For example, I would try to establish very tight deadlines for the tasks assigned to me, because I work very well under pressure. I would also try to establish a career path that I would follow in the future, determining medium term objectives for me to reach. Knowing where I want to be in my career would motivate me to achieve my full potential, and even to develop new skills and abilities that would help me advance in my career.

e. In large corporations, where there are hundreds or thousands of employees, many of them covering similar positions, it is difficult for the HR department and top managers to establish a motivational system analyzing each individual in particular. As a consequence, HR managers develop a motivational system that is generally applied to most employees, covering a series of needs, like financial necessities in general.

But in the case of project groups, the situation regarding motivation must be handled differently. In such cases, it is better to develop an individual motivational system, designed for each member of the group. However, the rewards and punishments system should not be entirely different from one group member to another.

The starting point of developing such a motivational system is represented by analyzing the personality types of the group members. General guidelines regarding motivation within the group must be established for all personality types found within the group in case.

Furthermore, the HR responsible must identify the needs of each group member. Given the career level and the social and financial status of each member of the group, their primary needs may already be satisfied. This means the HR...

The belongingness needs is usually present in most group members. Otherwise, they would prefer to work on their own. In certain cases, work groups satisfy a series of needs that other groups in employees' lives do not succeed at satisfying.
High achievement needs are extremely motivating for group members that have a very clear career path in mind, group members that are set on reaching high professional, social, and financial status. In such cases, group members can be motivated through promotions, or important salary raises.

The overall success of the company in case should provide some level of motivation for group members. They would feel proud to be part of a successful company and for their work to be publicly acknowledged. This would motivate them to increase the work efficiency.

However, there are cases where negative motivation works best. It is important to establish a punishments system also, not just a rewards one.

The sense of progress is very important when trying to motivate group members. No matter the differences between them, any group member is motivated by progress. They must feel that their work produces quantifiable results. The results of the group must be acknowledged by superiors in order to give the group members a sense of progress and appreciation.

Reference list:

1. Engleberg, I.N. & Wynn, D.R. (2007). Working in Groups: Communication Principles and Strategies. Published by Allyn & Bacon. Retrieved February 18, 2010.