...Motivation Plan A motivation plan is the first part to gaining a successful team. These plan cans provide employee involvement, increase job performance and meet company goals. As a leader, there are many challenges to keep a person motivated; my mentor has to find creative ways to overcome these challenges. This plan will help develop and address motivational skills, satisfaction and overall performances. AT&T My mentor is a team manager for AT&T. In this call center environment, there are many different attitudes and personalities that she is faced with daily. At AT&T part of their vision statement is to maintain our leadership in this arena, we focus on the future and aggressively pursue innovations (AT&T 2015). In order to keep this vision alive, there needs to be strong minded people that are willing to evolve and grow within their careers and that want to push AT&T to the top. That is part of my mentor’s responsibility in achieving that goal. At AT&T We know that diverse, talented and dedicated individuals are critical to our success, so we look for people from various backgrounds and give them opportunities to grow (AT&T Workforce Inclusion 2015). Providing Motivation When it comes to motivation, there’s a lot of out of the box thinking, finding ways to get a person to get involved in their goals and to strive for those achievements. A proactive manager is always looking for ways to challenge employees and motivate the staff by emphasizing accomplishments...
Words: 766 - Pages: 4
...Motivation Plan Trene’ Forbes LDR/531 June 13, 2016 Professor Stephen MersereauMotivation is essential in any workplace environment. Most teams could complete tasks assigned to them without any hesitation because of that inward “motivation”, which is dedicated to them from their leaders and managers. Looking at each DISC assessment from my fellow team members, motivation for each individual alongside the assessment chart differs. Each team member is motivated by different qualities and traits of the working environment. Tapping into motivational aspects could bring about success to each individual within the organization, which will create job satisfaction with their accomplishments and performance. The main ingredient to motivation is having the ability to find what pushes each individual to perform at their best. We are currently using a DISC assessment, which was constructed to give people a thorough look into their behavior as it relates to their work ethics. Most of the behavioral styles repeatedly help to lead employees through their everyday routines. In my group learning team D, the member’s styles consisted of several common styles. A few are considered doers while the others are assessors. Our group has various motivational components that is considered being their method for success. Utilizing these components accurately will allow each team member to bring about productivity and success when properly used. Team members that are producers perform at their best...
Words: 828 - Pages: 4
...Motivation Plan In today’s business world, each business organization has a diverse workforce and each worker has specific motivations and emotions. An effective manager understands the challenges involved in creating a workplace that combines the employee’s motivations, satisfactions, and performance into a cohesive and effective workforce. A manager must develop a plan encompassing the employee’s motivation, satisfaction and performance. It is essential that the plan includes both the manager’s and employee’s insights to guarantee that all perspectives are merged into the plan for constructive impact. According to Robbins and Judge (2006), “Motivation is the process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal” (p. 186). Satisfaction is defined by Merriam-Webster’s dictionary as the “fulfillment of a need or want” and performance is defined as “the execution of an action” or “the fulfillment of a claim, promise or request”. Motivation, satisfaction and performance are important aspects that a manager must employ with people and each aspect can define the success or failure the employee has as an individual or a team”. If a manager has a positive influence within their span of control, the manager will be able to increase an employee’s motivation, satisfaction and performance. A manager can leverage a variety of tools in developing and evaluating employee motivation, satisfaction and performance. Some of those tools...
Words: 1163 - Pages: 5
...University of Phoenix Material Employee Portfolio: Motivation Action Plan |Team Member Name |Summary of Individual Characteristics |Motivational Strategy and Action Plan |Relevant Theory | | | |A progressive training program that will develop the skills | | | | |necessary to complete the required functions of the job may | | |Vicki D. |Has low job satisfaction and low engagement due to a|assist with the lack of job satisfactions and disengagement, | | | |lack of skills and knowledge. Appears to be more |This will also lead to higher productivity and improve the | | | |concerned about recognition/monetary rewards and |quality of work. Recognizing these achievements and providing |Cognitive Evaluation | | |incentives than personal goal achievement |appropriate feedback will motivate the employee. | | | ...
