and project management effectiveness. The contribution of this research is reflected in highlighting the importance of assessing project management effectiveness in order to assure project success. The digital transformation readiness of project-oriented organizations is an important element for increasing project team motivation, building trust, and developing effective communication channels.

Internal Communication Challenges and Their Solution When Hybrid Work is Implemented in a Public Sector Organization: The Case Study of the Ministry of Transport and Communications of the Republic of Lithuania

Effective internal communication (IC) increases employee productivity, loyalty to the workplace, strengthens organization’s reputation. Due to the pandemic, remote and later hybrid work became popular, though it caused challenges – how to use new technologies, motivate employees and control them as well as how to communicate with team members in new reality. The challenges of IC and its solution in the public sector, which has its own specifics, in the new hybrid work era have been studied fragmentarily. The study seeks to investigate the peculiarities of IC management in a public sector organization—the Ministry of Communications of the Republic of Lithuania—during the period of ongoing uncertainty. The methods of observation as well as semi-structured interviews with IC specialists and heads of the units were chosen for data collection. The results revealed that during the pandemic, prompt solutions, creation of personal connection and team motivation became particularly relevant for organizations. It was important for team leaders to find ways to replace the usual forms of communication to those applicable to the virtual space. New communication channels, such as top management meetings with employees online, helped to solve the problems of IC and to adapt to the new reality.

Green Building success factors: An exploratory inquiry

Green Building (GB) projects are being developed to address the socio-environmental issues of building construction and operation. The successful development of GBs is subject to a multitude of enabling conditions known as success factors, and their understanding can help render high project performance in GBs. Past studies have mainly aimed at explaining the significance of success factors for different building types. Also, there is a general lack of attention towards the identification of GB success factors. Associations among success factors also remain unaddressed. In contrast with previous research, this study employs an exploratory research design. Semi-structured interviews across six regions are conducted with 75 GB experts. The data analysis has resulted in 73 success factors and 82 sub-factors among which 40% of the factors have not been studied before. A network of success factors is developed where associations among success factors explain the reasons of their significance. The robustness of network is tested by progressive elimination of success factors from the network. This analysis helped identify success factors with critical significance in the network, which include ‘Educating project team about GB development’, ‘Proficiency of project client’, ‘Proficiency of project team’, ‘Project team collaboration’, ‘Alignment of team interest with project interest’, ‘Early engagement of project team’, ‘Project team motivation to achieve sustainable outcomes’, ‘Client’s motivation to achieve sustainable outcomes’, ‘End-users’ operation of building in sustainable ways’, ‘Early introduction of project targets’, and ‘Rigor of project design development’. The network robustness analysis has also emphasized the need of considering success factors collectively, rather than individually. The identified success factors and their associations resulting from this study can contribute to both the theory and practice of GB project development.

Impact of a recognition package as an incentive to strengthen the motivation, performance, and retention of village health teams in Uganda: a study protocol for a cluster randomized controlled trial

IntroductionUganda’s community health worker (CHW), or village health team (VHT), program faces significant challenges with poor retention and insufficient financial and program investment. Adequate compensation comprising financial and non-financial components is critical to retaining any workforce, including CHWs. This study evaluates the impact of a recognition-based non-financial incentives package on the motivation, performance, and retention of VHTs, as well as on the utilization of health services by the community. The incentive package and intervention were developed in collaboration with the district-level leadership and award VHTs who have met predetermined performance thresholds with a certificate and a government-branded jacket in a public ceremony.MethodsA two-armed cluster randomized controlled trial (RCT), conducted at the parish level in Uganda’s Masindi District, will evaluate the effects of the 12-month intervention. The cluster-RCT will use a mixed-methods approach, which includes a baseline/endline VHT survey to assess the impact of the intervention on key outcomes, with an expected sample of 240 VHTs per study arm; our primary outcome is the total number of household visits per VHT and our multiple secondary outcomes include other performance indicators, motivation, and retention; VHT performance and retention data will be validated using monthly phone surveys tracking key performance indicators and through abstraction of VHT-submitted health facility reports; and focus group discussions will be conducted with VHTs and community members to understand how the intervention was received. Data collection activities will be administered in local languages. To assess the impact of the intervention, the study will conduct a regression analysis using Generalized Estimating Equations adjusting for cluster effect. Further, a difference-in-differences analysis will be conducted.DiscussionThis study utilized a cluster-RCT design to assess the impact of a recognition-based incentives intervention on the motivation, performance, and retention of VHTs in Uganda’s Masindi District. Utilizing a mixed-methods approach, the study will provide insights on the effectiveness and limitations of the intervention, VHT perspectives on perceived value, and critical insights on how non-financial incentives might support the strengthening of the community health workforce.Trial registrationClinicalTrials.gov NCT05176106. Retrospectively registered on 4 January 2022.

