Motivational Plan

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.

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.

There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale.

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.

Through visiting employees in their departments and thank you notes, the leader builds what Studer terms the “emotional bank account,” this is important to note in the first phase. He continues by instructing leaders to “reward and recognize.” This is fulfilled by simply making certain that employees have the tools and data they need to complete their job efficiently. Simply take away the misconceptions that serve only to separate leadership from staff. Ensure that senior leadership is available and is viewed demonstrating the proper behaviors for the organizational culture.

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

Lastly, we felt a very important topic to touch on was tact. Particularly the tone and how one presents themselves when they wish to say something. A leader must be able to differentiate the appropriateness of different tones throughout the day. A leader must know his audience in regards to tone as well, some individuals may take a simple request as off-putting and rude while others will not think of it as a big deal. It is the responsibility of the leader to be able to differentiate how everyone ticks in order to ensure that the required work is completed while maintaining relationships and time constraints. Being in a position of power can generate some negative behavior when it

Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their

As I continue to mold a vision for leading, I persist on how I would create a school that promotes learning for all students and how important human connection and the overall human interactions are in creating an environment that has healthy teachers and students. Our school systems have created a lot of stress with teachers and students reaching standardized test scores, the new teacher evaluation system and other bureaucratic guidelines.

What can be done to motivate the employees? How can I increase the productivity of the department? These are just a few of the questions many managers have asked his or herself. People are the most important asset for many organizations today. Without employees to perform a job many organizations and companies would not be able to produce a successful product. The product, however, is not the only part of the company that must be fine-tuned. A company is not truly successful until the company employee's are positively motivated to be productive, highly successful individuals. Motivating employees to meet company productivity standards can often be a challenging task. Being that every person is

It is important to introduce these challenges early on in employment to provide a sense of job security and increase development. The third guideline is to be transparent. An open-door policy is the best form of management even though there may be negative repercussions due to jealousy, conflicts of interests, favoritism, and such. It allows all employees to understand their positions within their workplace without having any confusions as to the expected job duties. It also allows individuals to be motivated to move up the leadership pipeline if they do not like their current level. Secrets and keeping discussions behind closed doors will cause confusion within the workplace and is not encouraging for individuals wanting to achieve a higher position. Secrets causes fear because of the unknown. The fourth guideline is to implement assessment on a regular basis. Leadership is a continuous learning process therefore, it is important to always assess potential individuals to determine the level they are at and what adjustments need to be made to encourage

Employees are a driving force who have an impact on organizational success. The leader is the operational determinant for whether employees receive what they want in terms of leadership. This qualitative method research paper will examine what followers want from their leaders in terms of quantity, quality, engagement, style and methods. Extracting themes from an open-ended survey will determine the areas where employees want more from their leader/supervisor as it relates to communication. Suggestions will be made on how these wants can be satisfied.

Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.

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.

Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.