Words: 662 - Pages: 3
...Motivation Plan HALA ALNAJJAR LDR531 08/05/2014 ISMAIL RAHIMIAN Motivation Plan The Cairo Amman Bank is a full-service bank in Jordan and the Palestinian territories, with head office in Amman. The head office for the Palestinian territories is in Ramallah. The Bank operates about 84 branches and offices in Jordan and 21 in the Palestinian territories. CAB currently ranks sixth in Jordan and third in the Palestinian territories based on assists. It is also ranked third in the Palestinian territories based on the number of branches it has. The Bank is a member of the joint ATM network in Jordan. Cairo Amman Bank was establishes on 14 January 1960 as a Jordanian public shareholding company and began its banking services on 1 July 1960. (www.cab.jo) The Banks logo is in green which stands for “Together we go green”, on the basis of world vision to fight social, economic and environmental challenges resulting from energy consumption, and in line with the Bank’s policy during the previous two years to save energy consumption and recycling. (www.cab.jo) The values of Cairo Amman Bank | Openness and Welcoming: Our employees are always available to provide assistance and advice. | Growth achievement: We are keen on the future and growth of our customers. | Hospitality: We provide our customers with support and advice in atmospheres of comfort. | 24-hour service: We help our customers to manage their accounts efficiently through a telephone call or at the press...
Words: 1122 - Pages: 5
...Motivation Plan LDR/531 Motivation Plan Motivation is an important part to any organization. Motivation will drive the purpose of a department and help with customer satisfaction, help a business to be profitable and keep employees happy and satisfied. In a transportation organization there are many gears that need to be well greased in order to keep the wheels turning. For the departments or divisions to remain intact employees must be well trained in daily tasks and be motivated to keep moving forward. Customer service, driver retention, low truck idling to save fuel, and best practices are an important key to keep a trucking company in business. However it all depends on the internal employee’s performances and how the company’s leaders intend it to do so. The 651 division of NFI in Waxahachie, TX provides logistical solutions for General Motors and the Ford Motor Company. This division has a team of 5 members and one project manager. This group monitors 180 truck drivers daily that picks up runs from the East Coast to the Midwest and does daily shuttle runs from supplier to automotive plants. The organizational requirements are low fuel cost, low payroll additions, practical routes, low driver turn-over rates, on-time preventative maintenance on trucks and trailers, and no negative safety impacts. All loads must be delivered in real time with no negative impact to the customers. It is imperative that there be motivational plan in...
Words: 793 - Pages: 4
...University of Phoenix Material Employee Portfolio: Motivation Action Plan * Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team Member Name | Summary of Individual Characteristics | Motivational Strategy and Action Plan | Relevant Theory | Bianca Housley | Bianca shows promise and satisfaction yet when presented with a problem she does the best to her abilities to handle each situation. | Bianca needs to keep motivation going by making rewards that turn into success. | Bianca has self-determination that is based on internal satisfaction to her actions at her highest level of reflection | Alma Hall | Alma has the characteristic of a leader. She has the general attitude to preform job satisfaction. | Alma needs to maintain open communication with her employees. Give her employees operating to give their own idea and the use some of them openly giving employees a feeling of responsibility. | Alma has organization theory that she like to enhance threw development, social planning and social action. | Kecia Mack | Kecia has showed that her attitude need major improvement toward herself and others. | Kecia require...
Words: 259 - Pages: 2
...UNIVERSITY OF PHOENIX MGT311 ORGANIZATIONAL DEVELOPMENT WK 3 EMPLOYEE PORTFOLIO: MOTIVATION PLAN SUBMITTED BY: Becky Grazier DATE: November 24, 2014 Employee Portfolio: Motivation Action Plan STEP 1: WORKSHEET Using the remainder of our text, determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees, based on their individual characteristics. Indicate how you would use their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies (give page # citation from our text). Evaluation 1 NAME: Teal Ferry Item | Description | Summary of Assessments | Teal is one of the employees that is always worried about what everyone else is getting and not wanting anyone to get a head of her in pay or prestige. Teal tends to feel that in the corporate world men are more apt to get the raises and the promotions before women. | Motivational Strategy & Action Plan | Teal will become part of the team that will help determine the allocation of raises and promotions. She will be part of a team and be able to give her reasoning why a person should or should not be given a raise or a promotion. With Teal becoming part of this team she will understand the reasons why they are done. | Relevant Theory | Equity Theory “A theory that says that behavior is a function of its consequences”...
Words: 1440 - Pages: 6
...University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. |Team Member Name |Summary of Individual Characteristics |Motivational Strategy and Action Plan |Relevant Theory | | |Judie is somewhat dissatisfied with her job due to |Is confident in ability to perform her daily tasks as well have |Self – efficacy | |Judi Canard |upper management, but is highly engaged at her job. |complete new tasks given to her |Theory Y | | |She is emotionally intense, with a high emotional |Satisfied with her job duties and highly engaged in performing and |Hygiene factor | | |intelligence. A deliberate and decisive |completing them, but is dissatisfied with upper management. Feels a | | | ...
