ASSIGNMENT # 3
Teamwork and Motivation
February 21, 2014
Organizational Motivation Plan
Motivation is defined as forces within the individual that account for the direction, level, and persistence of a person’s effort expended at work. Direction refers to an individuals’ choice when presented with a number of possible alternatives. Level refers to the amount of effort a person puts forth. Persistence refers to the length of time a person sticks with a given action. (Schermerhorn,J)
According to Alexander Hiam, (Author of in Motivational Management: Inspiring Your People for Maximum Performance), Managers have a tough job. By definition, they must accomplish their goals and do their work through the work of others. The old saying that ‘‘If you want something done right, do it yourself’’ has a ring of truth to it, because it is usually harder to get employees to do a challenging job well than to do it yourself. Yet managers must let go of their own urge to just step in and make things right, and they must instead nurture the necessary competencies and commitment in their employees. I believe that if you have the most qualified leaders that encourage positive attitudes within the organizations, then half of the battle is won. The motivational plan that I would put in place will be comprised of several Motivational theories such as MBO, Equity, and Expectancy theory.
Step 1-Establish organizational objectives and goals
The organizational goals and objectives would be clear, concise, and obtainable. The goals will be outlined on a quarterly basis with and ultimate goals identified. Revise the mission statement and identify preliminary employee incentives. The immediate objectives will consist of identify the causes for product defect, come up with a solution, and put the plan in action. Therefore, we can decrease our cost by 30% and decrease our delivery times by 50%. Step 2- Communicate objectives and goals to employees
In order for everyone to commit to the same goal, a communication plan should be developed in order for employees at all levels to have the understanding of the organizational mission. This will be done by conducting strategic meetings with each department so that specialized attention can be given to any employee who is unclear about the newly implemented processes. During this time, suggestions will be taken for the company’s reward system. Step 3- Identify Cross Functional team members
A cross functional team of leaders will be set up. This team would consist of managers from each department such as Sales, Production, Technology, and Administration. These leaders would meet at regular scheduled times to work together utilizing their expertise and team thinking in order to create a environment in which everyone is working toward a common goal. This team member’s responsibility would be to identify performance goals with active participation from the lower level team members, promote growth, and be the voice for their individual teams.
Step 4- Develop formal teams within each department
These teams are comprised of work units that would perform the tasks assigned by each departmental manager which would be a part of the cross functional team. The employees should be paired with correct task according to their area of expertise. The formulation of this team would allow every employee the sense of interpersonal relationships with their co workers, participation- every employee has a voice in the organization, and accomplishment. The manager would then have meetings with his or her team and report progress and/or concerns to the cross functional team. Step 5 –Monitor team and individual performance
The evaluation of the performance of the employees will be done on annual basis for performance objectives, and quarterly for team performance. These evaluations will be conducted through a 360 degree evaluation process, in which peer,...
References: Heerwagen,J.,Heerwagen, J.H. & Associates, Kelly,K.& Kampschroer,K.(2010) The Changing Nature of Organizations, Work, and Workplace. Http://www.wbdg.org/resources/chngorgwork.php#ar
Hiam, A. (2003). Motivational Management : Inspiring Your People for Maximum Performance. New York: AMACOM, American Management Association.
Schermerhorn,J., Osborn, R., Uhi-Bien, M., & Hunt, J., (2013). Organizational behavior. (12th ed.) Wiley Plus.
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