Motivation plan
Swhail AL Jubouriy
LDR/531
May, 03, 2014
Stewart Segall

Abstract My Mentor is a projects manager for an Organization called Shamara Group (www.shamaragroup.biz).It is holding a group that contains more than ten companies most of them worked in the Middle East in Iraq, the UAE (Dubai) and Jordan. It started as a family business in 1930 in trading, in 1990, it became a contracting company for significant Power and Oil projects, in 2003 Shamara group Started the first investment project in Iraq for the Electricity power plant at cost of 250 Million dollars, in the last ten years Shamara Group established many investment projects in power and construction in Iraq and their Investment projects coasted around one Billion dolor's. My Mentor worked as a projects manager with Shamara Group for the last twelve years, he was responsible for many projects in electricity power plants and oil projects, he had a significant experience in projects because he worked as a General Manager in the Ministry of Electricity of Iraq for twenty five years and his experience helped Shamara group in the completion of mega projects in very difficult circumstances at that time, most of the international companies had failed to implement on time and left Iraq because of the bad conditions and the continuing terrorist attacks on the infrastructure projects.

Motivation plan

I will make a motivation plan to increase my Learning Team members' motivation, satisfaction, and performance based on their personal profiles, as if they were employees of the projects managing department of my Mentor. I explained below the team member’s and mine DISC assessment results completed in Week One. Darlene’s DISC assessment: Dominance (D) and Influence (I) Swhail’s DISC assessment: ( I ) Influence , (D) Dominance Michele’s DISC assessment: D-Domineering, I-Confident, Dexter’s DISC assessment: (C) Conscientiousness and (D) Dominance The first step is to take advantage of the natural ability of employees to remove the negative practices that reduce the natural stimulus for employees. There are incentives for the development and they can raise and increase staff motivation. I discussed with my Mentor about the General negative practices that reduce the Motivation and he told me with honesty and frankly which points were in his organization: 1. Fill in the atmosphere company policy. (Mentor faced in his organization) 2. The fact that the expectations are not clear about the performance of staff. 3. Many unnecessary Rules. (Mentor faced this problem in his organizations) 4. Unhelpful meetings. (Mentor faced this problem in his organization) 5. Blocking important information from the employees. (Mentor faced this problem in his organization) 6. Dealt in a formal harsh way rather than a friendly way. 7. Accepting the low level of performance, therefore, the staff with high performance will feel that the company is taking advantage of them. (Mentor faced this problem in his organization) 8. Unfair Treating of employees. (Mentor faced this problem in his organization) 9. Taking advantage of your employees. I discussed with my mentor about what he did in his Organization to motivate his employees, I gave him some examples of some of the catalysts that will help the employees to stimulate their natural, Without spending money. Instead of focusing on the money, we should focus on how to make some changes within the organization. The General plan for Motivation to my learning team will be: 1. If your employees work on the same routine every day, add some forms of changing for this routine every once and a while. 2. Give your employees the opportunity to choose the way they would like to do their jobs but it has to be in a professional way and a specific time. 3. Encourage them to take responsibility and leadership opportunities within the company. 4. Encourage interaction between the employees and the formation of working groups among them. 5. You can guide them from their mistakes while avoiding harsh criticism. 6. Develop the goals and challenges of each employee. 7. Encourage the employees. 8. Show admiration for the work of your employees. 9. Develop a way to show progress in performance. To reach the natural desire in your employees to produce, you should Remove inhibitor's stimulus and add inexpensive catalysts to improve their natural desire to produce and to provide the maximum level of performance and productivity they have. Here are some natural desires in the human mind: • Activity desire. • Ownership desire. • Power desire. • Desire to join. • Achievement desire. • Desire to be recognized. I discussed with my Mentor about how to motivate each one of them, depending on their DISC. In suppose, my learning team members are employees at My Mentor organization. I will explain below my private plan for each one in my learning team depending on DISC behavior. Darlene's & Michele DISC assessment: Dominance (D) and Influence (I) My plan is to work hard with Darlene & Michele to be more relaxed and to understand they will need other people to work with as a group. An awareness of existing and sanctions will help them to deliberate before deciding and to calculate risks. My target is to reach with them to self-concordance, “the degree to which people's reasons for pursuing goals are consistent with their interests and core values." (Organizational Behavior, Fifteenth Edition, P211).This will lead to work engagement, “the investment of an employee’s physical, cognitive, and emotional energies into job performance."(Organizational Behavior, Fifteenth Edition, P211). For Dexter’s DISC assessment Conscientiousness(C) and Dominance (D). My plan is to work with him to be more effective in respect people personalities as much as their accomplishments develop tolerance for conflict, specify feedback on performance objectives, and careful planning. These will help him to make quick decisions, compromise with opposition, delegate important tasks, encourage teamwork and initiate facilitate discussions. My target is to reach with him to goal-setting, “a theory that says that specific and difficult goals, with feedback, lead to higher performance” (Organizational Behavior, Fifteenth Edition, P213). Swhail had DISC assessment (I) Influence, (D) Dominance My Mentor plan for me is to work hard, to be more firm with others, participatory management, and to give more priorities to deadlines, Which will help objectivity in decisions – making And it will help me to seek points and to speak directly and to take logic approach. My Mentor’s goal is to reach with me to goal-setting theory “A theory that says that specific and difficult goals, with feedback, lead to higher performance. There is a point where my mentor and I disagree on. I do not think that we need to use rewards as motivation, however, my mentor thinks that the work of his organization in a country with bad conditions as Iraq pushes to use rewards to keep the employees working hard and to keep them Loyal, honest, sincere and to be affiliated with his organization. I think my mentor needs more than just rewards as motivation because, If he depended only on rewards and money for motivation there might be another competitor company that will pay more for one of his employees to take information's about their bidding price for big projects. I think my mentor should use the rewards and gifts for motivation in addition to: 1. Respecting the views of employees 2. Dealing with all employees and staff with justice 3. Preserve the lives and health of employees in work because of the risk of the deteriorating security situation in Iraq 4. Encourage the exchange of ideas with employees 5. Creating a social atmosphere that gives a sense of security and stability for employees as if they were in home 6. Let the staff and employees have their yearly holidays and vacations, this will help employees to be less stressful and to work harder when they come back from their holiday.

Reference Organizational Behavior, Fifteenth Edition P211, by Stephen P. Robbins and Timothy A. Judge. Published by Prentice Hall. Copyright © 2013 by Pearson Education, Inc.

Organizational Behavior, Fifteenth Edition P213, by Stephen P. Robbins and Timothy A. Judge. Published by Prentice Hall. Copyright © 2013 by Pearson Education, Inc.