Your company has 50 employees in the following departments: ales, assembly, technology, and administration. Motivation is a key element in organizational behavior because an employee needs to be motivated in order to exhibit an attitude or behavior that will help achieve the goals and objectives of the organization and thereby improve performance in the functions of an employee’s teamwork abilities. Motivation increases the willingness of the workers to work, thus increasing efficiency and effectiveness of the organization.
Design an organization motivation plan that encourages: high job satisfaction, low turnover, high productivity, and high-quality work. Motivation is one of the most important factors shaping organizational productivity. Designing a motivational plan that encourages job satisfaction, low turnover, high productivity, and a high-quality of work takes time and takes the right methods of implementation by management. The key to motivation is understanding, evaluating, and analyzing the attributes of each team members contribute to the work design and team layout of an organization.
As an owner of a small manufacturing company, consisting of 50 employees in the following departments: Sales, Assembly, Technology, and Administration; our motivational plan will be designed to integrate and function within these departments. The sales department will undergo new efforts in teamwork configuration and team building, directed by the administration department. The textbook defines team building on page 171 as, “a collaborative way to gather and analyze data to improve teamwork. As stated by researchers in various fields of study and topic in reference to motivation and teamwork; ‘To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, titivating employees is arguably the most complex. ” The Administration department is the key player to motivating employees within all departments of the company; in return they will be compensated and rewarded as their own motivational drive.
Adequate job selection and placement based on attitude, interest, ability and skills by management; provision of training facilities to improve employee’s knowledge and performance in the establishment ensures job satisfaction, low turn-over, and high productivity. If in-service training is provided for employees, it helps them to increase their skills on the job which also leads to increase in productivity in the organization. Employees feel motivated when they received free training from their employers.
The assembly department receives the proposed motivational plan, which leads to job satisfaction which in turn reduces the turnover rate amongst the employees within this department. They will ultimately then give the results of an increased rate of output and quality of output (high-quality work). The technology department is configured in the design by way of enhancements in communication as motivation. This is a direct result of the provisions in imputer hardware and software improvements made by the administrative department.
Well thought out, the proposed motivational strategy put into place, serves directly to improving the performance of our employees and will affect all four characteristics of the motivational design. Propose two methods to motivate all of the employees in the organization. Rate these methods in order of importance. Managers must use the emotions, attitudes, values, and personalities of employees to motivate their team performance creates a cohesive and progressive team.
The use of intrinsic and extrinsic motivation ethos has the potential to benefit the employees and the overall performance of the company. Intrinsic motivation; defined by tuition. Com; motivation based on taking pleasure in an activity rather working towards an external reward. Stimulation that drives an individual to adopt or change a behavior for his or her own internal satisfaction or fulfillment. Intrinsic motivation is usually self- applied, and springs from a direct relationship between the individual and the situation.
It is very important factor in the design of a learning or training course (www. Objectifications. Com). This website, http://psychology. Bout. Com, states “intrinsic motivation involves engaging in a behavior because it is personally rewarding; performing an activity for its own sake rather than for the desire for some external reward (motivated by an internal desire) Initialization and integration are the processes through which extrinsically motivated behaviors become more self-determined.
Intrinsic rewards: tend to give personal satisfaction to individual by the following: Information/feedback, Recognition, Trust, Relationship, and Empowerment. Extrinsic motivation; defined by the business dictionary website; drive to action that (as opposed o intrinsic motivation) springs from outside influences instead of from one’s own feelings. Extrinsic motivation is a construct that pertains whenever an activity is done in order to attain some separable outcome. This website, http://psychology. Bout. Com, states “extrinsic motivation occurs when we are motivated to perform a behavior or engage in an activity in order to earn a reward or avoid punishment (motivated by a desire to gain a reward or avoid a negative outcome). Also has been referred to as, doing something because it leads to a separable outcome. Extrinsic motivation played a dominant role in earlier eras, when work was generally more routine and bureaucratic, and when complying with rules and procedures was paramount.
This job offered workers few intrinsic motivations, so that extrinsic motivations were often the only motivational tools available to organizations. Extrinsic rewards are concrete rewards that employees receive are the following: Bonuses, Salary raise, Gifts, Promotion, and other kinds of tangible rewards. As a small manufacturing company; through the proposed two methods of intrinsic and extrinsic motivational concepts will be the start to improving the overall performance, output and quality of work amongst all four departments within the company.
Propose three ways to motivate the minimum wage service worker. Support your suggestions with a motivation theory. Respond with “family-friendly/’ policies, which typically include flexible work arrangements such as the following: Flextime, which this policy grants employees some leeway in choosing which 8 hours a day or which 40 hours a week to work; Job-sharing, the policy which creates part-time jobs, 2 employees share the duties of a single position.
These are options to give to employees that are single parents or to families that one arena is trying to gain a better education and attending school in their free time away from the workplace. Through the use of production bonus systems the assembly department employees may receive a basic wage or salary plus a bonus that consists of a payment for each unit produced. For example, an employee might earn $7. 50 or more an hour plus $0. 15 for each unit produced. This is called a production bonus system.
If our employees do not appear to be motivated by our efforts in a production bonus system, the bonus may not be large enough to be worth the extra work. Research shows employees who ark faster earn more money under such a system, but the pay system does not necessarily encourage a consistent high-quality of work. This is one option we will test on a small group of workers in the assembly department and then decide if the results in quantity and quality of outputs is worth a full department incentive option. The use in job rotation involves moving employees from job to job to give them more variation.
For example, the employees in a production department may take turns operating all the machines in the factory. Job rotation requires that employees have relatively broad skills. As a result, the supervisor r company must provide employees in the assembly department cross-training, or training in the skills required to perform more than one job. The opportunity to learn new skills through cross-training can in itself motivate employees. Which was mentioned previously in the proposed motivational design for the assembly department plans.
Another use of motivation action is, job enlargement. This is an effort to make a job more interesting to the employee by adding more duties to their particular job qualifications. Therefore, a machine operator might be responsible not only for running a particular machine but also for performing maintenance on the machine and inspecting the quality of the parts the machine produces. This approach of job rotation assumes, that by offering variety in a job, will be more satisfying, resulting in highly motivated employees.
Last proposed way of motivating our assembly department of employees is to offer a group incentive plan. Organizations today are focusing increasingly on ways to get employees and their supervisors to work together as teams. A financial incentive to get people to work this way is the group incentive plan, which pays a bonus when the group as a whole exceeds some objective. An organization measures he performance of a work unit against its objectives, and then pays a bonus if the group exceeds the objectives. This method promotes the use of teamwork by integrating employees in different departments.
In the long run we hope to see that with this motivational program will produce feedback and ultimately high quality of work as well as job satisfaction. Analyze the relevance of the individual worker in today’s organizational context. Employee motivation can present distinct challenges on the front line of a company’s operations. Motivating lower- level employees requires extra care on the part of supervisors and business wieners, who must look outside of the traditional solutions of higher salaries and comprehensive benefits to improve employee performance and boost employee retention rates.
Today’s employees are more career conscious than ever. They are demanding more in terms of personal growth and development. Organizations that fail to allow employees to meet their individual needs will be losing valued employees. In today’s competitive environment, it is imperative that all organizations create a work environment which fosters growth and development. It is apparent this can be accomplished by implementing a Career Development Program in the workplace.