INTRODUCTION
The present research report helps in exploring the concept of understanding leadership and management in facilities management. For this purpose, Royal Marsden Hospital NHS Trust (RMH) facilities management team is considered. It helps in describing that how management styles affects the organisation and individuals.
The report helps in understanding the importance of leadership styles, motivational theories and models of team working in firm. In addition, it also explores the principles and practices of mentoring and coaching.
TASK 1
a) The motivational and job satisfaction theory
Physiological needs are the most basic requirement of human existence. RMH facilities management team, first to understand the complex mind of the people that motivate by the number of basic needs So company can apply the Masclow’s Hierarchy theory to motivate the employee by fulfilling the basic requirement and McGregor’s “Theory X and Theory Y” to satisfied regarding their job in management team (Douglas McGregor ,1960). This theories are as follows:
Maslow’s Hierarcy theory: Team leader of the facility department in RMH NHS Trust , should look to understand which of these needs can be the most important. There are five main categorise of needs which a company can apply to motivate their co-workers. First physiological needs(such as food, water, shelter) are the most basic requirement. And other than this, safety and security, the employer will look for a security in jobs. Both the physiological and safety/security of the worker can satisfy by our facilities department in order to increase the motivation level of the people.
RMH facilities department can also prioritise the social needs of the employee. The individuals are required to interaction with their co-workers at the work place which RMH facilities department can use to motivate and feel them comfort. Self Esteem are defined as those related to someone’s image of themselves. The RMH facilities department can provide the rewards, praise, recognition and promotion for motivation. So the person feel self respect at high level increases the satisfaction. Last need is recognised by the Maslow’s, the RMH facilities department can apply self actualisation to their co-workers. The people are never been fully satisfied, as they can always strive to better themselves and reach a higher level of achievement.
So to understand the individuals level of accomplishment. McGregor’s “Theory X and Theory Y”: In RMH facilities department the managers use this theory on the basis of two factor “X” and “Y” affect the motivations of the employer (What Matters to Staff in the NHS, 2008). According to theory “X” the employee is lazy and will attempt to avoid work as much as possible. They doesn’t feel ambitious or responsible and doesn’t care about the performance on the job. Because they have money and security too. To overcome this problem facilities department can try to take hard, soft approach.
In theory “Y” the company will motivate themselves to fulfil by their work objective. RMH facilities department can provide the interesting or challenging work, in which employees fulfil the higher level of esteem. RMH facilities department can also ask employees as part of the planning and decision making processes (Mal Ashall, 2018).
b) Factors that influence an individual’s motivation
The theory of Herzberg’s two factor basically describe the correlations between the workplace motivation and employee’s attitude. This theory is based on the complete assumption that workplace there are two types of factors are present which gives impact on the motivations level of employees.
These two factors are such as hygiene factors and motivators. In this context, hygiene factors usually do not motivate the employees but their absence may cause dissatisfaction among employees (Herzberg, Mausner, & Snyderman, 1959). This type of factors are essentially requires to present at the workplace for the employee’s motivation.
Along with this, they are also known as maintenance factors. The hygiene factors which are specific to facilities team are such as pay, physical working conditions, company policies, status, fringe benefits, job security and interpersonal relations. Along with this, motivators factors related to facilities are such as achievements, responsibilities, advancement and growth opportunities . In respect to this, effect of these factors on individual behaviour and motivation level are described below:
Hygiene factors and Motivators
- Salary structure – The pay scale plays important role in increasing the motivation level of employees. In the RMH NHS Trust it is very important that pay structure should be reasonable and appropriate. In RMH NHS facilities department , if employee gets the reasonable pay then he will work with positive behaviour and also get motivate to perform their best (Employment rights for carers, 2018).
- RMH policies – The policies related to RMH NHS Trust ad its administration requires to be fair and clear. In respect to this, if the policies of facilities team is flexible then it will give the positive impact on the behaviour of people. The policies which helps in increasing the motivation level of employees are such as breaks, dress code, vacation facilities and flexible working hours etc.
