Mark Davidson in his article titled ‘Every Company’s Operational Excellence Journey is Different’ mentions five critical parities and starting points of companies go through while achieving operational excellence. One of the most important critical aspects which these companies go through is ‘increased levels of team collaboration’. This is because business organisations today face intense competition in the market which necessitate them to earn maximum profits and reduce their expenditures to attain sustainability. This requires these companies to set high operational targets for themselves like earning higher level of profits and gaining higher competitive advantages (Stephens, 2015). This requires the different departmental of the companies to collaborate on higher level to achieve these targets. For example, the marketing department gains information about future customer consumption trends which they communicate to the production department which in turn communicates the information to the accounts departments for making financial resources for the purpose. The production department after getting financial sanction from the accounts department, carries out the production process. The marketing department markets the products in the market and generates revenue. Moreover, production department, based on the future prediction of goods from the marketing department orders more appropriate amount of raw materials which in turn reduces wastage. This shows that collaboration between different teams result in achievement of greater operational efficiency (Cooper-Thomas et al. 2014).
Valero and Hirschi (2016) define proactive motivation as that state of motivation when employees in the organization participate more actively in the working of the organizations, recognize opportunities and challenges. They participate with their superior to take capitalize on the advantage and reduce or manage the risks to the extent possible. Proactive motivation enables stronger team collaboration in business organizations. The team members take more interest in formation of strategies which enable the team leaders to delegate responsibilities more effectively. The members take proactive interests in recognizing business opportunities and threats which they communicate to the departmental heads. The departmental heads consequently can bring about more changes in the plans and strategies thus, making them more appropriate to the market. This business organizations operating in this style are able to achieve higher targets and higher level of quality simultaneously. They are able to reduce their wastage and channelize maximum resources towards productivity. They are as a result able to attain higher profitable and lower their wastage of resources. Thus, proactive motivation enables organizations to gain sustainability and grow in the future (Valero, Hirschi & Strauss, 2015).
Cooper-Thomas, H. D., Paterson, N. L., Stadler, M. J., & Saks, A. M. (2014). The relative importance of proactive behaviors and outcomes for predicting newcomer learning, well-being, and work engagement. Journal of Vocational Behavior, 84(3), 318-331.
Stephens, T. L. (2015). Encouraging positive student engagement and motivation: Tips for teachers. Review360 Pearson.
Valero, D., & Hirschi, A. (2016). Latent profiles of work motivation in adolescents in relation to work expectations, goal engagement, and changes in work experiences. Journal of vocational behavior, 93, 67-80.
Valero, D., Hirschi, A., & Strauss, K. (2015). Hope in adolescent careers: Mediating effects of work motivation on career outcomes in Swiss apprentices. Journal of Career Development, 42(5), 381-395.