Motivational Action Plan
Mr. Warren is an employee of about 6 months with our company. Despite the fact that he has never before been in this line of work, he has taken to it like butter to toast. Though, he struggled in the beginning with fear of being the "new guy", he seems to be settled in with his new position. The routine that he has fallen into seems to accommodate him, the people he works with, and the company. He is really doing a wonderful job in his line of work. Though, he does not mind to work with others, he prefers to work alone. He is very sensitive to criticism, so working with other people can tend to overstress him. Due to potential that Jeremy has within the company, I would prefer to motivate him more with the Self Determining Theory. This theory will give Warren the chance to make important decisions within the company. I believe that this will boost his self-esteem enough that he will be confident enough to work in a team environment.
Mr. Miller is an employee of about two years. He has a lack of motivation that causes him to miss his fullest potential by a longshot. His biggest downfall is the fact that he has such good relationships with his co-workers. He does not mind to just wonder from work area to work area in search of a good conversation. Mr. Miller works well in a team environment but loses interest in his work when left alone. Mr. Miller has recently expressed concern for his line of work due to the fact that he has a child on the way.
Motivation is a key aspect in the organization or workplace, and it is imperative to know the basic theory application and methods dealing with any problems that usually unavoidable for the employee and will come up in any work environment. This is a mandatory skills for a leader or future manager to know how important on how to motivate his or her employee to work more efficient. Motivating employees is a big dilemma for managers. To produce a higher level of performance and productivity, manager’s today are obliged to pay more attention on this matter. Every employee needs different types of motivation. In this paper will elaborate three motivational methods that a
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.
Motivation in the workplace is very crucial for businesses and people. For most healthcare managers they have a lot of stress on them daily. As manager they provide leadership, guidance, and skills to their employees. Making sure the workplace operates correctly not only for the success as a team but also for the public. There are different ways motivations can affect us in a behavior standpoint. Quoted “Based on psychological and neurobiological theories of core affective experience, we identify a set of direct and indirect paths through which affective
The theories relating to the motivational methods and techniques I have chosen to reinforce the information are the two-factor and expectancy theory. The two-factor theory was developed by Frederick Herzberg’s and falls under two categories the satisfier and hygiene factors. The two are linked and are identified as being turned
The biggest problem to a manager is managing employees. This is because employers often do not know how to handle their employees. An effective manager knows that motivation is a difficult skill to acquire. So over the years, many theorist have studied motivation in order to
You are a manager for Riordan Manufacturing. You recently administered a series of assessments to your three employees to give you a better understanding of their different traits. You have begun putting together an Employee Portfolio for each employee. Now you must use the information from the assessments to create a Motivational Plan.
Wood, M.D, et. al (2007). Brief motivational intervention and alcohol expectancy challenge with heavy drinking in college students: A randomized factorial study. Addictive Behaviors, 32(11), 2509-2528. doi:10.1016/j.addbeh.2007.06.018
While watching “The Puzzle of Motivation” by Dan Pink, I was very intrigued. Throughout the entire talk, there were several interesting points that were made. It really interested me when Pink talked about the group that was rewarded. Pink stated that if the contestants were in the top 25% of the fastest times, they would be rewarded five dollars. With this incentive, most would hope to do well, if not better than the person that would not be rewarded. Pink then goes on to point out the results. How much faster did the group that was offered a reward actually do? On average, it took them three and a half minutes longer. This really stood out to me because when offered a reward for a task, normally a person would be more motivated and thus do better. What amazed me even more was that this isn’t just a one time thing. This is has been replicated over and over for nearly 40 years. As Pink says around 04:33, “These contingent motivators -- if you do this, then you get that -- work in some circumstances. But for a lot of tasks, they actually either don 't work or, often, they do harm.” These rewards that are being offered are being used to attempt to sharpen thinking and accelerate creativity, but instead it’s proving to do the opposite. It’s proving to dull thinking and block creativity.
Motivation is the number one driving force behind anything and everything an individual does each day. “Motivation is the desire to do the best possible job or to exert the maximum effort to perform an assigned task. Motivation energizes, directs, and sustains human behavior directed towards a goal.” (Honor, 2009). Motivation can determine the outcome of projects, goals, and can set limits on what an individual can obtain or what they believe they can obtain. Motivation often is the deciding factor on how successful a project in an organization is, and an individual’s needs and desires can both influence a person’s motivation greatly. Motivation can also determine how well an individual does in school, college, or university.
Teddy ‘s work environment is different than Rebecca’s because his work environment is more laid back and has less responsibility. Although he also likes to motivate his employees, his motivation strategy does not seem to work very well. His employees are younger employees that are from high school that don’t feel that responsibility or being rewarded or recognized is important. Teddy workplace is a small business that only employs a few employees. He understands that his employees are important, but being that it’s a small business there is no room for promotion, or extra money. Sometimes Teddy feels that it hard to manage the employees that work for him. He thinks that because he’s older and works in a new industry it’s more challenging. Teddy is try to defeat many obstacles for instance his employees. He has a long way to go to find a strategy that will help him become a better manager in managing the younger
In order to sustain its competitiveness and profitability, Nucor shall consider going global. Generally, the criteria needed for Nucor to go global are intellectual capital, psychological capital and social capital.
All of these events and symptoms above suggest that the underlying cause of this problem is lack of motivation. Miller needs socialisation at the workshop and respect from his co-workers in order to become satisfied and motivated. These two needs fall into “Social
Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.
Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,
(Robbin S., Timothy J, 2011 p.65) ”employee with high level of job involvement strongly identify with and really care about the kind of work they do.” Those people accept challenges they learn new things, these things could be helpful for their future as well, after three month he feel that he is working same every day, customers are asking the same question so he decided to talk to Billy about some change. (Robbin S., Timothy J, 2011) According to Hierarchy of needs theory, when once step of the hierarchy is satisfied substantially the next one becomes dominant so in order to motivate someone one need to understand what level of the hierarchy that person is currently on focusing on that one must satisfy the needs at or above that level.