...Motivational Plan Erica A. Shaw LDR / 531 July 14, 2014 Ricky Owens Motivational Plan Introduction Let me start off by telling you a little background on my mentor. Her name is Jerri Benson. She has been with The Home Depot for ten years as a Merchandising Assistant. She played a major part in training me when I became a Merchandising Assistant as well. In this motivational plan, I am going to give my mentor Jerri Benson, an action plan with strategies as my team members being the employees working for the same company. I will discuss the following: Summary of Individual Characteristics, Motivational Strategy and Action Plan as well as Relevant Theory to hold all this together. Summary of Team DiSC Assessment In my team recent assessment with the 360 Reach, we learned that the assessment provides an analysis of your strengths and weaknesses. It also provides an opportunity for your peers, managers, clients, and business associates to provide an honest evaluation of you. We also discovered our benefits, lessons learned and the difference in the previous assessment we took at the being of the course. Also, my team members pointed how they can improve in areas that may be recurring from the past assessment. We came to the conclusion that even though the DiSC and 360 Reach are similar in so many different ways. They too are different and points out other things you may not have known about yourself. Summary of Individual Characteristics When conducting the DiSC...
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...Motivation Plan Danny Williams July 31, 2014 LDR 531 ARUN IYENGAR Motivation must occur to maximize team efficiency and productivity within a work environment. Motivation can come in many ways; however it is solely reliant on the personality of the individual the person is trying to motivate. Applying the DiSC assessments help manager in his or her responsibilities in the development and motivation of a team or group. As a second-level supervisor it is Lieutenant Sneed’s responsible to oversee and direct the department’s day-to-day activities as security officer at the International Monetary Fund. He believes that valuing each of the company’s employee’s assessments will help management in creating a motivational plan structured in meeting the various personality types within the work environment. He will design the type of organization the plan using supply chain management. The motivation plan will consist of the evaluation of Brandon Sheakley-Ward, Alyssa Craven, Efrain Vazquez and Danny Williams DiSC assessments results. From an assessment of team C’s DiSC assessments results, the team consist of one in interactive style, two steadiness styles and dominance style. The company’s motivational plan will vision these personality types to develop a plan that identifies and accounts for each individual style for in the company’s work environment. The lieutenant’s plan is to basically use the team’s...
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...Organization and Leadership Teamwork and Motivation November 17, 2014 Abstract Demonstrate organization motivation program using training and development, job design, compensation, benefits, recognition and rewards. Discuss the Herzberg theory to support my motivational plan. Three ways to motivate minimum wage service workers through training, rewards and promotion using Adam’s Equity Theory. Outline a guide to lead a cross-functional work team. Explained my work experience as a team leader at Duke University. Group motivation program that encourages high job satisfaction, productivity, quality of work and low turnover. It is important for managers to find significant elements to motivate and retain employees. Training and development, job design, compensation, benefits and recognition and reward programs are crucial for high job performance. Training and development increase the opportunity for staff to learn new things and upgrade skills. It helps individuals to expand their skills and reinforces the behavior that supports the company’s goal. Job design such as job enrichment, job enlargement and job rotation not only satisfy staff needs but also encourage high motivation, enhance morale, endorse low absenteeism and promote increase productivity. Job design can increase employee’s involvement, satisfaction and productivity. Organizations can provide innovative benefits curriculum...
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...| Course Syllabus | | University of Phoenix | PSY320 | | | | Please print a copy of this syllabus for handy reference. Whenever there is a question about what assignments are due, please remember this syllabus is considered the ruling document. GENERAL COURSE INFORMATION COURSE NUMBER: PSY320 COURSE TITLE: Human Motivation COURSE START DATE: 11/19/13 COURSE END DATE: 12/23/13 REQUIRED READING: Students are required to read all materials available at the Course Materials site for this course on Facilitator Availability I am available to you at most times throughout the week. I am very willing to make an appointment to be available to you as needed. If there are times that I will be away from my e-mail for an extended period to exceed 24 hours, I will post a message to that effect. The best way to reach me is by posting a question in your Individual folder, since the classroom is checked frequently. Phone calls are not a good way to contact me because I travel a great deal. In the extremely rare event that phone contact must occur, the best way is to schedule an appointment in advance. The University discourages the use of email during class times, preferring us to use the Individual folders. For emergencies, when you are not able to gain access to messages on the Online Learning System (OLS), please send a message to my personal email address. General Course Description This course seeks to synthesize the many theories of human motivation with the...
