Improving Motivation
Diagnosing and Improving Motivation Motivation is a multi-faceted process, and it is important to understand that all of these facets need to be running smoothly in order for workers to be motivated to perform at high levels. If just one component is low, motivation to perform well will also be low (Pritchard & Ashwood, 2008). When a manager finds motivation within their team to be low, it is important to take immediate and complete action. A four-step process that includes planning, evaluation of current motivation levels and diagnosis of the problem(s), identifying possible solutions, and finally going forward with the appropriate solutions and measuring results. In the case study: “Diagnosing and Improving Motivation (Pritchard & Ashwood, 2008)”, Jessica is doubtful at first that her team has motivation issues, but after some analysis, finds that it is indeed the problem. This paper explores the processes and motivational issues that Jessica must contemplate and improve in order to meet sales quotas for the year.
In every group, there are strengths and weaknesses that must be considered in order to determine the best course of action. After completing the Motivation Symptoms Questionnaire, Jessica was disappointed to find that her team was less than adequately motivated (Pritchard & Ashwood, 2008). Jessica’s team strengths did well to keep up the majority of team spirit and loyalty, and since they seemed to love their jobs as a whole, they rarely reported stress and finished tasks in a timely manner. Although these are great strengths and paramount to a team’s well being, the weaknesses of a team as small as they may be can and will tear down teamwork and motivation in a big hurry. The weaknesses of Jessica’s team were that they often avoided undesirable tasks, were not interested in becoming more efficient and put forth the least possible effort. In addition to these, they had taken to complaining about insignificant issues and had little
In every group, there are strengths and weaknesses that must be considered in order to determine the best course of action. After completing the Motivation Symptoms Questionnaire, Jessica was disappointed to find that her team was less than adequately motivated (Pritchard & Ashwood, 2008). Jessica’s team strengths did well to keep up the majority of team spirit and loyalty, and since they seemed to love their jobs as a whole, they rarely reported stress and finished tasks in a timely manner. Although these are great strengths and paramount to a team’s well being, the weaknesses of a team as small as they may be can and will tear down teamwork and motivation in a big hurry. The weaknesses of Jessica’s team were that they often avoided undesirable tasks, were not interested in becoming more efficient and put forth the least possible effort. In addition to these, they had taken to complaining about insignificant issues and had little
References: Pritchard, R.D., & Ashwood, E.L. (2008). Managing motivation: A manager 's guide to diagnosing and improving motivation. New York: Routledge/Taylor & Francis Group. ISBN: 9781841697895