Employee Portfolio: Motivation Action Plan After I carefully reviewed the self-assessments administered to the three Riordan employees, I developed the following motivation action plans which details the strategies suggested for each employee based on individual characteristics in an attempt to maintain or increase their levels of motivation. ? and ? The 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). Because both are satisfied in their positions, the need to increase their wages at this time is not necessary.
Goal setting is a key mechanism for increasing job satisfaction and performance because it permits employees to be self-motivated. There are five requirements that must be in place for goal setting to have positive benefits for the employee and organization: the employee’s knowledge and ability, the employee’s commitment to a goal, feedback on the task, establishment of sub goals on complex tasks, and a leader who removes obstacles that prevent employees from reaching their goals (Hellriege & Slocum, Jr., 2011). Discuss the competitive advantage Allstate has from the development of the Diversity Index. The competitive advantage Allstate has from the development of the Diversity Index is providing a survey and feedback process called the Quarterly Leadership Measurement System. This process asks questions that require feedback from the employees.
To differentiate themselves from competitors, Futura Industries decided to place more emphasis on the employees and customers perspectives than on the internal process and financial perspectives of their balanced scorecard. The decision was supported by the firm’s culture of “putting people first -hiring and retaining the best people- and devotion to the customer.” Moreover, the company had set goals to “continually improve employee competencies, provide a safe, challenging, and enjoyable workplace; and to hire people aligned with company values.” The value of Futura Industries is embedded in its employees and that is the reason why they were ranked in the top “10 Family Friendly Employers in Utah for the third year in a row and was named the state’s top private employer for 2001 by Utah Business Magazine.” In addition, considered a high-end firm in its industry, Futura Industries emphasizes it needs of “great people, not just great machines” and on “people who are respected, trusted, and challenged to grow.” Employees are key elements in the success of an organization, this is why Futura seems to place more emphasis on their employees. Another competitive weapon detained by Futura is their customers. Futura
Their clients have been very impressed when they worked with the company to help them through transitions or when they assisted in helping an employer recruit potential employees for various positions. One of the cardinal rules of business is to keep your customers happy; it is far cheaper to keep an existing customer than it is to find new ones. This is why J.L Nick takes the time to ensure their clients are satisfied and will come back in the future. Considering 90% of their
Turban explains this point with his explanation, he states that “Customer service is a series of activities designed to enhance the level of customer satisfaction – that is, the feeling that a product or service has met the customer expectation. "(Turban 2002) As a returns employee, Sara’s goals and objectives center on satisfying the needs of the customers by giving them what they want, and more. Further, after Sara issues a customer’s refund, she immediately recommends a similar item, so as to retain business. She will then offer a 10% discount on the suggested item to further entice customer. In addition, “Sara will also try to work probing questions about the interest of the customer into the interaction so that she can advise him or her of upcoming sales in those areas, or direct him or her to existing sales that might not have been effectively advertised.”(Course
Transformational leadership is defined as a process of inspiring change and empowering followers to improve themselves and to improve organizations processes. It is a process facilitates followers to accept responsibility and accountability for themselves and the processes for which they were assigned (Koehler & Pankowski, 1996, p. 8). Rankin perceived her role in NZIS as one to improve the processes so that they could deliver value to their customers. Together with the team she formed, she conveyed to them a mission of getting clients faster, better and more faster service. She worked with the team to develop the innovative idea of the 24 hour processing.
What are the major skills Jovita Carranza has demonstrated in her career at UPS that have made her a successful leader? Jovita has shown that she has taken on any opportunity that presented itself to her, while taking the new positions she used it as opportunities to gain better insight into the UPS operations while building on her skills to better position herself for the next opportunity within the company. She epitomizes the A-O-R model, action-observation-reflection model is when a person not only acts but observes and reflects on the new learning and opportunities for improvements on actions that may have not been successful or needed to be altered for a more successful outcome the next time. Ms. Carranza further solidified this by stating, "Sit back and listen and observe", you "learn more by not speaking " (Hughes et all, 2012). Consider the spiral of experience that Jovita Carranza has traveled.
P&G provides high quality product to serve consumers' demand 3. P&G can constantly develop new products 4. P&G tries to improve consumers' lives. B. The complete organization to achieve their value 1. the organization has a lots of levels a. leadership b. managerial level c. executive level d. the lowest worker 2. the important friendship and sociability a. built the good friendship with Unilever b. acquisitions of many others' brand C. The attitude of P&G 1. do work with honest and straightforward attitude 2. find the right way and thing to work 3. have confidence to product, serve and work 4. have passion to try their best to work 5. respect other customers, colleagues and consumers.
Some forms of positive reinforcements in the workplace are: • Contests- to recognize and reward top performance • Promoting fun and values • Rewards which should be symbolic, tangible, and anchor positive behaviors With the right reinforcement, everyone’s performance can improve. Applying that knowledge will bring about the behavioral changes you want from your employees. And that’s the best way to meet your company’s goals (Love, 2005). Being a manager, taking into consideration of positive reinforcements would only make what he/she has at hand better. Ways to let your employees know that they are valued and spur them on to success are to accentuate the positive by informing of the wrong but going easy on how it is said and what is said; open the lines of communication by encouraging group discussions where employees are able to just open up and get everything off their minds and as a manager, being there as a mediator.
This would make employers present a clearer employee data, improved recruitment and a more focused business culture and that can give more women the opportunity to become senior managers or leaders and also be paid the exact amount due them. However these legislatives are not just enough to turn around the current situation. Francis O’Grady the General Secretary of the TUC states that the Government has to go the extra mile to ensure transparency and regular pay audits and some requirements by which Organizations are expected to operate. This would help in tackling the huge gap between what men and women doing similar jobs in the same workplaces are