IMPACT OF HARD PROJECT MANAGEMENT AND TEAM MOTIVATION FOR PROJECT PERFORMANCE

This study focused on the impact of Hard Project Management Practices (HPMPs) and Team Motivation (TM) for successful Project Performance (PP). Further, it examines how TM mediates the link between HPMPs and PP. A qualitative data collection section sought to find challenges faced by the construction industry in Sri Lanka while exploring the association of HPMPs and PP further. Both public and private sector 131 construction projects were selected as the sample by way of the convenience sampling method. Semi-structured interviews were conducted with the managerial capacity officers. Accordingly, this research found that there is a slight impact of HPMPs on PP. But when it combines with TM the PP is boosted significantly. The mediator analysis proved that even though the construction projects have sound HPMPs, those will impair project performance if they would not consider team motivation properly. And, there are many other variables outside this model that are discussed under qualitative analysis, especially the factors/challenges which are unforeseen in the external environment.

Durumsal Liderlik Yaklaşımı: Değişen Dünyada Başarı İçin Esnek Bir Yol

Situational leadership is a flexible leadership approach that is considered the key to success in a changing world. This article examines what situational leadership is, how it is practiced, and why it is important. Situational leadership is based on the leader's understanding of a situation and the needs of the team or organization. The leader adapts his behavior and leadership style according to changing conditions and needs. This approach stands out with the flexibility and adaptability of the leader, rather than adopting a single leadership style. The article highlights the basic elements of situational leadership. Among these, the leader's communication skills, empathy ability, decision-making ability and team management play an important role. The leader needs to be sensitive to the needs of the team and guide accordingly. In a changing world, organizations are constantly faced with new challenges. Situational leadership offers an effective way to deal with these challenges. The leader can quickly adapt to changing market conditions, technological developments and customer expectations. It can also increase success by recognizing the talents of different team members and motivating them properly. The article also highlights the benefits of the situational leadership approach. This approach helps create a culture of flexibility, innovation and creativity in organizations. It also encourages employee engagement and increases team motivation. Situational leadership enables the leader to work together with his team to achieve common goals. In conclusion, the article emphasizes that the situational leadership approach is a flexible way for success in a changing world. It is important that leaders develop the skills to adapt to changing conditions and meet the needs of the team. Situational leadership helps organizations gain competitive advantage in rapidly changing environments and increases success. Keywords: Situational leadership, leader, leadership style

Using an Instrument to Assess Trust, Knowledge, Learning, and Motivation of Agile Teams

Background: Trust, Knowledge, Learning, and Motivation influence the organizational environment of agile teams. Organizational climate surveys can provide concrete evidence of how the process, project activities, people, and culture work in practice. Using assessment climate instruments that do not consider agile values, principles, practices, and roles in a proper context may create difficulties in analyzing possible causes of problems and the execution of corrective actions within organizational climate management. Objective: We present a preliminary evaluation of TACT, which is an instrument to assess the organizational climate of agile teams, comprising four dimensions, Trust, Knowledge, Learning, and Motivation. Method: We planned and executed a case study considering eight development teams from three organizations. We evaluated TACT using open-ended questions, quantitative methods, and TAM dimensions of Intention to Use, Perceived Usefulness, and Output Quality. Results: TACT captured that the product owner's lack of knowledge and experience probably influenced the adverse climate in team trust and that unrealistic deadlines may have generated a lack of team motivation due to an absence of autonomy to plan the iteration. The team leaders reported intention of future use. Contributions and Impact in the IS area: TACT was grounded in scientific literature and industry observations. TACT items regarding Trust, Knowledge, Learning, and Motivation are grounded in the "agile philosophy'' and consider the most common agile practices. At the same time, it allows reflections on the behaviors of the prominent involved roles in agile projects. Based on the evidence gathered, we inferred that TACT captured the organizational climate of the teams correctly and can be used to identify issues better and improve actions aligned with the agile values, principles, and practices while developing Information Systems.