- Physical working conditions – If the working and internal environment of facilities department is effective like neat, clean, positive behaviour, maintained and well updated equipments etc. than it motivate the employee to work in effectual manner (Creating a workplace where NHS staff can flourish, 2018).
- Interpersonal relations – Among employees, interpersonal relations also requires to be clear and positive because it gives impact on their motivation and performance level.
- Fringe benefits – In team, if one member is working very hard than leaders requires to appraise their work and also fairly reward them. With the help of this, motivation level of employees will be increase in effective manner.
- Recognition– The leaders requires to appraise the work of team members and by they also require to be recognized which motivates the team members to perform their best.
- Growth opportunities – In order to motivate the team members in order to perform their best, it is very important for leaders to give equal growth opportunities to all (Armstrong and Baron, 2005).
In expectancy motivation theory, Vroom describes the performance of employees are based on their skills, knowledge, abilities, experience and personality. This theory is based on three beliefs such as valence, expectancy and instrumentality. As per this theory it is believed that high level of efforts outcomes on higher performance which mainly leads to high level of reward. In this employee expects that by increasing the efforts, performance will automatically increase.
Due to correlation between performance level and reward system, individual willingly motivate to perform the best (Burke, 2013). The expectancy theory basically defines the relationship between efforts & performance, performance level & reward and last reward and satisfaction level of employees. For example, in RMH NHS Trust by working extra hours leads to rewards than employee will willingly work for more time in order to increase the performance level which will directly leads towards rewards system.
c) Empowerment motivate facilities staff and enhance team’s performance
- Empowerment is the strategy that a company can give the management skills, authority, opportunity, motivation as well as holding responsibility for the outcomes of their action. This is the most valuable motivational tool, RMH NHS Trust facilities management can use to achieve the high result and maintaining a motivated workforce. There are different tips the department can use to enhance the team performance by empowering them. They are as follows:
- Raise self confidence : By empowering the staff, the company can increase the motivation level. The team gains the experience in making the tough decisions that prove to the members of the team can handle any situations. This can increase the level of confidence in team and at high level than before (Forbes, 2018).
- Creates Valued Mindset : facilities department can empower their employees by trusting their abilities to complete their task with responsible manner. The employee feel valued by the belief of the facility management as a whole. By providing appreciation and respect translates the habits of work and willingness to do beyond the limit of the team.
- Increase satisfaction level: By providing authority to the staff, the employees will come together as a team on projects with enjoy. They can contribute in the company with their own idea and skills increase the satisfaction (Hackman and Johnson, 2013).
- Training: The facilities department can ask to their team that what kind of training they need to successful perform in their task. Through this, the members can increase their skills and knowledge according to the requirement of the specific job.
d) To delegate a facilities management task to a team member for their personal development
Personal development is the process which is going lifelong. In this the staff members can assess their Qualities and Skills, by considering their aims and goals in life in order to maximise their potential. In RMH , the facilities manager can delegate task to a team member for their development. This task are as follows:
- Right tasks to right team: Generally the facilities team are established with the same interest like technical, marketing, financial etc. The facilities manager can match the requirement of the job commensurate to the abilities of the team members. Delegate efficiently to the right individual which is useful to develop their own skills. The facilities manager can sometime design the smaller task to the newer member to build their confidence and competence. The facilities manager or the supervisor can assign the responsibility to the team members so that they can judge their own task. By measuring themselves improve their performance and increase the outcome of the facilities department in RMH NHS Trust.
- Developing management skills : When facilities managers delegate a job, it is not only for the productivity and to value of their staff. Due to effective management skills, each member feel responsible and manage their task. This can raise individuals qualities and intellectual skill to perform well for their own esteem. Due to this, the members of facilities team increase vision through finding their strength and weakness itself (Wyatts and Green,2004). The efficient implementation of management skills reduce the challenges by motivating themselves.
TASK 2
a) Vision for a facilities management team or department
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