How important would reliability and dependability factor into your evaluation? * How does one evaluate the characteristics of a quality intangible product? How important would courtesy and knowledge be of the person representing the provider in resolving an issue with a quality intangible service? Week Three Discussion Questions What are the two principle activities in strategic planning? Why is it important to correctly identify and address these two activities to ensure success in the quality initiative?
The motivation plan is specifically designed for the Employment Verification Division (EVD). The employees are Angela, Deborah, Susan, and Julian. Team B is composed of one interactive style, one interactive cautious style, one interactive dominate style, and one steadiness dominate style. The team DISC assessment does not have a true dominate style; however the motivational plan created ensures the capture of each unique personality and identifies the style that works well in a group work environment. The primary focus of the team is to improve "interdependency among tasks—the success of the whole depends upon the success of each member and the success of each member depends on the success of the others" according to Robbins and Judge, (2013, pg.
When goals are supported by plans then it is possible to help the team to reach the target which is deliver quality standards to customers. We need to first break the goals into smaller achievable, measurable steps. We need the members to be clear about the actions they need to take in order to achieve the goals, the goals that involves customer service, objectives and standards has to be clear. Time frame, milestones and deadlines has to be identified. Specific roles will have to be given to individual team members and allocate resources that help goals to be achieved.
It is important to be able to penetrate any barriers that the employee may have as a defense mechanism. A good manager of people realizes that once you have found an entry point into their employees heart; it is likely that the manager will be successful in motivating the employee. Because people have different personalities not all things goes as planned when you are attempting to motivate your employees. An excerpt from an article on bussinessball.com states: “Developing understanding of personality typology, personality traits, thinking styles and learning styles theories is also a very useful way to improve your knowledge
Decision making with your employees will let them gain respect for the leader and become more determined. This style will bring strength between you and your employees. Laissez-Faire-This style is used when the leader is lazy or distracted, it’s more of a you do what you want style. This style can be used when the team is highly capable and motivated, it’s when the team doesn’t need close monitoring or supervision. This style can cause failure when the leader expects the group to make the decision between themselves when they are un sure about what they need to achieve and how they need to accomplish the task.
The tools that are available are the Rights and Responsibility Lens and the Results Lens. When using the Rights and Responsibility Lens I was able to focus on an employee's duty. The tools involve asking questions regarding motive, reversibility, prior agreements and general expectations. The Results Lens focuses on a choice that gives results that make a better long term turn out. The questions that occur with this tool are questions regarding influence factor, criteria for happiness, units of happiness and greatest good.
2.1 Explain how people may react and respond to receiving constructive feedback? When people have been given constructive feedback some people take it in a good way and listen to the feedback to try and improve on their work, but some people get defensive and take it as a dig at their work and choose not to follow the feedback. 2.2 Explain the importance of seeking feedback to improve practice and inform development? It's important to seek feedback to identify what is working well, identify areas for
According to, the Adams Equity Theory, what motivates people working within an organization is the employee’s perception of equitability. The Adams theory suggests employee perceptions of equal input and outcome ratios, in comparison to coworkers can encourage or discourage individual motivation. Adams Equity Theory suggests an employee’s motivational basis regarding individual inputs, such as productivity and efficiency, is equal, or equitable, to the outcome he or she receives from performing the job, including pay or recognition (Adams,
Motivation is the hardest aspect to evaluate because the manager must trust employees to exhibit their motivations. A tool that a manager can implement to assist in evaluating an employee’s motivations is the DISC Platinum Rule Behavioral Style Assessment provided by Dr. Ken Blanchard. Learning Team B has multiple personality types that help determine their internal motivations. Erin would be considered a Producer. That specific motivation is in the Dominant Square within the DISC assessment.
Employee Portfolio: Motivation Action Plan Jennifer A. Eichelberger MGT/311 May 19, 2013 Oren Gilbert Employee Portfolio: Motivational Plan As an effective manager, you need to be able to show your employees that you are willing to put in the time and effort to help them be as productive as possible. Putting in the time and effort for each employee allows them to see that you care about their performance and how far they can go within the company. Allowing them to have a certain level of responsibility shows them their opinions are important, they are not there just as an employee, but as a valuable team member. Teaching them to have confidence in their abilities and showing that you have a positive attitude about the goals in