Motivation Plan Deborah S. Glispie LDR/531 6/09/2014 Brandon Johnson Motivation Plan Motivation is a key factor necessary to maximize team productivity and efficiency. The success of a motivated team is dependent on how well individual team members are motivated and the blending of their personalities. The application of each team members DISC assessment provides management with reliable data that is necessary for creating, developing, and motivating a team. The DISC assessment evaluation of each member of Team B provides a structured platform to develop a motivational plan that will meet the demands necessary to manage different personality styles in the work environment. The motivation plan is specifically designed for the Employment Verification Division (EVD).
For any supplier, a higher price is an incentive to supply more; therefore, as rental rates increased, the number of apartments GoodLife was willing to lease also increased. Typically, the reason for this shift could be either production or maintenance costs, which means that each additional unit of the product would be supplied at a higher price. As the rental rate increases, the number of apartments supplied increases is an example of an upward sloping supply curve. As for the shift in the demand curve, this was caused by the increase in population even though the supply of apartments was unaffected. At any given rental rate, an increase in population is automatically going to create more people demanding apartments for rent, thus causing the shift in the demand curve.
Finally, emotional intelligent managers would make in-depth decisions with a keen awareness of sentiments in each employee. First of all, a growing body of the relationship between leadership effectiveness and emotional intelligence has been argued widely. To identify the importance of emotional intelligence in successful management, it is fundamental to define the nature of leadership. Locke (2005) argued that good leadership is not only regarded as the ability to improve followers’ job satisfaction, but also refers to build a conscious to employees about the goal needs to be reached and an explicit thought of current process. In essence, these two requirements are involved in emotion management.
"Administrators need to see their groups performing beneficially, and making positive move towards attaining the group's targets". Short Term and Long Term Strategies of XYZ Company, INC XYZ Company must execute some short and long haul methodologies for its financial needs, and create the procedures for the organization to deal with its working capital. XYZ Company must begin increasing sales today. It must attain its objectives and targets. In the event that the sales increase, the organization will create additional working capital, and can undoubtedly accomplish its yearly objectives.
Riordan will pay higher salaries to employees with high-level skillset to attract and maintain employees with these skills. In addition, this strategy will help the organization keep production running smoothly. The company understands it would cost much more in time, resource, and money to keep retraining new employees. Research and development strategy is part of the pride of the company. Riordan regularly creates and uses some of the most innovative processes and procedures to provide customers with the best product possible.
Week 6 Lecture What a great class this has been. We are going to wrap up the class by talking about the organization of the future. Research has shown us that leading companies envision an endlessly changing organization. And, that reconfigurable is a term that describes an organization that is flexible and able to change on an annual, monthly, weekly, daily, or even hourly time frame. Since workers are achieving higher educational levels, there is a resulting increase in the level of motivational needs.
Goals The main goal of this position is to place the organization under a microscope and define areas of improvement and productivity. This position is directly in line with the mission of the organization because implementation of processes and monitoring the progress is essential to the growth and development. Exploring potential problems in practices and procedure can be useful to the infrastructure of the organization. Impact on Productivity This position has a direct impact on productivity as it sole existence is based on analyzing the controls in the organization and defining if they are productive in accordance to the mission. The employees who occupying these positions are motivated to fulfill the goals and mission, therefore, they are productive in their
The insight gained could be specific to the individual or could highlight an operational shortfall. Both insights provide an opportunity for development and helps ensure support and direction can be given to drive improvement in that area. A second purpose of performance management is the opportunity to communicate and measure strategic goals against actual performance. This is both an important communication and motivational tool to engage with employees as they will be able to compare their performance against clear strategic goals and discuss these in Appraisals. Identify 3 components of performance management system.
Moreover, the leader promotes job satisfaction by supporting a shift to a positive mindset. Likewise, the leader encourages productivity through social skill, offering an approachable demeanor and building trusting relationships. This plan offers both strengths and weaknesses. To begin with, one of the plan’s strengths is the provision of specific tools for employee development, such as stress management. Furthermore, by lending an empathetic ear and accurately identifying the root cause of problems, the plan builds relevant solutions to meet employee needs, enabling enhanced performance.
Expectancy Theory in Organisation Practice The expectancy theory model of motivation is probably the most practical and powerful tool for human resource managers to demonstrate to other managers the importance of all human resource functions in creating a motivating environment. If the expectancy theory model is operationalized and followed in an organization, there is a strong probability that its employees will be highly motivated. The theory even allows managers to use numbers to determine the strength of the motivation of their employees, although this is rarely done. (Hedberg, et al., 2002) Performance Expectancy Leaders should try to increase the belief that employees are capable of preforming the job successfully. Ways of doing this include: select people with the required skills and knowledge; provide the required training and clarify job requirements; provide sufficient time and resources; assign progressively more difficult tasks based on training; follow employees’ suggestions about ways to change their jobs; intervene and attempt to alleviate problems that may hinder effective performance; provide examples of employees who have mastered the task; and provide coaching to employees who lack self-confidence.