TEAM MANAGEMENT IN ORGANISATIONAL PERFORMANCE: A CASE OF ROAD TRANSPORT AND SAFETY AGENCY
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This study was aimed at assessing the Team Management in RTSAs Organization Performance in connection with Road Accidents. The study used qualitative methods through a survey of 42 Road Traffic Inspectors sampled from three Highways in Lusaka. The study in an assessment in this purpose used deductive approach in which a qualitative survey was carried out. The survey was intended to get their responses on what they feel is (are) the current team practices in place, how they feel about their motivational levels on various aspects that motivate as well as how their leadership/management are helping them work in teams more efficiently and effectively. The analysis from the empirical findings showed that team practices at the RTSA among the Road Traffic Inspectors do not follow a structured format. However the other studies show that following a structured approach to team practices yields better team efforts. This study also found that the Road Traffic Inspectors lack motivation. Motivational theories of Maslow and Herzberg were reviewed and showed that there were quite a number of factors that were needed to be done in order for the Inspectors to be motivated. The action centered leadership model of John Adair was then used to assess the influence that the leaders/managers at the RTSA are exerting on the teams so as to achieve better performance results. The findings however show that the leader and managers are not properly explaining the task to the Inspectors,. Further there is no record of performance evaluations that can help track and asses performance among teams. The study ends by making recommendations for the RTSA to adopt a structure approach to team management and train their Road Traffic Officers in team management practices. There were also a number of areas that the research highlights which if adjusted could leader to a motivated work force among the Road Traffic Officers. The last recommendation was for the leadership of the RTSA to introduce a system that is able to measure and monitor performance so that adjustments to the performance can be made from time to time after seeing what works and what does not work. This study can therefore be viewed as a way for improving team performance at the RTSA and can be used as a starting point for more research that can be done on the RTSA to improve the performance of the whole organization.
The University of Zambia