Team motivation in any organisation is crucial because it yields both organisational and work satisfaction benefits. The act of motivating employees or teams is essential to any business as it results in increased productivity. According Howard, Gagné, Morin, & Van den Broeck, (2016) to team’s motivation allows the employees as well as the organisation to attain developed output levels.  The literature relates to this study as it helps in illusttating the major determinants to employees motivation. Motivation can thus be termed as the basic energy that helps the organisation in controlling and maintaining team’s behaviours.  The function of teams motivation in a corporation cannot be typically measured as it is based on developments. The study addressed the significance of employee’s motivation towards achieving work goals.

            Amabile, (1997) asserts that in real instance salary offered to employees is good enough to ensure that the employees are motivated but this is not effective because it fails to pressure them in achieving full potential.  When the employees in any organisation are motivated this helps in ensuring that high innovation level is maintained in the organisation and at the same period generating high quality produce due to improved efficiency.  In regard to motivation the opportunity cost stands at zero as the corporation is bound extract maximum benefits from the program. This is supported by equity theory which gives a rationale on why conditions and pay re not the major determinant of motivation.   This theory therefore holds the belief that individuals are more satisfied if treated equally and this fairness assists in maintain relationship amongst the teams (LAUBY, 2005, 9). This is crucial in answering the research questions to this research as the study involved determining the impacts of employee’s motivation.

            Employee’s aspect of satisfaction determination in regard to motivation is determined through productivity.  Motivated employees are bound to generate increased and high quality yields unlike those that hold no motivation. Howard, Gagné, Morin, & Van den Broeck, (2016) states that motivation is the way of directing people to work by helping them utilise their potential. Motivation should be the basic working ground because it helps in developing relationships as well as developing suitable strategies to accomplish the stated goals.

Based on, West, Braumand  ,Wastian & Rosenstiel, (2015, 27), Project teamwork necessitates high level of motivation because this is an activity that is aimed at generating numerous benefits. Team motivation helps in ensuring that the goals of the projects are met at the stated time. Team motivation helps in ensuring that individual behaviors towards the project are well guided. Motivated behavior refers to a behavior which is focused on fulfilling a motive a need or a certain desire (West, Braumand, Wastian & Rosenstiel, 2015, 27).

            Direction, intensity and persistence are the attribute of motivated behavior and a person’s experience with that behavior or anticipation of the results of the same can also affect their behavior. Herzberg motivation model is need based, such that when a need is not fulfilled, someone is aroused and motivated to find out the various sources of satisfaction of the need and carries out some acts so as to be satisfied.  However, the motivation process theories look into a person’s evaluation that makes them choose a given course of action and how other aspects affects the results of the course of action taken (West, Braumand  ,Wastian & Rosenstiel, 2015, 27).

            According to needs motivation theories, motivation is defined as the ability of the will to put increased effort level towards the objectives of the organization. This is fueled by the ability efforts of individuals in satisfaction of personal needs (LAUBY, 2005, 6). This theory may help in developing performance of team’s project as they help in increasing individual’s motivation.  This is achieved through transformation of psychological and physical behaviors. Therefore, the amount of effort that someone is willing to employ is connected to the value they attach to possible positive outcomes or rewards or the perception of the possibility that their increased effort will bring about the reward. This defines intensity as a motivation element (Peterson, 2007, 67).

            Direction connotes the choices made by a person among the various behavioral alternatives such as extending working time for the whole team members instead of going for a holiday or weekend outings. The members are thus motivated on the basis of over their certain behavior over others. Persistence connotes the amount of time that someone spends in a given work or project. They can be rated as highly motivated on the basis their persistence related to the project at hand. It is thus an indication of how long that individual member in a certain team can maintain their intense effort and channel it towards collective project performance and consistent with overall organizational goals. For these elements to work out well, the project managers must stimulate individuals in a team through harnessing interpersonal skills and create motivational work environment by associating with these key elements of motivation. The manager must realize the significance of individuality in these motivation elements especially in the ability to connect to and relate with team members and the environment (Matthews & McLees, 2015).