Motivation is defined as processes that account for an individual’s intensity, direction, and persistence f effort toward attaining a goal (Robbins, Judge, 2013). Management strives to inflate the equity value of the company. Motivating employees in a positive manner will benefit both the organization and the employee when the desired goal is reached. Many factors must be considered when creating a motivation plan. Some of these are as follows: employee base, managers, business goals, and employee benefits.
While all motivational plans are intended to increase productivity, only the well-orchestrated and managed plans are truly able to fulfill their intended purpose. In the PC’S Business unit which our learning team belongs to has culture that has been created by our leader and is considered flat with a wide span Of control. Business unit manager has 15 people in the department that are very skilled and trained in a wide variety of technical applications. Including corporate level tools that monitor the actual enterprise architecture rather than application availability itself.
The next few paragraphs will show how motivational plan has to be developed around each member’s personality. Four team members will be discussed with each possessing different behaviors and skills. According to Mason’s Hierarchy of needs model, there are five levels that exist within each human being: Physiological, safety, social, esteem, and self-actualization (Robbins & Judge, 2013). Manager has carefully to choose the correct path for each member according to their DISC score. First member being reviewed is Unravel Hobbs, who scored Interactive on the DISC assessment.
She is highly enthusiastic, very social and loves to perform tasks. She is easy to talk to and possesses great communication skills. The best approach to motivate Unravel s to compliment her on any and all achievements. Because of these naturally developed skills she can achieve goals with ease and stay within the deadlines. She would make a great Project leader as she is great at building alliances across the enterprise, which allows her to complete most of the projects on a timely basis.
Many theories can be used in order to motivate Unravel, but the most effective is to use Miscellany’s Theory Of needs where need for affiliation (naif) is the desire for friendly and close interpersonal relationships (Robbins & Judge, 2013). Vapid Decadency is Cautious which includes being systematic, persistent, analytical and enjoys solving complex problems. He doesn’t strive for power, but needs recognition and challenges to keep him motivated. Management needs to take a different approach with employees that have this characteristic in their performance.
According to the McClellan theory, Vapid is more in need of achievement (nacho) (Robbins & Judge, 201 3) than power, or association with others. Due to the DISC score evaluation, this personality is very slow in making decisions and most of the time needs someone to approve what they are doing. Since he is very genealogy driven, offering training as rewards would satisfy this character. This personality matches with subcategories of thinker, masterminded, assessor and perfectionist.
This quality also seems to look like stubbornness to some teammates, as Cautious behavior style tends to have all the facts before engaging in a debate. Last two members scored Dominant behavior style, which thirsts for control and power. Although Arroba and Sash score the same on DISC, they are still much different when it comes to dealing with projects or issues. To motivate these types of character’s management would eave to come up with some monetary or promotion incentives in order to keep this group highly motivated.
Sash is sterner in his approach, where he feels his way is the best way and is the only way this issue can be resolved. On the other hand Arroba although still dominant is a bit more democratic in her approach to issues, but make no mistake, she has the final decision. Dominant are styles that are needed when you need things done, since they are not afraid to bend policies to achieve the requested goal. Let’s take a look at some approaches management can take in order to satisfy the entire roof versus each. First class of motivation is physical.
Includes pay raises, extra vacation days, free lunches, and even better parking spot. This makes the employees look at these rewards as a prize that makes them standout. They seem to compete with themselves, and the rest of the team to achieve their goal in order to be rewarded and praised. These prizes do not even need to be that expensive, it is strictly winning the competition that truly counts. Secondary class of incentives is psychological. Excellent work environment, company culture, acceptance, and creating a better place to ark.
The rewards are in sync with creating an environment that feel safe to work in and employees look forward going to work on a daily basis. Great atmosphere is needed truly to motivate the team toward the goal that in turn will raise productivity level and effectiveness of the team. Fortunately, Intuit also makes being employed fun by offering team activities which build comradeship that is linked to team focus and in turn, success. Conclusion Results are the bottom line why corporations care so much about their incentive or motivational plans.
This keeps the highest talent pool of most retreat, hardworking employees while still having a relatively organic structure with a wide span of control. Saving business money while still achieving the results wanted by key stakeholders. When motivational plans are laid out correctly and managed, then it can become a win-win situation for both worker and the organization. Company enjoys increased productivity, better quality fork, a lower percentage of turnover and absenteeism while still creating high performance team.