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...INTRODUCTION This paper develops an overview of international motivation theories and researches initiatives that the Queensland Government implement to retain employees. Moreover, it comprehensively analyses how motivation can directly influence on the improvement of services; increase of work satisfaction, employee loyalty, commitment and performance and modification of ethical behaviour. Finally, personal views are presented providing a wealth of personal experience emphasising the diverse incentive methodology in Queensland Government. Research has shown that one of the factors of business success depend on the effective management of employment performance through motivation. Therefore, it is necessary to understand the interconnection between motivation, incentives and performance. In the last ten years organisational behaviour has become a key topic on strategic business development among managers (Harris & Hartman, 2002ii) to reduce employment absences, low performance, staff turnover and poor customer service. MOTIVATION IN THE PUBLIC SECTOR Motivation is a difficult trend which can be influenced by many internal and external sources and has been theorised by many academics. There are as many philosophies as there are opportunities, therefore success can be achieved through implementation, evaluation and correction of different theories. In early 1990, Perry and Wise proposed the concept of Public Service Motivation (PSM). The writers explain that public servants...
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...There are numerous theories that can be used to explain the cause of such motivational problems. People are all motivated by different things, which can make it almost impossible for one-size fits all motivational programs to succeed. However, an understanding of motivational theories can assist organizations in developing and implementing a motivational plan to elicit change in the undesirable behaviors. My organization is plagued with excessive absenteeism which can be contributed to a lack of motivation. The organization offers a generous amount of vacation or personal time each year to all employees, as well as ample sick days that can be taken as needed. A problem has arisen within the organization because numerous employees take advantage of these benefits. The organization is structured with a team environment where each employee is designated a particular work load each day. When an employee is absent for the day the other members of their team divide the employee’s work load and add it to their own. This type of structure can be rewarding and build a strong sense of teamwork and group effort. Problems occur when employees schedule days off or call in sick when there are several other members of the team out on the same day. Some employees will also routinely miss days that are particularly busy when the normal workload is doubled. This makes it very difficult for the other members of the team to cover the absent employee’s work for the day. The issue of excessive...
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...of Contents Introduction Task: 1 1.1 Organisation structure and culture of ASDA PLC and British airline 1.2 Asda’s structure and culture impacts on its performance: . 1.3 Factors that influence the behaviour of ASDA’s employees at work: Task: 2 2.1 Effectiveness of the leadership styles used by ASDA and British airways: .. 2.2 Organizational theory practiced at ASDA & how it strengthens management practice: 2.3 Management approach used by ASDA and British airways: Task 3 3.1 Impact of Different Leadership Styles on Motivation during Changes: 3.2 Motivational Theories 3.3 Usefulness of Motivational Theory: Task: 4 4.1 Groups that may exist in ASDA and their influence on staff’s behaviour: 4.2 Necessary Factors to Promote the Development of Effective Teamwork 4.3 Impact of Technology on Team Functioning: Conclusion: References 2 Introduction: The most critical problem that the managers are facing today is managing the people. This is the most thought-provoking issues that every kind of organizations is dealing with now a day. Organizational behavior is the study of individual, group and organization as a whole that examines the effect of organizational structure and culture on organizational presentation. Therefore, it mostly tries to define the performance and efficiency factors of an organization. Organizational...
