Assignment Sample on BUIL1232 Organizational Culture Motivation and the Impact of the Role of a Project Manager

Introduction

Organizations depend on team activity and performance where the project manager influences the organizational culture to influence and motivate the team performance for effective business operation. The project manager has actively participated in a team activity to popularise the organizational culture which in turn make clear the objectives to the team member. It has been stated that the project manager has an immense responsibility to articulate the culture within the team which will play a motivation tool for the team member and boost the activity in terms of team performance. In this report, the details of organizational culture and the role of the project manager to motivate the team member to bring out the best from the individuals will be discussed elaborately.

Relevance of organizational culture and the role of Project manager

Organizational culture shapes the employee attitude, beliefs, values and behaviour which will bind a team in one thread to achieve a common goal towards a business perspective. The project manager communicates with the team to foster the collaboration of team members with trust and build a professional relationship to motivate the team for skill development and support to stress management. GRAM (growth, relationship, autonomy, meaning) is suitable to motivate the employee with respect to business opportunities where personal growth with skill development, workplace relationships, autonomy in workload, and a vision of the project may outstandingly motivate the team. However, the skills of interpersonal and cross-cultural competency of project managers may help to organize the team to persuade to team activity where respect to individual beliefs and differences are core ethical roots to establish a well-maintained team. Organizational culture is more important to thrive its workforce together with a business goal where the culture may proactively provide the enthusiasm to drive the workforce for better creativity. Further, better decision-making and mitigating conflict help to unify the employee to deliver a designed work structure through cultural practice.

On a specific note, the project manager plays a significant role to activate the team member through an assigned work structure where an employee will improve the personal skills as well as balance the work-life structure to meet the project requirements. Moreover, relationship management is another aspect of a project where the project manager’s behavioural traits may build trust among the employee which extensively supports the team member with ups and downs throughout the assignment. Employee and the working relationships will amplify the organizational culture to plan and execute the project within a due time where it would deal with internal and external relationships with the employee for project success (Meng and Boyd, 2017).  The culture of the organization helps to govern the individuals to promote a unique and positive framework to get success in business operation along with competitiveness. However, the cultural diversity in the employee sometimes may create conflict which need to be well addressed through the interoperability of the project manager with ethical consideration. Any discrimination on behalf of race, colour, culture, gender and faith will not be tolerated throughout the cultural competency where respect to the individual and differences will be accepted through more engaging and open-mindedness.

The project manager is subjected to propagate the organizational value and culture within the team with clear communication for a better vision and mission of the project at the starting and effectively monitor the individual activity to nullify the close proximity of any conflict. On the other hand, the value and culture of an organization promote the ability to generate profit and solve societal issues within the environment and encourage the consistency of the organizational approach (Ameen et al.,2018). The project manager may effectively ensure the integration of the project into the organizational culture to proser the efficiency of the project and successfully accomplish the project. Collaboration among the team members and cultural stereotyping might be face issues where the infusion of organizational culture may vaporize the differences and create a strong bond to actively work together for common objectives. Moreover, culture has a huge influence on growth with the organizational mission where personal and economic development with risk-taking and innovation will prosper to meet the project target. Employees may effectively connect with the organizational culture with value and knowledge sharing along with healthy professional relationships to prosper along with project outcomes.

The sense of safety, equality and value sharing prioritize the work preference which will further motivate the employee to provide the best performance in the workplace. The effective skills of the project manager will communicate unbiasedly among the employee about the project goal where with interpersonal skills and emotional intelligence will profoundly address the employee issues and difficulty with managing stress and work hour. The project manager’s frequent engagement with the team will build trust and relationships which will boost the project performance along with individual performance. On a contradictory note, to make the organization competitive in the current market operation it needs to adapt and respond quickly to market changes and align the responsiveness to the organizational culture to increase the dynamic capability of the firm for business growth and prosperity (Felipe et al.,2017). Organizational agility will prefer to stay updated with time and technology to regularise the business operation through optimizing the resources and work capability to efficiently deliver operational agility and employee performance. Apart from this, the project manager will influence the team performance accordingly to meet the target in coordination with employee perceptions, behaviour and understanding.

