Teamwork and Organizational Motivational Planning - Essay Example

Teamwork and Organizational Motivational plan al Affiliation: Organizational motivation plans encompass imperative elements such as high productivity, low employee turnover, satisfaction and high quality work. Therefore, for any contemporary business to flourish, a lot of input of both the basic and essential elements of human resources vital, besides the permanent assets and capital investment resources available to the organization. Therefore, this explains why employee welfare has grown over time to become a leading incentive for achieving business success. Thus, it is important factoring in the employee’s role in providing services to the organization’s clients to be able to create a good relationship between employer and employee through initiating motivational plans, which are aimed at ensuring that the employee’s commitments are rewarded to enhance their satisfaction, which will ultimately translate to high quality productivity as well as encouraging employee low turnover. Motivation and High Job Satisfaction. It results from the commitment, inclusion, and motivation of employees. Satisfaction efforts depend on the number of employees in an organization that is, a few employees are catered for easily while it is strenuous to cater for a large number of employees. In the case of WooWoo Widget Production Company, which has fifty employees a motivation plan is necessary to provide time-to-time pay and compensation plans in terms of money for achievements. Further, the plan must create opportunities relevant to employees’ talent and skills to enable them in the long-run get assurance for their job security (Janssen & Van Yperen, 2004). It is notable that, WooWoo’s main manufacturing challenges include product imperfection, high operational costs, and delivery delays. Therefore, the company should involve its employees in appraising operational inefficiencies that result to the escalation of costs (Schermerhorn et al., 2012). Thus, the amputation of such challenges motivates employers and employees hence bringing about job satisfaction. Motivational and High-Quality Work Diligence, proper recruitment, and training are incentives for the realization of high quality work. The motivational plan structure should embrace such incentives and, therefore, make employees own the company dream, which can trigger increased productivity that is important for company success. In addition, the employers must keep track of their personnel progress in terms of training and emotional catering because some of the factors causing poor quality are not necessarily within the workplace. For instance, some employees may have family problems that in some way might find their way into the company to cause mistakes that may jeopardize the quality of the Widgets produced. Motivational and High Productivity As with regard to productivity, the motivational plan should invoke deliberate initiations that can empower and improve employees’ morale towards the job. The employers also ought to recognize and value their employee’s hard-work as a way to stimulate high productivity. Therefore, the company must do its assignment well in procuring the necessary software and tools to avoid slapping blame on employees when defects crop up in the WooWoo widget manufacturing plant. Physical fitness of employees directly influences the organization’s productivity; hence necessitating the need for the motivational plan being structured to provide capacity for boosting the health of employees through provision of a safe working environment for employees and the construction of a health-care center within the company. In addition, the company can offer insurance covers to the employees. Thus, with these components in place, employees will feel more secure, hence stimulating their effort to increase personal productivity consequently, leading to increased organizational productivity. Motivational and low employee turnover The rate at which employees leave the working place either willingly or via resignation is employee turnover. The prime reaction to low worker satisfaction is a high turnover and low productivity. Such contributive causes of low productivity range from inadequate training, poor operational setting, ineffectual management, poor communication procedures, and ineffective conflict resolution methods. WooWoo’s motivational plan aims to obligate progressive adequate and indispensable training tailor-made to reflect particular employee wishes. Cognizant of the need to keep staff’s skills up-to-date will facilitate no or little turnover and high productivity; otherwise employee quitting or termination is inevitable. WooWoo’s main operation is the manufacturing of widgets and that necessitate proper requisition of tools and programs. The motivational plan will, therefore, envisage proper procurement of equipment such relevant software, computers, and ambient lightened office to enhance employee performance. Such undertakings will make employees feel appreciated and cared for thus minimizing chances of quitting. Motivational Theory Supporting the Plan The field of employee’s motivation has witnessed the development of theories by scientists in efforts to understand the employer-employee relationship effect on business performance. The outstanding among them that can support WooWoo motivational plan policy is McClelland’s theory. McClelland argues that triumphant-oriented personalities always strive to meet three basic needs (Weiner, 