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...AN ASSIGNMENT ON “Design A Smart Appraisal System for Modern Organization” Submitted to: Khan Sarfaraj Ali Associate Management Counselor Bangladesh Institute of Management (BIM) Submitted by: Md. Mamun Hossain Personnel Management Evening Batch Roll: 15 Bangladesh Institute of Management (BIM) Date of Submission: August 02, 2009 Table of contents SL No Topic Page No. 01 Introductory Discussion 1 02 Methods of performance Appraisal 03 Traditional Methods of Performance Appraisal 04 Modern Methods of Performance Appraisal 05 Performance Appraisal Review Form 06 Conclusion 07 Bibliography Executive Summary Performance Means the degree or extent with which an employee applies his skill, knowledge, and effort to a job, assigned to him and the result of that application Functions of Performance Appraisal includes to identify and define the specific job criteria, to measure and compare the performance in terms of the definite job criteria . KSAs are set to measure job performance in quantitative or qualitative terms. To develop and justify a reward system, relating rewards to employee performance. To identify the strengths and weakness of employees and to decide on proper placement and promotion. To develop suitable training and developments programs for enriching performance of the employees. Methods of Performance...
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...deliveries to our customers. During these critical times we must find a way to motivate the 50 employees in our sales, assembly, technology, and administration departments. Shafeka Carter, India Lowry, and myself are all part owners in this small manufacturing company. At one of our meetings last week we came up with a plan that will help motivate employees to work hard. We decided that providing all employees with adequate training, pay incentives and recognition will help promote a positive work environment in which employee are more motivated to accomplish work goals. We all had different ideas on how to best motivate our employees. So we each will do research on a different motivational theory, and come to a group conclusion on which theory will work best for our company. Our goal will be to find a motivation theory that will best fit our motivational plan that will help encourage high jobs satisfaction, high productivity, high quality work, and low turnover, which are significant elements to an organizational management plan. In this paper I choose to show how the expectancy theory can implement those elements. I will also present a guide as to how our leadership team can implement this theory to motivate employees. According to scholars motivation is a set of forces that causes people to behave in a certain way (Schermerhorn, 2012). Employees who feel motivated to work are likely to be persistent, creative, productive, and produce out high quality work (Ramlall 2004). As partners...
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...is a continuous process of identifying, measuring and developing performance of individuals and teams and aligning performance with the strategic goals of the organization. The system through which organizations set work goals, determine performance standard, assign and evaluate work, provide performance feedback, determine training and development needs and distribute rewards (Briscoe and Claus, 2008). “Performance management is a systematic approach to tracking individual performance against the targeted objectives of the organisation, and identifying strengths and opportunities for improvement” (Smith & Mazin 2004:42). Performance management refers to the on-going means by which an organization monitors, documents, corrects or rewards individual and collective employee performance in an organization by using various tools. 2.0 Employee Performance According to Tinofirei (2011), employee performance is the successful completion of tasks by a selected individual or team, as set and measured by a supervisor or organization, to pre-defined acceptable standards while utilizing available resources efficiently and effectively within a changing environment. Armstrong and Baron (2005: 122) agree that work performance management for teams is inherently the same as for individuals, and they mention the steps in performance management are agree on objectives, devise or formulate plans or execution strategies to achieve objectives, implement the strategies, monitor progress made,...
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...CHAPTER | | SIXTEEN | | | | | | | | | | | | |16 | | |Motivating | | | |Employees | | | | | | | |Lecture Outline | | | |Introduction | | | |What Is Motivation? |The motivation of employees is a vital key to the success of | | |Early Theories of Motivation |managers and the business organizations they lead. Since the | | |Maslow’s Hierarchy of Needs Theory ...
