Teamwork and Motivation
Assignment 3: Teamwork and Motivation
Organization Motivation Plan
An organization should take steps that would best benefit the organization as a whole to strategize a motivation plan. It first must identify what employees value and then determine how the organization can reciprocate that what the employees want is being heard. This can be done by taking the initiative to communicate first-hand with employees so that the plan is clear and concise. In the following motivation plan, I will explain how the plan encourages high job satisfaction, low turnover, high productivity, and high-quality work. Stacy Harris (2013) tells us that “the work environment is an important talent retention tool for any workforce, but it is particularly important for the skilled labor workforce. Work environments for the high-tech, healthcare, and manufacturing industries share several common issues: long hours, high stress, and often lower pay scales than positions that may require higher levels of education”. That is why creating and structuring a plan that is intended to motivate employees is such a significant piece to retaining skilled employees.
When developing this plan I had to first answer the question, what behaviors will be rewarded and how. In this organization, we manufacture and sell a commodity and although sales are high, our products and delivery services are losing credibility. We are incurring costs that are avoidable and may be losing the trust of our customers if we don’t do something fast. Therefore, employee motivation is significant in rectifying the issues at hand. Quaratul-Ain Manzoor (2012) explains that “a motivated employee is responsive of the definite goals and objectives he/she must achieve, therefore he/she directs its efforts in that direction”. To achieve high job satisfaction and high quality work, we have created a system that will reward points for
Organization Motivation Plan
An organization should take steps that would best benefit the organization as a whole to strategize a motivation plan. It first must identify what employees value and then determine how the organization can reciprocate that what the employees want is being heard. This can be done by taking the initiative to communicate first-hand with employees so that the plan is clear and concise. In the following motivation plan, I will explain how the plan encourages high job satisfaction, low turnover, high productivity, and high-quality work. Stacy Harris (2013) tells us that “the work environment is an important talent retention tool for any workforce, but it is particularly important for the skilled labor workforce. Work environments for the high-tech, healthcare, and manufacturing industries share several common issues: long hours, high stress, and often lower pay scales than positions that may require higher levels of education”. That is why creating and structuring a plan that is intended to motivate employees is such a significant piece to retaining skilled employees.
When developing this plan I had to first answer the question, what behaviors will be rewarded and how. In this organization, we manufacture and sell a commodity and although sales are high, our products and delivery services are losing credibility. We are incurring costs that are avoidable and may be losing the trust of our customers if we don’t do something fast. Therefore, employee motivation is significant in rectifying the issues at hand. Quaratul-Ain Manzoor (2012) explains that “a motivated employee is responsive of the definite goals and objectives he/she must achieve, therefore he/she directs its efforts in that direction”. To achieve high job satisfaction and high quality work, we have created a system that will reward points for
References: Mirvis, P. (2012). Employee Engagement and CSR: TRANSACTIONAL, RELATIONAL, AND DEVELOPMENTAL APPROACHES. California Management Review, 54(4), 93-117. doi:10.1525/cmr.2012.54.4.93 Manzoor, Q. (2012). Impact of Employees Motivation on Organizational Effectiveness. Business Management & Strategy (BMS), 3(1), 1-12. doi:10.5296/bms.v3i1.904 HARRIS, S. (2013). Retaining and Motivating Skilled Labor. Training, 50(4), 22-23.