Exploring the Relationship between Transformational Leadership and Innovative Work Behavior: A Systematic Literature Review

Transformational leadership encourages employees to take initiative, think creatively, and take risks in achieving organizational goals. The aim of this study is to provide an overview of transformational leadership and innovative behavior, explore the factors that mediate the relationship between transformational leadership and innovative behavior, and evaluate the influence of transformational leadership and innovative behavior by conducting a review of journals published in Scopus through "Publish or Perish" in the period 2017-2023. After conducting a systematic review using the PRISMA method, 31 relevant journals were found for this study. The search keywords used were "Transformational Leadership" and "Innovation Behaviour". The results of the study showed that transformational leadership is an important factor in promoting innovative work behavior. Several factors that mediate the relationship between transformational leadership and innovative behavior include organizational support for innovative behavior, innovation orientation and goal culture, meaningful work, digital literacy, team work quality, psychological empowerment, and motivation in general. In conclusion, transformational leadership has a significant impact on innovative work behavior.

Cloud Engineering Agile Leadership: Motivating Heterogeneous Teams

In the rapidly evolving field of cloud engineering, agile leadership plays a crucial role in driving team performance and innovation, especially within heterogeneous teams. This article explores the dynamic interplay between agile leadership practices and the motivation of diverse teams in cloud engineering contexts. Through a comprehensive literature review and analysis of current practices, the study identifies key challenges and strategies for agile leaders in fostering an environment that promotes inclusivity, adaptability, and continuous improvement. Empirical evidence and case studies are used to illustrate how transformational leadership and innovative strategies can enhance team cohesion, motivation, and productivity. The findings suggest that agile leadership, characterized by flexibility, open communication, and a strong focus on team empowerment, is essential for the success of cloud engineering projects. This study contributes to the existing body of knowledge by providing insights into effective leadership strategies for managing heterogeneous teams in the cloud engineering domain.

The role of cooperation and technological orientation on startups' innovativeness: An analysis based on the microfoundations of innovation

Using the perspective of microfoundations, this article discusses the role that cooperation and technological orientation play on innovativeness. We place special emphasis on the effect of these factors on other internal factors that influence startups' innovativeness. The quantitative study was conducted based on the analysis of a large-sample data set gathered by a German startup innovation survey. Our results reveal the central role of cooperation and technological orientation, which can compensate for lower levels of other microfoundations or enhance the effect of some microfoundations when these are at higher levels. Results supported by a weighted least square regression also confirm and quantify the positive effect of entrepreneurial leadership, team size, team motivation, agility, cooperation, technological orientation, and sustainability orientation on startup innovativeness. Furthermore, our study offers an analysis of the pandemic's influence on the microfoundations of innovativeness. Our findings focused on internal factors that can be managed by startups and provide subsidies to help startups define business strategies that favor innovativeness.

Do founding team motivation types matter for student startups’ survival? Self-oriented, other-oriented, and diverse motivations in academic incubators

Do founding team motivation types matter for student startups’ survival? Self-oriented, other-oriented, and diverse motivations in academic incubators

Factors affecting team social networking and performance: The moderation effect of team size and tenure

As it derives from information technology, the internet revolution, and their consequences for business operations, social networking has received wide research interest. Therefore, this study aims to analyze the factors influencing team social networking and performance with the moderating effect of team size and tenure in SMEs in Jordan. Using a survey questionnaire, the study collected the data from this sector and analyzed it with SamartPLS to test the proposed research model. The results showed a mostly significant positive effect from seven factors (team communication, team conflict, team power, team regulation, team collaboration, team engagement, and team motivation). The study also revealed a moderating effect of both team size and tenure in the relationship between team social networking and SME performance in Jordan. The contributions provided through this work expand understanding of the factors’ importance while addressing the issue of team social networking and performance. In practice, this enables team leaders to focus on team size and tenure to develop their business performance.

