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 | | |Tony is organized and structured and when given a |The motivational strategy that would gain the best results and |This strategy will build upon Tony’s confidence | | |task goes above and beyond to ensure that it meets |help Tony with his insecurity and lack of experience issues, |and give him a sense of doing things right and | |Tony Stuck |the standard and is thorough. Tony is very |would be to assign Tony with task that he will be good at |that his knowledge and experience is increasing.
Ms.Sanchez and I went over a plan and that is to be able to speak her mind more in a team meeting where it is only her team mates but also engage more in the next team project that she has been assigned to be apart of and she has agreed. Ms.Sanchez is also very self sufficient and she is self determination theory she is a team player she just has to come out of her shell and trust her team that they will help guide her in the correct way but also be open to her team as well. Jaydin Lopez Ms. Lopez is a good worker I see where she does need s a little improvement with her attitude and how she comes out to her fellow co-workers and being more positive when it comes to work and teammates. Ms. Lopez and I have agreed that her next step is to be able to be more positive since she is also in the group project with Mr. Ortiz that is one of my most positive employees her next project not only is to be apart of the team but also show how much more positive she can be working in a team. For Jaydin Lopez I would recommend the goal setting theory because with
This is the only area where I can say my boss is lacking. His only encouragement came in the form of a verbal positive gratification, which was often undertone in a slight sarcastic tone. He knows how to set obtainable goals which are at the highest level that may currently possible, however his downfall to obtaining full engagement is that he does not allow for complete positive energy which is essential. He is however much better that my previous boss who would always give the negativity associated with bad leadership. He would always diminish the positive feeling an employee would have and also press on the mistakes made without any positive reinforcement when a good job is done.
These factors will be called satisfiers. Psychological needs that lead to these satisfiers are recognition, sense of achievement, responsibility, and how meaningful the work is to be done” (Robbins & Judge, 2011). Kareem has a strong ability to stay focused and remain on task and finishes projects on time. Kareem is overall dissatisfied with his job. In order for him to feel accomplished he must stay on a project and have something to stay focused on.
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 | | | | | | |Doris Blakenship |Doris scored high on each assessment. She has a |Doris copes well with the demands of her job, and because of her|Goal-Setting Theory | | |great attitude and possesses skills of being a team |great personality and people skills, she will be an asset as a | | | |player willing to go the extra mile to accomplish a |leader.
She was a dependable employee. However I think she suffered from role ambiguity. Although Susan felt like she should be doing more at work managerially she wasn’t. Anita as her supervisor should have placed a much more clear emphasis on her responsibilities. If she had done so I think she would have fewer negatives in her annual performance review.
Self-Assessments Bryan Johns MGT/311 - Organizational Development September 23, 2013 Frank Fletcher, Ed.D./MBA Self-Assessments This was a fun and interesting assignment. It was also a great way for me, as a Manager, to be shown how my employees feel about their job, their lives and where they work. I gave the assessments to three of my co-workers and could not wait for the results. The employees that completed the assessment were Vanessa Begley, Barra Touray and Mike Stachura. They are all employed at St. Regis Atlanta.
In war, there is no time to think so a set task can help prevent deaths and mistakes. It also helps newer recruits know what to do when they need to. Authoritarian leadership is useful when working with time restraints and deadlines. These leaders often keep their team motivated which allows jobs to be finished quickly and effectively and allows the best equipped to be making decisions. However, it may lead staff to feel unappreciated and angry.
In the Pursuit of Perfect by Tal Ben-Shahar, he sheds some light into the possibility of obtaining a happy life even with the struggles and challenges that may come our way. It is how we tackle these obstacles and avoid being a perfectionist and adopting an Optimalistic approach. Tal Ben-Shahar provides a step-by-step process to conquer the fear of failure and by taking these tools we learn and apply them to our love life and our lives in general. Failure is a word that most of us don’t want to hear or even experience. We do everything we can to steer away from failing by putting a ton of pressure on ourselves, creating intense anxiety and ultimately being unhappy.
The traits that would be helpful for Woodside as he assumes his new position is self-confidence, consideration, and drive. Woodside showed his self-confidence by always trying to move up within the company. He also showed consideration by listening to the feelings of his colleagues, which in the end creates more trust towards him. Woodside showed his drive in the way that he started a project and he didn’t stop until it was completed to his satisfaction. The traits that would be detrimental to Woodside would be being permissive and lack of guidance.