Employee Profile: Motivation Action Plan LaTonya Williams Organizational Development MGT/311 October 24, 2013 Dr. Demond L. Spann
Motivation is giving somebody a reason or incentive to do something. It can be intrinsic or extrinsic. Intrinsic motivation is focused by an awareness or satisfaction in the task itself and usually occurs within the person rather than relying on external force. Extrinsic motivation is from outside the individual. Some common extrinsic motivators are rewards or punishments like evaluations or money, pressure, and threat of reprimand. The key to an organization’s success is the motivation of the staff. It is clear
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183). Autonomy refers to being the foundation of one’s own actions and achieving equivalence between the activity and their own cohesive sense of self. Competence is the need to have an effect on the situation and to attain wanted results. Relatedness is the aspiration to feel associated to others. Follow-up on each person 's goals and give constant feedback on how they are proceeding. Depending on the person and the situation you can do this weekly, bi-monthly, or monthly. Always leave room for adjustment of the goals should the condition need it. Do what you ask of your staff: demonstrate to your staff that you are not just telling them what you want, but that you are working for it also. Do your work the same way you want them to perform theirs. Follow-thru with all aspects of the plan and make sure to update the goals when needed. Try to not let outside factors, such as upper administrative peer pressure push you to make changes that are not needed. The necessity for assistance and follow-thru of this proposal needs to include all staff members. The organization’s leader should act as any good leader would. They need to be there for their staff and always watch out for potential signs of change in the school environment. Staff must be kept motivated. A properly structured motivation plan that involves all people concerned is of major importance. Providing constant
Motivation is having a reason or reasons to act/behave in a particular way. It creates “drive” in people whether it is in pursuit of a goal, or the need to complete an activity. It produces enthusiasm and a willingness to achieve in both a work environment and in your personal life. Motivation can be increased and decreased in line with the incentives on offer.
Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.
“Motivation is the process whereby goal-orientated activity is instigated and sustained” (Schunk, Pintrich & Meece, 2008. As cited in Eggen & Kauchak, 2010, p.284). Motivation comes in many forms and can be divided into two broad categories - extrinsic and intrinsic motivation. Extrinsic motivators are external
What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.
Motivation is the process that accounts for an individual’s intensity, direction, and persistence. There are two type of motivators: intrinsic motivators and extrinsic motivators. Extrinsic motivators come from outside the person and include pay, bonus and other tangible rewards. Intrinsic motivators come from internal desire to do something due to interest, challenge and personal satisfaction.
Leithwood and Jantzi argue the ability to articulate a clear vision is an essential attribute for school leaders (2008, p. 507). Goal setting is a powerful motivator for change and when leaders are able to clearly communicate inspiration vision to those they lead, it is possible to harness this motivation to bring about school improvement in student learning (Leithwood & Jantzi, 2008, p.507). Clearly defined goals encourage school community to contribute to common goals and also streamlines decision making as only options that align with the vision need to be considered (Hallinger, 2010, p.129).
As an educational leader, I must have a vision and mission statement for the school that is known by the staff, students, and parents. The vision will address the needs of the students academically, emotionally, and socially. According to DuFour (1998), “ Those who seek to transform their school into a professional learning community as characterized by an environment fostering mutual cooperation, emotional support, personal growth, and a synergy of efforts.” The leader must implement a plan that will cultivate the success of all students. The mission will speak to the direction of the school community stating what the desire goals are. The building leader will lead by example. High expectations will be communicated and encourage by staff and students. The educational leader of a school must develop a culture of team work to create a climate that is student friendly. The vision mission and goals of the leader should be transparent. The establishment of common goals is the first step. Without common goals, sustainable progress will be impossible and thus everyone will have lower expectations. The students, parents, and staff should be commented to the goals of every child reaching their full academic potential. The school environment should speak to goal setting and high expectations for all students and staff.
Autonomy is defined as “the ability to draw on internal resources; independence from familial and societal influences” (Hales, page 30). There are many aspects to autonomy including identity, social networks, personal space, interests and opinions (umatter.princeton.edu). Making autonomy a priority in one’s life is important not only for your own growth and independence, but for your own mental well-being. People who excel in their own autonomy are more likely to be able to overcome challenges with a positive attitude.
Motivation in general is the drive to do something. There are two types of motivation, intrinsic and extrinsic motivation. Intrinsic motivation refers to the action done for the sake of enjoyment (Study.com, n. d.). The action is done simply because we like the activity and not for other outcomes. In intrinsic motivation, people do it just because they find it fun and enjoyable. For instance, Leigh Anne was known for her commitment to the less fortunate. She had been doing charity simply because she wanted to and not because of profit or any other repayment.
The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of
Motivation is the main power that drives us to take an action and achieve success in all aspects of our lives. Sometimes, one might have a desire to achieve certain goals, but if the desire and the ambition are not strong enough, one lacks that inner drive, the motivation to take the necessary actions. As a whole, motivation is affected by state of mind, personal background, the working environment and the expected outcome. These internal and external forces can either help or hinder people to stay motivated and direct their behavior toward a specific goal.
Motivation is creation of stimuli, incentive, working environment, job itself and other aspects which enables one to
Motivation is an inner drive or state that stimulates the individual in a particular direction or keeps them engaged in a certain activity. Motivation determines whether the person continues with the task at hand or not. There are two types of motivation; intrinsic and extrinsic. Intrinsically motivated individuals hold learning various types of course information in high regard without receiving any reward or reinforcement. In contrast, extrinsically motivated people depend solely on the rewards that come with a job well done. The reward is normally used as a catalyst for the motivation (Lei 153).
What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.
‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search behaviour to find particular goals, that if attained,