Furthermore, employee engagement and value the personal ideas in the working process may boost the employee confidence where the project manager is responsible to create a shared space and scope of opportunity to grow along with organizational vision.  It may be opined that the organizational culture comprises off various aspects and a plurality of factors to pour the life on the organization where symbols, beliefs and working behaviour are learned, produced and recreated to meet the organizational needs (Strati,2017). On the contrary organizational culture is a goal to achieve, overcome the traditions, manipulation of employees will and a resource for the autonomy of project goal and intertwined with occupational and professional culture to maximize the profit. The cultural activity thus influences the employee to work in coordination with the laid structure and policy and maintain the coherent nature of the organizational structure. The project manager is effectively leading the team to work in coordination with organizational policy and rules along with motivating the employee to grow as per the nature stated by organizational activity. Organizational culture has evolved on the basis of human nature, work meaning and organizations’ cooperation with the employee, society and environment to practice sustainability and increase the reputation of the company.

Techniques of the project manager to motivate the team

The project manager has a significant responsibility to motivate the team members in order to the successful project outcome where the primarily inspirational activity will focus on project competency and deal with the individual upon the individual performance. First of all the improved salary package is the first step which helps to manage the financial burden of each team player and thus the inspiration and urge to deliver the performance on time will come from the employee perspective. Other than that project manager will induce the organizational culture of motivation with mutual respect and value to personal idea and beliefs with openness plays a big role in employee motivation. The sharing of knowledge of project vision will deliberately boost the team activity in pursuit of creativity, innovation and learning new technology to upskill the present knowledge. Motivation plays an important role to improve work efficiency, happiness, absenteeism, relocation and citizenship approaches where employees effectively regularise the activity in order to achieve niche performance (Setiawan et al., 2020). Frequent communication and interoperability of project manager will focus the team motivation through problem-solving and adaption of skills and resources will boost the employee morale to work actively on the project goals.

Empathy and respect of project manager may help in counselling of team members where internal and external issues will be mitigated effectively and help the aspect of work motivation. On the other hand, conflicts neutralization through effective decisions and multicultural competency of the project manager will motivate the employee to work actively in the team with a positive behavioural response. The identification of individual performance with constant monitoring and performance building session will help employees to work effectively and get a boost on performance. On the other hand, appraisal of brilliant performance also positively motivates each team member to achieve and perform up to the mark through extensive practice and determination. The performance bonus, leave opportunity, relocation, work from distance also contributed the employee motivation to gain the aspect result to accomplish the project successfully. Employee empowerment with upskilling and workload autonomy also encourages the employee to be motivated to work and increase the performance in accordance to interdependence and cooperation with the team (Agarwal, 2019).

Motivation in simple terms denotes to motivate or encourage someone to do a particular job or task. Motivation may also be defined as a way of providing psychological support to accomplish something which may seem difficult initially. On the other hand, it may be opined that having a strong motivation helps people achieve great things no matter the way burdensome the task may be. Apart from this, the role of a motivational project manager is immense in today’s world where levels of competition, as well as the number of competitors, are increasing leaps and bounds day after day. Furthermore, it may be added that to achieve success, only having a precise plan is not enough as there will be certain issues and obstacles in every step and overcoming those obstacles without being demotivated is the real challenge. However, motivation in the field of the job sector has become a crucial factor for the success of an individual as well as the success of a company or an organisation (Kanfer et al., 2017).  The word “motivation” has its origin from the word “motive” which refers to satisfaction and it has become a term of utmost importance in today’s world where everyone has become career oriented and wants to lead a successful as well as a satisfied life.

