Plan for Positive Influence Ldr/531

Encourage them when they hit notable mileston. Increase motivation by providing incentives to work toward. You can create individual incentives for each employee or team incentives to motivate employees as a group. Financial incentives can include cash prizes, gift cards or restaurant gift certificates. Non-financial incentives can include extra vacation days, compressed work weeks or choice office space or parking spots. Celebrate employee achievements through employee-of-the-month or star performer awards. Make a big deal out of accomplishments by celebrating at staff meetings. Print certificates or engrave plaques, issue a press release or post a notice on your company website. Recognize team accomplishments as well as individual efforts. Motivate employees with the incentive of a profit-sharing program. In this way, employees increase their earnings when they help you increase yours. This approach simultaneously promotes collective goal-setting and teamwork. It also gives employees a sense of pride in ownership and can improve performance and reduce turnover as well as raise morale. Regularly survey employees about their levels of

Have a one-on one meeting with the employees and leaders of the departments that are not meeting expectations to provide additional training, corrective actions, or otherwise work together with that particular team to develop a plan to improve, which would further empower the teams (Newstrom, 2015). For the teams who are meeting production goals in their department develop a rewards and recognition program so that the department or specific employees who have gone above and beyond could be recognized. This monthly awards and recognition program could replace the monthly financial bonus by providing another type of motivational and reward factor, which could be understood through the Equity Model, in which the employees would still see reward outcomes from their monthly inputs, in addition to the potential of a financial bonus (Newstrom,

The more you share profits with your associates-whether it’s in salaries or incentives or bonuses or stock discounts-the more profit will accrue to the company…because the way management treats the associates is exactly how the associates will then treat the customers (Ortega, 1991, p.87).

First, I’ve learned in this course that motivation in employees can be separated into two concepts: intrinsic motivation and extrinsic motivation. Intrinsic motivation comes from internal rewards inherent to a task or activity in itself, such as the enjoyment one gets by accomplishing a big project or goal. On the other hand, extrinsic motivation comes from an outside source of reward such as pay, promotions or bonuses. For a company to succeed in motivating their employees they will have to assess these values.

There are two reasons why people do things, first because they want and willing to do, or second because they have no choice. If people do things when they have to, it is likely that they will do no more than necessary, and they will stop doing as soon as they can. Therefore, the term "motivation" is introduced, in order to make people want and willing to do things. This essay will be looking at how best managers can ensure their employees are motivated at work, because this is important for an organization to achieve its goals. Before we start, we have to clarify the term: motivation.

In order to do this the organization have to come up with a plan to motivate and encourage high job satisfaction, high productivity, high quality work, and low turnover. Here 's plan to start the employee performance and company productivity. The organization must do the following: provide a positive working environment, recognize, reward and reinforce the right behavior, involve and engage, develop skills and potential, and evaluate and measure. Now let 's elaborate on these five elements of an organization motivation plan.

High employee motivation helps businesses to achieve high levels of productivity and eventually more profits. A highly motivated workforce is energetic, creative and committed to organization’s goals. Therefore it is important for the management to achieve highest levels of motivation of their employees by using extrinsic and intrinsic motivational strategies to form a profitably organization.

Additionally, employees of both firms receive adequate training to carry out their jobs which the managers attribute to motivation. The manager of Co-op Bank further conferred that employees are rewarded for their outstanding performances through a Performance Management System (PMS) to evaluate and reward employees. He believes profit sharing serve as a major motivator as it is based on individual and department performance scores. Management at Co-op Bank works assiduously to prepare employees adequately for recognition and provides regular feedback on their performance. The management of Co-op Bank also utilizes job fit testing, coaching, counselling and job rotation, including challenging tasks to motivate demotivated

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. According to survey results, USAA may benefit greatly by incorporating the following recommendations as it relates to increasing employee motivation.

Organizations in today’s world need to be competitive, efficient, productive, and innovated while reducing costs. How should organizations accomplish this never-ending goal? One technique is motivating employees to be efficient, productive, and innovated, however, individuals have different feelings, thoughts, and motivational drivers which makes it difficult for managers to achieve effective motivation in the workplace.

Our management must ensures that workers perceive distribution of rewards equitable. Furthermore, our organizations to attract, motivate and retain qualified and competent employees, they be offered rewards comparable to their competitor.

Motivation is equivalent to a fuel that burns and boost an individual’s inner self to move him/her towards achieving their goals. By identifying the goals of employees the managers able to provide the employees what they are seeking, which eventually raise the determination of employees towards work.

An important factor that contributes to the success of an organization is employee motivation. Organizational size & complexity, competition due to globalization, advancement in information technology has led managers to try to figure out ways to motivate employees to get the most out of them to stay competitive. Motivating employees is a challenging task as organization must deal with the diverse work force. Employees change their jobs frequently when employers don’t meet certain expectations. This dynamic nature of needs and expectation poses challenge to motivate employee in the organization.

In organization many question if the motivation techniques of yesterday are still good for today’s growing organization. Nelson (1996) states that most motivational techniques are essentially the same as in pervious years, people always want more but never seem to be satisfied with what they have. It is part of human nature to have a stable economy, high standard of living, and a low unemployment rate. It seems that it is not easy for an organization to motivate employees today. According to research the basic physical needs of the employees today does not have much impact in motivation, but there are other factors that have a tremendous impact. These are recognition, respect, involvement, advancement, and interesting and meaningful work (Nelson, 1996). Many employees believe that management is unable to motivate them simply because most managers do not have the techniques on how to start motivating them.

Your employees will expect clear guidelines on performance expectations, and how to earn a reward. For example, you could set targets in your sales and marketing department, rewarding employees who make a certain amount of money for the company, or sign up a particular number of clients.