Ldr 531 - Motivation Plan Paper

Motivation Plan Paper

Elise Johnson

LDR/531

May 26, 2014

Debby McNichols

Introduction

The business world today consists of a very diverse workforce. Each worker has certain motivations, performance, and satisfaction. An effective leader comprehends that there are challenges when it comes to creating a work environment that combines different satisfactions, motivations, and performance styles into an effective workplace. A plan must be developed to encompass the employees’ performance styles, motivations, and satisfaction. The plan should include the employees’ and leader’s perspective to ensure all opinions and viewpoints are included in the plan, creating a positive work experience. Motivation is what makes an individual strive towards reaching a goal. Performance determines the actions that individual takes in reaching that goal. Satisfaction is the fulfillment of a want or need. Each of these aspects can determine whether employees’ fail or succeed.

Leaders

A leader can use a variety of tools to develop an employee’s performance, motivation and satisfaction. There are team building exercises, surveys, and measuring performance.  Using these tools will provide a more efficient and positive influence in the workplace. Compensation is often used as a means of increasing job performance but does not have the same effect with motivation and satisfaction. An effective manager will use different methods to achieve overall satisfaction. Appreciation is always an effective tool when trying to increase job performance. Employees who feel appreciated are satisfied with their positions. They will take the time to ensure customer satisfaction is achieved. The key to customer satisfaction is making sure the work environment is positive and all employees involved are satisfied and motivated to do their best. Performance is the easiest of the three aspects to evaluate and reward because most have defined list of tasks and performance metrics. Motivation is the hardest aspect to evaluate because the manager must trust employees to exhibit their motivations. An effective tool a manager can use to help evaluate motivation is the DISC Platinum Rule Behavioral Style Assessment. The Platinum Rule’s main focus is to evaluate the different patterns of behavioral styles by being open and direct ensuring employees have a better understanding of their surroundings. Primary behavioral styles are Interactive, Cautious, Steadiness, and Dominant. In the business world, these styles can affect production and teamwork.

Behavioral Styles: Learning Team A

The majority of Learning Team A’s members have the same behavior style. Elise, Andrea, and Angela all have the Cautious behavior style. In the workplace, the Cautious styles work at a slower pace than normal, they like to double check their work. They focus more on the complex side of things. However, their intelligence and ability to see different points of view allow them to have a quick and one of a kind sense of humor. The Cautious styles also have high expectations for others and themselves, causing them to be over-critical and slow and deliberate decision makers. Miguel has an interactive behavior style.  He is enthusiastic, friendly, and enjoys working with the team. Interactive styles tend to be more into relationships than tasks. They are talented people skills and communication skills. They also serve as the motivators of the group. Interactive styles excel at getting the group to accomplish goals set for the team. Robert is an adventurer, part of the dominance style behavior. Dominance styles are more comfortable when in charge.  They are very goal oriented and determined to achieve, which is a good characteristic to have in the workplace. Dominance styles tend to like working alone, but because of their strong personalities, they are a great asset to any team.

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