In order to further discuss the subject of motivation and its importance in the business sector, it may be stated that psychological support and mental energy is as important as physical strength in order to contribute significantly to any organisation. Herein lays the importance of project leaders and project managers who constantly keep motivating employees to extract best performance out of them. On the other hand, it may be argued that self-determination theory (SDT) relating to external and internal motivation has gained wide popularity across several fields of study including the business sector (Ryan and Deci, 2020). Furthermore, it may be stated that each individual is entitled the same amount of time every day and it depends on a particular individual to contribute as much as possible to their organisation where they are working.

In order to keep the employees motivated certain steps are followed by employers such as giving them incentives, attractive benefits, on time salary, regular increments and performance-based rewards. On the other hand, it may be stated that the concept of motivating employees on a regular basis is considered as one of the essential factors for pursuing a successful business in order to inspire employees to be more productive and passionate about their work. Moreover, it depends on the skill of a strong motivator to generate a sense of loyalty among the members of any workforce to consider their workplace as a place of their personal growth too. It may be added that though there is no particular method of increasing the levels of motivation or any step-by-step process. In order to maintain a steady growth rate, modern leaders search for innovative ways to enhance the working capabilities of employees by keeping them motivated and energised in a constantly changing work environment where each day brings new challenges (Akhmetshin et al., 2018).

The initiatives of the project manager to improve the team performance to give the most 

Team management is an extremely imperative aspect for an organization to achieve a common goal and managing a team properly ensures that the performance of the team will also be enhanced. Enhanced team performance ensures that the organization is able to achieve its goal effectively and therefore, managing a team appropriately is a significant task that is executed by project managers. Project managers are in charge of building employee’s morale and help every individual employee in the given tasks so that all the subordinates are able to work with maximum productivity for the benefits of the organization. A project manager generally carries out several fundamental tasks that often directly and indirectly impacts as well as also involve team members (Pmi.org. 2021). An exemplary project manager will also try to motivate the team members so that the subordinates may perform individual tasks without feeling the burden of work and being stressed as that may lead to unfavourable outcomes for the organization. A project manager always sets a goal before starting a project and assigns specific tasks to every individual to achieve the most fruitful outcome and also for clearly conveying to the team members about the things the job entails.

This is an extremely important task to boost team performance, since a team member being unable to understand, the job explicitly will lead to the person having difficulties in performing the given task. This will leave a negative impact on the overall performance of the team, hence, a project manager’s actions, such as clear communication is significantly necessary to elevate team performance. It needs to be mentioned that according to research, the quality of communication has more positive correlation with the performance of a team rather than frequency of communication (Marlow et al., 2018). Moreover, a project manager always tries to listen to any issue a certain employee may be facing so that the team leader may take required actions for mitigating the issue the employee has been facing. In case a certain team member is facing any issue within the workplace then that may bring adverse effects on the overall team performance, thereafter a project manager always tries to communicate with all team members to avoid such circumstances. Furthermore, a project manager always attempts to include team members in the decision-making process to make the employees feel included and valued, which further helps the team members to be productive and team performance is also boosted as well.

On the other hand, a project member always has to select the right and most suitable team members for the purpose of finishing a project within due time. This action is extremely essential, since not every individual is capable of doing a certain job, therefore, identifying the right person is immensely significant as a single unsuitable person in a team may cause the overall team performance to be underwhelming. Pairing the right team members is also an important responsibility that a project manager needs to carry out extremely efficiently, as failing to do that may give rise to conflicts within the team which will eventually harm the team’s performance. In addition to that, a project manager also needs to address all the conflicts that may occur within a team and handle the situations with utmost consideration, since conflicts within a team bring negative consequences to the collective team performance. A project manager also needs to look after the well-being of employees so that no individual worker feels too much pressure of work as that may prove to be fatal for the overall performance of the team as well.