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...Objectives 1. Define human relations and determine why its study is important. 2. Summarize early studies that laid the groundwork for understanding employee motivation. 3. Compare and contrast the human-relations theories of Abraham Maslow and Frederick Herzberg. 4. Investigate various theories of motivation, including Theories X, Y, and Z; equity theory; and expectancy theory. 5. Describe some of the strategies that managers use to motivate employees. 6. Critique a business’s program for motivating its sales force. Key Terms and Definitions |behavior modification |Changing behavior and encouraging appropriate actions by relating the consequences of behavior to | | |behavior itself. | |classical theory of motivation |A theory that suggests that money is the sole motivator for workers. | |compressed workweek |A four-day (or shorter) period in which an employee works 40 hours. | |equity theory |An assumption that how much people are willing to contribute to an organization depends on their | | |assessment of the fairness, or equity, of the rewards they will receive in exchange. | |esteem needs |The need for respect—both self-respect and respect...
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...Motivation Plan Motivation Plan It takes a good deal of discontentment in a team for a leader to have to make a motivational plan. For any adjustment to occur correctly, the leader must identify a varying set of unique characteristics for each member of his or her team to assist in establishing cohesive relationships within that team. According to Woodward (2011, March 7), “Building and cultivating relationships is an integral part of any career strategy” (para. 1). The leader must understand the organizational culture and each team member’s attitudes, emotions, personality, behavior, and values before implementing the changes for the new motivational plan. Organizational Culture When identifying the culture of the organization, Robbins and Judge (2013) stated, “Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations” (p. 512). At each of level, division, department, and team, the cultural identification philosophy is also used. A leader can treat the culture as the personality of the organizational and align his or her management style to that personality. Mentor identified the organizational culture as fun and inviting with a high level of required results (personal communication, June 6, 2013); Palmira (2013) classifies this as a “Work Hard/Play Hard Culture” (para. 12). The personality is one of fun, humor, and dedication to the customer. When viewing the culture as a personality, Schein...
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...executives have introduced as plan of actions to circumvent any more delays as well as encourage further innovation for the success of the company and that of its employees. Upon further research and review, we revamped the organization’s motivation plan so we could better benefit the areas in which needed work. We were missing vital elements that would allow continued success, satisfaction of our employees and managers. Motivation serves the organization as well as that of its employees. Motivation has been defined as, ”the psychological forces that determine the direction of a person’s level of effort, as well as….persistence in the face of obstacles (Anonymous, 2010, p. 1)”. In order to create a valid plan we had to identify what the organization needed as well as what motivated our employees. The assumption is that money motivates workers and gains their loyalty. However, research has found there are more valid motivations out there than money. A motivation plan has to be included in a company’s vision or mission statement. Employees at all levels should be aware of the expectations of not only them but the management as well. Every plan should at a minimum, include elements of building trust, individual and organizational engagement and values that focus on job satisfaction, rewards and achievements (Anonymous, 2010, p. 1). These elements are vitally important when starting to build a motivation plan for any organization. The motivational plan supports the various elements...
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...Co and Hi-Gen Power Limited 6 Task 2.2: The way of management functions, managerial roles and management authorities will under plain the practice of management in this company 7 Task 2.3: The evaluation of different approaches of management used by Newton, Chambers and Co and Hi-Gen Power Limited 7 Task 3 9 Task 3.1: The impacts of having different leadership styles on organisational motivation in the periods of change in Newton, Chambers and Co 9 Task 3.2: The comparison of the application of two different motivational theories within my work place 9 Task 3.3: The usefulness of these motivational theories for managers in Newton, Chambers and Co 10 Task 4 11 Task 4.1: The nature of groups and group behaviour within Newton, Chambers and Co and Hi-Gen Power Limited 11 Task 4.2: The factors for promoting the development of an effective team work within Newton, Chambers and Co and Hi-Gen Power Limited 11 Task 4.3: The impact of technology on team functioning in Newton, Chambers and Co 12 Conclusion 12 References 13 Introduction This study can indicate to analyse the individual behaviour within business organisation those are serving energy industry of UK and the linkages between the organisational culture and structureto maintain large number of employees for operating local business(Shamir, 2007). The author of this essay has selected two companies from...
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