IMPLEMENTASI PEMBELAJARAN BACA TULIS AL-QUR’AN DI SMP RADEN RAHMAT BALONGBENDO SIDOARJO

Abstract: Learning to Read and Write the Qur'an or what is often abbreviated as BTQ, is now very necessary. Moreover, most of the children at the age after graduating from basic education or more precisely when they were already at the junior high school level (SMP) had started to stop studying anymore. This is based on several factors. Among them, there is a sense of prestige, too many outside activities, and feeling that if they have reached the level of the Qur'an in the place of reciting they think they are capable and finished reciting it. This is of course very concerning considering that they are the next generation of Islam as well as the nation's successor. So with this BTQ learning, it is hoped that it can be a solution for the above phenomenon. This research was conducted at Raden Rahmat Balongbendo Middle School, Sidoarjo. The research objectives are to describe:. Implementation of AlQur'an Reading and Writing Learning at Raden Rahmat Balongbendo Middle School Sidoarjo. This study used descriptive qualitative method. The researcher is the main instrument, by acting as a passive observer. The data used are primary and secondary data. Collecting data used through observation, interviews and documentation. Checking the validity of the data used is triangulation of sources and methods. The conclusions of this study are (1) Learning at Raden Rahmat Balongbendo Junior High School which uses the classical method of drill followed by an evaluation method of learning through talaqqi. (2) Implementation of AlQur'an Reading and Writing Learning at Raden Rahmat Balongbendo Middle School can be seen in the readings of students who are considered to meet the standards according to the rules of recitation. (3) Supporting Factors, namely: a good explanation from the principal and teachers, assisted by the AlQur'an Study Program (PSQ) team, foundation administrators, and high student motivation; Inhibiting factors, namely: weak student learning, input factors that come in and various backgrounds, obstacles due to the pandemic period yesterday made some students, especially grade 9 students, now have to be fast in catching up on material that was left behind.

Micro-Management Presence Evaluation within Technology-Based Project Management

This research covers a micro-management presence study, taking into consideration the three main elements of this concept, where organizational culture, project management frameworks, and leadership are found; thus, a relationship between these areas is established and detailed so that a relationship between micro-management as concept and issue from enterprise management can also be identified within a project management context. This research has been made qualitative, exploratory with a transversal denomination, creating and applying an assessment instrument to know the perspective of a small population from the Technology, Information, and Communication industry in Costa Rica; thus, taking into account these results and analyzing it against the theory, so that enterprise elements within organizational culture, project management frameworks and leadership, where micro-management could accommodate can be identified, as results of this research, by placing several significant symptoms and scenarios where team's performance and motivation are affected negatively.

Characteristics of achievement motivation in youth sports teams

Characteristics of achievement motivation in youth sports teams

Similarities and differences in motivation in cross-disciplinary biomedical, policy, and education health science teams: a mixed methods comparative case study using the MATRICx

PurposeThis study aims to investigate individual motivations for participating in collaborative health knowledge producing teams (KPTs), as well as satisfaction gained by participation in science teams. The authors focus on understanding motivators across team types, levels of engagement and alignment within and across teams and need satisfaction in a total of six science teams. Areas of strong congruence and divergence of motivating factors can be aligned across (i) learning and professional growth satisfaction, (ii) respect, collegiality and enjoyment satisfaction and (iii) accomplishment and discovery satisfaction. Levels of satisfaction are hierarchically mapped showing their relation to more external and communal foci to motivations that seek satisfaction of individual needs.Design/methodology/approachThis mixed method comparative study uses data from the motivation assessment for team readiness integration and collaboration (MATRICx) tool and themes generated from semi-structured interviews. This methodology provided a means to compare a hierarchy of motivations against levels of collaborative engagement, as well as individual needs satisfaction and ultimately the identification of higher and lower-level motivations related to self and external foci.FindingsThe findings indicate that there are both similarities and differences in motivations in different health science teams when one compares biomedical, education and policy teams. A comparison of MATRICx data from across team types and teams suggests areas of strong congruence as well as areas of divergence in motivation factors.Originality/valueThe paper and its findings use a novel tool along with qualitative research techniques to identify motivation in KPTs and uses these data to understand what type of needs satisfaction are important across three areas of health science teaming. Our research informs team leaders, facilitators and consultants about the important motivations team members have entering teams and has the potential to provide a blueprint to ensure peak performance as individual team members seek to address their ever-growing professional needs.