Words: 384 - Pages: 2
...Employee Portfolio: Motivation Action Plan Bonnie Lorence MGT/311: Organizational Development January 16, 2012 Dennis Hoerr After careful review of the self-assessments administered to three of Riordan’s employees, the following motivation action plan details the strategies suggested for each employee based on individual characteristics in an attempt to maintain or increase his or her levels of motivation. In regard to employee Brian Tumbarello, Riordan chose a motivational strategy and action plan conducive to the self-determination theory, “which proposes that people prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation” (Robbins & Judge, 2011, p. 211). Because Brian is definitely satisfied in his position, the need to increase his wage at this time is not necessary. Positive plans for motivational strategy should focus on maintaining his interest while allowing him additional freedom to make decisions. Supporting both his growth and development within the organization may allow Brian to advance into a management position if he desires. Although Linda’s performance rating appears to be low, she does possess skills and knowledge beneficial to the company. Motivational strategies suggested for her would...
Words: 777 - Pages: 4
...University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. |Team Member Name |Summary of Individual Characteristics |Motivational Strategy and Action Plan |Relevant Theory | | |She is satisfied at her job. She makes rational |Yuselin doesn’t need much motivation, she is satisfied with her |Because Yuselin is happy with what she is doing | |Yuselin M. |decisions. Emotionally intense. Emotional |job. She is also engaged. Some incentives needs to be in place |the McClelland theory fits her current situation.| | |intelligence. Moderately engaged at her job. Also |so that Yuselin can stay engaged and satisfied with her job. | | | |moderately happy with what she does. |However more responsibilities needs to be placed in her hand so | | | ...
Words: 431 - Pages: 2
...Motivation Action Plan Thomas Ontiveros MGT 311 February 19, 2013 Cynthia Wolfe University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team Member Name | Summary of Individual Characteristics | Motivational Strategy and Action Plan | Relevant Theory | John S. | With the company 12 years Strong work ethic but not challenged seems to be burned out or stuck in a rut. | Increase the challenge change up his tasking. Put him with new team to revitalize his skills. | | Kim B. | With the company 5 years. Shows strong leadership skills. Very hard charging. Great work ethic. Team player. | She is self-motivated. Offer her more opportunity’s to lead and take charge. Place her with mentors for future guidance. | | Robert F. | With the company 1 year. Show signs of being a future leader still need honing. Has shown a wiliness to push hard and get the job done. | Keep challenging with goal based jobs. Get him to step up to new task and place in a team that has strong team...
Words: 786 - Pages: 4
...University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. |Team Member Name |Summary of Individual Characteristics |Motivational Strategy and Action Plan |Relevant Theory | | |Chris is satisfied with his job, is willing to |Chris is happy, engaged with his job, and would require minimum |Job Engagement Theory – Chris is inspired by his | |Chris Fletcher |devote considerable time to work, can face obstacles|motivation. He is most concerned with the ability to have more |work, satisfied and committed to his job, and | | |without stress. He is happy with himself, his job, |freedom, input, and variety with his work. |performs his job above average for the position | | |and others. He is competent in coping with |The strategy would be to change his position in the company to |which shows that he is engaged in his work. He | | ...
Words: 939 - Pages: 4
...University of Phoenix Material Employee Portfolio: Motivation Action Plan * Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team Member Name | Summary of Individual Characteristics | Motivational Strategy and Action Plan | Relevant Theory | Garrett | Garrett score relatively high (84) showing that he is satisfied with his job status within the company. He requires challenging jobs on a regular basis to keep his learning capabilities in tune. | Because of his ability to perform any new types of jobs efficiently and abilities in reading other people’s moods, it is warranted to give Garrett mild leadership roles. | Theory Y fits Garrett because he is natural at work.Hertzberg’s Two-factor theory also fits because Garrett works harder and more efficient when given recognition and responsibility. | Charlie | Charlie prefers to be at work over play. His values for the company are above and beyond many other employees in the same line as Charlie. His lack of emotional ties to others warrants him to work alone versus in a team, even though he gets along with everyone. Emotions are valuable at times when working...
Words: 581 - Pages: 3
...University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. |Team Member Name |Summary of Individual Characteristics |Motivational Strategy and Action Plan |Relevant Theory | | |94, 27, 40, 39, 38, & 34 are all above average |This employee is highly motivated and the action plan is to |Self-Determination Theory | |Employee One |scores for employee one. Employee one shows great |continue to keep this person on the high level by letting him or| | | |job satisfaction, engagement, deliberate decision |her know what they are doing has value and is needed in the | | | |maker, emotional and intensity sounded. |department and the organization. | | | ...
Words: 333 - Pages: 2
