A STUDY OF RELATIONSHIP BETWEEN MOTIVATIONS AND THE
PERFORMANCE OF TEAMWORK
1.0 INTRODUCTION
The purpose of this chapter is to introduce important facets of this study. The
introduction is presented in six sections which include: (a) Background of the study; (b) Problem
Statement; (c) Research Question; (d) Research Objective; (e) Scope of the study; and (f)
Significance of study.
1.1 BACKGROUND OF STUDY
Motivation is an internal drive that that makes a person move toward whatever goal they
are trying to accomplish. To be motivated a person must have a motive, which is to say that they
have to have a reason to take an action. Motivation is a conscious or subconscious choice that we
make inside ourselves to decide to do something that we wish to accomplish.
Herzberg's theory of motivation and Maslow's hierarchy of needs is that a reference in
this study and as the main theory to conduct this research. Herzberg, a psychologist, proposed a
theory about job factors that motivate employees. Maslow, a behavioral scientist and
contemporary of Herzberg's, developed a theory from Herzberg's theory about the rank and
satisfaction of various human needs and how people pursue these needs.
Everyone finds motivation in their own ways and what is important to one person may
not be as important to another person. For example, what motivates you to get up in the morning
and go to work? Are you motivated because you love your job and can't wait to get there, or are
you motivated because you know you need the money? Knowing what your motivation is will
help with your attitude and how your day will turn out. Motivation is a psychological term and it
can be described as a behavior. Motivation can't measure or see a person's motivation; just can
do is watching the behavior. Motivation is all about the way a person thinks and then acts on
what is important to them.
For a manager of a company, motivation can be one of the most important tactics to use
when getting employees to want to do work. The more incentive and motivation employees are
given, the more production the company will see. The key for an employer is to figure out what
most will motivate the employees. If it is a small company, individual motivations may need to
be given. If it is a larger company, more general motivations such as bonuses or time off. It will
be up to the manager to get to know his employees and find out what things may be important to
them.
It is important to know the definition of motivation so that one can know what it is and
how it can be used. Knowing what motivation for the day or life is an important factor to help
everyone keep focused and on the right track of what goals may be.
There are two types of motivation, internal and external. Some people find motivation in
things that are important to them on an emotional or internal level. They set their goals on more
brain stimulating or heartfelt things. External motivation would be goals that are more of a
materialistic nature. Not better or worse than internal, but just what makes a person want to take
action. Internal motivation is one that comes from inside and is usually prompted by a more long
term goal. Internal motivation will occurs when the person attributes an internal experience to
the cause of their behavior, and that valued experience occurs while pursuing the task.
Teams come and teams go; some teams are effective and some teams are ineffective.
What distinguishes the effective team from the ineffective team? Successful teams are
impassioned by what they do, the task at hand, and a vision that pushes them forward in their
efforts. Teams have to be trusting, and communicate openly with one another. They have tools in
place to provide and receive feedback, while both recognizing and utilizing the differences of the
members. In the long run, they recognize the synergy that develops when individuals come
together (Mink, Mink, & Owen, 1987).
Motivation and teamwork had a strong relationship. If every person in teamwork had a
high motivation, then their performance is high. A high-performance team is going to strive for
performances such that 2 + 2 = 5. In other words, the impact and influence of a highperformance team is going to be greater than the individual input of each of the members. The
challenge facing the high-performance team is then to create situations where the team can
achieve more than each team member can contribute individually. The high-performance team
displays all of the characteristics of the real team include specific mutually agreed upon purpose,
goals, approach and work products, open communication, empowerment, performance
measurements, and a shared approach to leadership.
1.2 PROBLEM STATEMENT
Studies show that the high motivation among employees in the teamwork will improve
the performance of teamwork. Herzberg's theory of motivation and Maslow's hierarchy of needs
is that a reference in this study. Herzberg, a psychologist, proposed a theory about job factors
that motivate employees. Maslow, a behavioral scientist and contemporary of Herzberg's,
developed a theory about the rank and satisfaction of various human needs and how people
pursue these needs. To improve work performance, intrinsic and extrinsic motivation is very
important to move someone to doing the job. Some human nature is when doing some things is
hope will get rewards. And some people do work because on the basis of responsibility and love
of their work that was done. Both of this is refer to the motivation of behavior is in each
individual and team. The question that arises is how the motivation cans effects on the
performance of teamwork.
1.3 RESEARCH QUESTION
This study will address the following questions:
1. What is the relationship between motivation and teamwork performance?
2. What are the affect of motivation to the teamwork performance?
3. Why the motivation is important to create the successful performance of teamwork?
1.4 RESEARCH OBJECTIVE
The definition Katzenbach and Smith propose for a high-performance team will be used
throughout this research and is based on the definition of a "real team" developed by the same
authors. A real team is "a small number of people with complementary skills who are equally
committed to a common purpose, goals, and working approach for which they hold themselves
mutually accountable" (1993, p. 92). A high-performance team "is a group that meets all the
conditions of real teams, and has members who are also deeply committed to one another's
personal growth and success" (1993, p. 92). The definition of both a real team and a highperformance team require that members possess strong motivation towards the goals and
objectives of the team. The purpose of this study is to investigate how the motivation can affect
the performance of teamwork.
Additional objectives include determining the important of
motivation to teamwork performance.
1.5 SCOPE OF THE STUDY
Scope of the study for this research is focused on telecommunication industry. At
Malaysia, many company involved in field telecommunication industry. Among was Telecom,
Maxis, Digi and many more. For this study focused on the Telecom Malaysia Berhad for
conducted this research. In this study the participant will to investigate is the Manager and the
employee of the Telecom Malaysia Berhad. The manager and the employee at parent company
will be involved in this study.
SIGNIFICANCE OF STUDY
The findings from this research will address a void in the current body of knowledge
concerning high-performing teams and the motivational factors encountered by the individuals
that are team members. In addition, conclusions from this study will increase the knowledge
surrounding best practices for organizations to utilize in motivating teams and team members.
Team members should benefit from this study as well, allowing a team member to understand
their motivation as it relates to team initiatives as well as their own personal responsibilities to
the organization. This research adds new knowledge of how the motivation of an individual is
impacted as a team moves closer to high-performance. Motivation will be demonstrated in terms
of:
(a) The motivational factors that is most impactful as the team moves along the
continuum of high-performance.
(b) The motivation to perform at a higher level as a team member.
(c) The motivation to perform at a higher level as an individual employee with
responsibilities beyond the scope of the team.