Team motivation: A strengths-based approach

This article explains how using a strengths-based approach through your unique management style can lead to greater team motivation in your organisation

Communication, leadership and team motivation as drivers of success in project management - development of a conceptual framework

Communication, leadership and team motivation as drivers of success in project management - development of a conceptual framework

Virtual Team Building in an Intelligent Collaborative Learning Environment

Aim/Purpose: The main purpose is to study the experience of using virtual team building as a means of forming educational and research teams in the context of the development of online education and its effect among students and teachers of higher educational institutions. Background: Methods ensuring effective engagement of students in learning are critical to the success of online education. The most obvious problems in higher educational institutions are procrastination, academic dishonesty due to easy access to electronic resources, decreased attendance, and insufficient interaction between teachers and students. Methodology: The research methodology is based on an empirical approach, which is a research survey using a questionnaire to collect data based on closed-ended questions. For quantitative analysis, the independent sample t-test was used. The survey was conducted among students and teachers of two educational institutions in the Russian Federation. Contribution: This study is of practical and scientific importance as it can contribute to the introduction of virtual team building in the modern education system. Findings: Based on the analysis of the data obtained, it can be concluded that students and teachers approximately equally assess the impact of team building on the ability to get to know each other better, improve communication skills, and psycho-emotional intimacy. Despite the need and sometimes no alternative to virtual team building (for example, during a pandemic), half of the sample of students (50.8%) agreed that team building was more effective in an offline environment while 64.3% of teachers believe that the effectiveness could have been higher in the offline environment. The respondents assessed the positive effect of team building on their interest and motivation to study or work. Recommendations for Practitioners: These findings can contribute to a broader and faster implementation of virtual team-building practices in the education system of the Russian Federation and other countries of the world. The results of this study can be applied by higher educational institutions that are interested in increasing team cohesion, interest, and motivation to study or work, as well as the creation of closer and trusting relationships, and an atmosphere of psycho-emotional safety. Recommendation for Researchers: This topic requires more observations to verify the influence of student personality on the effectiveness of virtual team building in intelligent collaborative learning environments. Impact on Society: The study highlights the importance of communication between the student and the teacher, as well as between students, as psycho-emotional well-being in the micro-society results in a better academic performance. Future Research: Further research can be aimed at studying the difference in the effectiveness of team building in online and offline learning environments, as well as the impact of team building on the teaching staff.

Dynamic and cyclic relationships between employees' intrinsic and extrinsic motivation: Evidence from dynamic multilevel modeling analysis

Intrinsic motivation (IM) and controlled extrinsic motivation (EM) have been widely studied by psychologists; however, most studies concern only static associations: Research on the dynamic relationship between employee motivation and the potential weekend effect is limited. Dynamic structural equation modeling (DSEM), a novel time-series approach, was used to assess the daily dynamic and cyclic relationship between the two types of motivation. Derived from the Team Events and Motivation Study, data involved 238 employees (51 females) and a total of 11,470 daily questionnaires. Results supported the positive relationship between IM and controlled EM at the trait level and showed low or moderate carryover from one workday to the next. An increase in controlled EM was linked to higher IM on the next workday; furthermore, weekly cycles emerged in which employees showed lower motivation on Monday. The autoregressive effects of IM and controlled EM were greater from Friday to Monday than during other periods; in addition, bidirectional cross-lagged effects were negative after considering weekends. Findings highlight the complexity of the motivation process and the importance of understanding employee motivation from a dynamic perspective.