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Individual motivation is essential when working with a project team, as explained in chapter 6 of the text. It claims that both effective coordination and direction are both dependent on successful motivation. Many environmental causations must be present to be granted this individual motivation. As we can see, members want to be treated properly by one another, and engaged in the project at hand. However, these are only some of the demands needed for cooperation and so forth. Even given these ideal situations, sometimes, for some reason or another, members refuse to conform to the desired behaviors. These can bring upon many difficulties for the rest of the team, which is why this behavior should be altered early on in the project. There are many general aspects of motivation, as various ideas above, however, there are more specific motivational factors that must be taken into consideration, which are labeled individual motivation.
Personality models have helped management paint a picture of how their teams function. That is what motivates them, their strengths, and the team’s weaknesses alike. The first model utilized in this book is titled “The Porter Strength Deployment Model”, this specific model studies how people work when everything is going good, and then when everything is going wrong. Management can pick up several conclusions on individuals by such tests. Possible conclusions that could be formed would be strengths and weaknesses of the group. Such as Billy is not good under pressure, however Melissa works best when nothing is going right, and it motivates her. These inferences can all be drawn by models such as this, because they act as a huge outlet of information to management.
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