Motivational Plan

The levels of motivation within a team can be affected both positively and negatively in a variety of different ways.

Motivation is the internal and external factors that stimulate desire and energy in a person to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal (Business Dictionary, 2013). The main priority of an organization should be its people. They are the ones who help maintain the mission and the vision of the organization as well as keeping the business flowing. This paper will provide a design of an organization motivation plan, identify two methods that motivate employees and propose three ways to motivate the minimum wage worker. Additionally, this paper will analyze the relevance of the individual work and finally provide design a individual work to team chart.

I believe McClelland’s Need Theory is the best motivational theory to apply to this group of team members. Everyone chosen in the group appears to have a high need for achievement. His theory also states the following. “Achievement-motivated people share three common characteristics: (1) they prefer working on tasks of moderate difficulty; (2) they prefer situations in which performance is due to their efforts rather than to other factors, such as luck; and (3) they desire more feedback on their successes and failures than do low achievers”( Kreitner & Kinicki, 2013, p.209). If this project is a successful one, the reward in the form of positive feedback will be rewarding to the group. This project could be what determines the future of this company. All three of the characteristic in McClelland’s theory apply to this

I joined Jumpstart, because I saw the opportunity to help children who live in a impoverish community. I myself live in a impoverish community, and I understand the struggle to not have enough resources at home or parents with insufficient experience and time to help me with my studies. I want to be the motivation for the children to help them enjoy learning and find support in me for anything they need.

During the brainstorming sessions, a senior leader requested an incentive plan be implemented. The leader suggested a gift card incentive be offered to any and all team members who received 100% quality over a three month time frame. After discussions with the two on the floor leaders it was decided that a one size incentive program would not be beneficial. The quality coaches learnings strategic management classes had shown that long range incentives, were not beneficial tools for team or individual motivation. By explaining that any team member who had not achieved a 100% quality mark in the beginning of a month may not be as inclined to stay on track for 100% for the remainder of the month. This would be even harder to maintain if the expectation of a job adequately performed is less than 100% quality. In order to inspire a team to do their best throughout the month, a different program should be organized. This program should recognize both the team members desire to perform well, balanced with the likelihood of human error.

The article found on the library website “Effects of Motivational Interviewing Intervention on Blackouts Among College Freshmen.” The article provides a short summary of what the article is about which provide enough information about the research strategies and implementation as well as the results obtained after it was evaluated. The article in reference represents a great similitude to the intervention sited on part III of the assignment with the main difference being the population study. The article found focus on college’s age students and substance abuse; while, the intervention in Hamilton community focus on middle school and high school students plus substance abuse. At the time of formulating an intervention, the fact that Hamilton city has a great number of young citizens as well as the necessity to create awareness at an early age direct the intervention toward a younger population in the look for preventing major health problems due to substance abuse in the look for a safe community environment.

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.

Conduct a web search seeking two examples of where you believe an organization's human resource department has performed exceptionally well or failed terribly in motivating employees and creating an environment where employees want to be loyal and stay with the organization.

The social cognitive theory states “that most human emotion is the direct result of what people think, tell themselves, assume, or believe about themselves and their social situations” (Lantz, 1978). Students are motivated by what they see in other people. If they see that their older brother or sister cannot get anywhere in life because they dropped out, they will be less likely to drop out. They also are motivated if they have a belief they have the ability to perform a certain task. Teachers can influence their beliefs. Teachers can take a weak student and pair them with a strong student to motivate them by what they see in the

Leadership is a key component to the successfulness, profitability, and sustainability of an organization. Having effective leadership in a company is beneficial for the internal and the external customers. An individual, may ask the question: “why is effective leadership important to the internal and external customer?” The answer to this question is very simple: effective, well balanced leaders produce highly proficient and motivated employees. Consequently, when workers are happy they will be compassionate, and engaged resulting in an outstanding experience for the external customer. One fundamental aspect of effective leadership is understanding the significance of employee motivation. If I were charged with the task of the implementation

Incentive plans are beneficial to an organization because it provides high productive results through teamwork; teamwork is an effective tool in an organization. For that reason, it is important to build an effective team and motivate them. The supervisor has the responsibility to motivate the employees; however, when incentives are given it will motivate the employee to do his or her best and in return the company will gain the maximum productivity of the employees (Businesstown.com, 2001). In the department I work for monetary incentives motivate the employees but nonmonetary incentives as simple as a candy bar or PTO work too.

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.

The differences in emphasis will directly affect how we perceive the tasks and our motivations for completing the task that may cause conflict between us. The DISC assessment is a great tool that any manager can use to help identify his or her leadership style and motivations and can use the information provided within the assessment to help identify reasons for conflict with other team members or subordinates.

Fifty years ago, managers and businesses faced completely different challenges motivating their employees. With the lack of technology, information and opportunity, people living in the 60 's usually stayed with one company throughout their business careers. Currently, people are able to find several career opportunities due to their ability to access information where job postings present themselves to them. Education is also more available now than ever, giving people even more opportunities. Therefore, technologic distractions, growing work opportunity, and university expansion make for three growing issues for managers in this era compared to those motivational problems presented in the past.

Motivation is a multi-faceted process, and it is important to understand that all of these facets need to be running smoothly in order for workers to be motivated to perform at high levels. If just one component is low, motivation to perform well will also be low (Pritchard & Ashwood, 2008). When a manager finds motivation within their team to be low, it is important to take immediate and complete action. A four-step process that includes planning, evaluation of current motivation levels and diagnosis of the problem(s), identifying possible solutions, and finally going forward with the appropriate solutions and measuring results. In the case study: “Diagnosing and Improving Motivation