In today’s business world, a manager must develop a plan encompassing the employees’ motivation,

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

“Motivating Employees” is a book about how employee motivation is driven by companies that invest and grow their employees. One of the most important traits of highly effective and successful companies is that employees are happy and have fun at work. Leadership is not assaulting your employees, but to lead your employees you need to motivate by using caring,

Mitchell (1982, p.82) describes motivation as “the degree to which an individual wants and chooses to engage in certain specified behaviours”. Hence, in general, behaviour is determined by certain motives, thus, Vroom and Deci (1992, p.33) considered motivation “as the causes of our behaviour”. Moreover, according to Mullins (2013, p.245) motivation is concerned with question “why do people do what they do?”, because motivation is an inner driving force which leads to particular action to achieve some aim and fulfil some need. In other words, Chartered Management Institute (cited in Mullins, 2013, p.246) observes that, “the aim of management is to give people what they really want most from work”.

Structure and innovation are very important concepts to incorporate in an organization in order to maintain employees invested and motivated in the company. As senior manager, it was my role to conduct an evaluation measuring the motivation level of each employee and determining an action plan for each individual. Employee #1 was a great employee with high standards and expectations. His characteristics were a great asset to the company and his high level of achievement was admired. The motivational strategy will focus on achieving competence and goal development. The action plan was to continue to provide additional training in order to enhance knowledge and help the employee reach a level of achievement within his capacity. Self-determination

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

Managers can establish the requirements and minimal expectations for individual employees, and lessen some of the confusion that may arouse forthcoming, by doing accordingly. “The first step in the PDS which is to share the business plan and how each employee plays a role in that plan this action coincides with it. (Maciariello, 2009).” “Managers have to create a motivating workplace for each employee, to help motivate the employees

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

Roles, needs, and diversity are all key elements to the formation of a successful team, and as such affect the functionality of teamwork. A diversity of experiences and personality types make up the framework of any given group. Additionally, these varying personalities take different roles within the team. For example; some team members may be highly energetic, and thus generates forward movement and energy for other members of group, wherein other roles my include harmonizing the team and therefore may be good at reconciliation for aggressive group members. Still others may offer great insight and information for the team, whilst others dominate the group and participate in the team losing focus. Groups work together best when there is a

Employees require motivation, reward and encouragement for maximum productivity. Punishment to workers not performing is also mandatory to prevent cases of poor performance. Ethical considerations must be looked at and employees must follow rules and company policies for plans made by management to be successful. Workers and management relate like a family and this has enabled the company perform to its expectation. These plans are aimed at ensuring total customer satisfaction and delight.

The key to an organization's success is motivation. Motivation of employees is one of the most important issues facing education today. The need to instill our employees with motivation is becoming more important especially with the shift towards a more socially and culturally responsive workforce. Knowing what motivates employees, how to provide a motivational plan that includes incentives both traditional (money) and nontraditional elements, keeping our focused on the plan and giving them the tools they need to make the plan successful, and what effect will the motivational plan have on the working atmosphere of our organization are all vital topics to tae into

4. MOTIVATIONAL PLAN 4feedback,which is a more powerful motivator than externally generated feedback. It provides anopportunity for them to evaluate their own accomplishments and helps the team leader evaluatethe team member’s job satisfaction.Also during the monthly review meetingopenlyacknowledged team members who completed their tasks exceptionally and ahead of schedule.She planned to have management recognize her team’s efforts at the project completion byrecommended a variable-pay programfor rewarding individual employees with bonuses, profitsharing, merit-based pay, and employee stock ownership as an incentive forcontributionsto theorganization(Robbins & Judge, 2011). People are the most dynamic force in the workplace. A leader must demonstrate anability to lead, motivate, and problem while dealing with her personnel’s attitudes, personalities,performance, job satisfaction, and individual values. The team leader’s approach to the situationwas empowering leadership by highlighting the significance of the work, providing participationin the decision-making, conveying confidence that performance will be high, and removingbureaucratic constraints (Zhang &Bartol, 2010). The leader’s motivational plan uses variousmotivational theories and strategies to motivate her team to perform at his or her

Our team is made up of people from different parts of the United States. Like the United States, different persons, or different parts of the country, have diverse attitudes and values. Also, we naturally have different emotions and personalities. For all of our differences, like the United States, we can strive to achieve and excel through collaboration, compromise, and adopting a team first attitude. In terms of increasing the motivation, satisfaction, and performance of the team, the makeup of behavior styles seems like they were naturally designed to motivate each other through strengthening each other’s weaknesses. Each member brings a distinctive personality with a variety of experiences that could be very different from the

In the first four questions of this paper, you will get to know about how the organization motivation plan will encourage high job satisfaction, high productivity, high quality work, and low turnover. Also how you should support your team as well the low wage workers. What steps you need to take to please them. Discussion about the attitudes, behaviors, and culture affect team performance. In the fifth question I’ll describe my personal experience about my previous work environment.

Employees always have a tendency of working hard to attain the level the respective organizations they work for expect of them so that they give a positive and a desirable outcome. This underscores the relationship that exists between employee expectation and outcome. It therefore implies that employees have to be motivated to give the desired outcome. Effort, performance, and outcome are the three main aspects of motivation. Effort has got much to do with encouraging employees to believe that when they put concerted effort in whatever duty they do, their performance will ultimately improve (Illuminations, 2002).