It needs to be established that even during the most unprecedented times, the responsibility of a project manager is to support all the team members and that also includes supporting the employee’s mental wellbeing as well (Harvard Business Review. 2021). Especially during the unprecedented time caused by the global pandemic, employees have started to feel de-motivated and emotionally drained out by working remotely for approximately two years. Thus, along with providing motivation and looking after the mental health of team members, providing proper training to all the members for the current remote work culture has become quite significant to boost team performance. It is the duty of project managers to provide effective training to all the team members in order to make the individual employee most efficient to work under any circumstances that the subordinates were not trained for. In order to summarize, it needs to be mentioned that project managers are to a great extent responsible for the performance of a team and a team’s performance is somewhat dependent upon the efficiency of a project manager as well. Research has suggested that the role of a project manager and the competency and leadership skills of that individual is extremely critical in improving the overall performance of a project (Ahmed and Anantatmula, 2017).

Conclusions and recommendation

Finally, it may be concluded that the organizational culture of a given organization is extremely significant for that organization to have an effective business venture and achieve organizational goals seamlessly. Moreover, along with organizational culture, the role of a project manager also may have to be taken into account, since the project managers are responsible for acquiring the best team performance from the team members. Furthermore, effective team performance is one of the main reasons for an organization to achieve its goal in the most effective way possible and thus, the role of a suitable project manager is equally significant as well.

The recommendations are as follows: –

1. The culture of an organization should be extremely positive and amiable as a chaotic culture within an organization will only bring negative impact to the overall organizational performance
2. The project manager should be chosen extremely carefully and by taking into account several aspects, since an unsuitable project manager will not be able to manage a team effectively
3. A project manager should always motivate and communicate with the team members in order to boost the team performance
4. Project managers should also look after the mental wellbeing of team members to ensure that no individual is feeling overburdened with work as that will eventually affect the employee’s productivity and by default the team performance as well

References

Agarwal, A., 2019. Analyses of team building, coaching, and motivation skills. Journal of Current Research in Scientific Medicine, 5(2), p.75.

Ahmed, R. and Anantatmula, V.S., 2017. Empirical study of project managers leadership competence and project performance. Engineering Management Journal, 29(3), pp.189-205.

Akhmetshin, E.M., Morozov, I., Pavlyuk, A.V., Yumashev, A., Yumasheva, N. and Gubarkov, S., 2018. Motivation of personnel in an innovative business climate.

Ameen, A.M., Ahmed, M.F. and Abd Hafez, M.A., 2018. The Impact of Management Accounting and How It Can Be Implemented into the Organizational Culture. Dutch Journal of Finance and Management, 2(1), p.02.

Felipe, C.M., Roldán, J.L. and Leal-Rodríguez, A.L., 2017. Impact of organizational culture values on organizational agility. Sustainability, 9(12), p.2354.

Harvard Business Review. 2021. 8 Ways Managers Can Support Employees’ Mental Health. [online] Available at: <https://hbr.org/2020/08/8-ways-managers-can-support-employees-mental-health> [Accessed 1 November 2021].

Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), p.338.

Marlow, S.L., Lacerenza, C.N., Paoletti, J., Burke, C.S. and Salas, E., 2018. Does team communication represent a one-size-fits-all approach?: A meta-analysis of team communication and performance. Organizational Behavior and Human Decision Processes, 144, pp.145-170.

Meng, X. and Boyd, P., 2017. The role of the project manager in relationship management. International Journal of Project Management, 35(5), pp.717-728.

Pmi.org. 2021. [online] Available at: <https://www.pmi.org/learning/library/team-morale-motivation-ideas-maintain-6175> [Accessed 1 November 2021].

Ryan, R.M. and Deci, E.L., 2020. Intrinsic and extrinsic motivation from a self-determination theory perspective: Definitions, theory, practices, and future directions. Contemporary Educational Psychology, 61, p.101860.

Setiawan, R., Cavaliere, L.P.L., Sikandar, M.A., Sulthana, A., Jayalakshmi, J., Koti, K., Hat, N.D. and Christabel, G., 2020. The Effects of Tools and Rewards Provided to White-Collar and Blue-Collar Workers and Impact on Their Motivation and Productivity (Doctoral dissertation, Petra Christian University).

Strati, A., 2017. Organizational culture. In Concise Encyclopaedia of Participation and Co-Management (pp. 578-584). de Gruyter.

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