2013): the need for influence or power, the need for feeling connected or affiliated and the need for achievement. He further sustains that these needs are actualized through accomplishment and appropriate learning. Therefore, although there cannot be a perfect theory; I believe McClelland’s theory is the most appropriate in supporting WooWoo motivational plan because of the challenges of low product quality, operational costs escalation and delays in delivery. For instance, the need for influence means that both the employer and employees will input more effort at their own capacity; employer improves conditions of work whereas employees take the advantage to improve their productivity. The need for connection and achievement is actualized when the employees are appreciated. Thus, there is need creating a more elaborate motivational plan that incorporates the interests of the fifty employees and identifies how each can be motivated. Minimum wage workers Motivational plan. Every organization experiences minimum wage service workers and even ones they move the ranks another group is likely going to replace them. This group of workers merits extraordinary attention within the company and the motivational plan should, therefore, recognize their presence, as most of them are relatively new, young and often inexperienced since majority comprise of fresh graduates who are at their career inception. Thus, this necessitates that responsive corporates, need to initiate measures to boost morale for enhanced performance. One such approach is the proposal by Alderfer known as ERG theory, which states that young employees have survival, relatedness and growth needs (Schermerhorn et al., 2012). Therefore, from this approach, the company ought to value the existence and development of minimum wage recruits. Having considered such priority my proposal, I will consider three methods for motivation: monetary incentive, ambient training and profession advancement prospects. Money and employees’ goals are inseparable elements in motivational matters. Monetary incentives speak volumes in terms of efficiency and performance of minimum wage earners. The morale to wake up every day is as a result of monetary incentives and in fact the output of these minimum wage workers sometimes surpasses the old staffs. Another proposal is to restructure training with resources and establishment of office and personnel to help in quick founding of the new workers. The plan should also provide a setting that embraces innovations because current graduates are steadfast in coming up with new ideas of accomplishing tasks. Thus, subjecting them to traditional training will not only discourage them but also will make them feel disillusioned. Finally, my third proposal is to encourage progressive career development by addressing the growth needs of the workers to encourage and stimulate effort through the motivation e.g. through promotions to increase performance (Rainlall, 2004). Influence of culture, attitude, and behavior. Organizational culture embodies attitude and behavior, and therefore forms the main influencing factor of performance. Culture refers to a configuration of shared opinions, beliefs, assumptions, attitudes, and core organizational values that influence not only employees’ behavior, but also the systems created as well (Kusluvan, 2014). Therefore, a culture that regards employees’ behavior and attitude spurs/promotes the success of the business. Thus, with the dynamism that comes with culture, as the head of the organization, I will develop a guide that embraces virtual, cross-functioning and problem-solving approach to address discord resulting from culture, attitude and behavior. Further, if a disagreement occurs that cannot effectively be solved within the company framework, I will form a task force team to address the conflict. The team will then take a cross-functional approach implying that, members will be selected from different departments to form the task force team to help find a solution to the conflict. In addition, the taskforce meetings will be virtualized so as not to interrupt day-to-day company operations. Personal experience working with a team I participated in a team work activity whose aim was to select a leader for the group; to guide us for the five week period we were going to meet to collaborate and find a solution to the challenges facing WooWoo widget manufacturing company. During the team work activity, a couple of members showed their interest in leading the group and so we decided to subject the selection to a democratic voting process to enable us choose the leader in a more transparent and fair manner to avoid conflict of interest. Further, we faced other challenges, the main one being, which technique to adopt in finding the solution to the company’s problem. However, we decided to the use the brainstorming approach to generate ideas hence resulting to the surfacing of a number of ideas. This posed a challenge as each individual team member felt that his opinion was the best for the team to adopt. However, we decided adopt those ideas, which drew huge consensus from team members and left the others in the pot resulting to uproar from some members who were opposed to the decision. Therefore, in my later undertakings I could prefer to subject every tough decision to the voting process because it is transparent, fair and considers the opinions/wishes of the members thus, resulting to no contention after one emerges a winner. Ultimately, I learnt from this exercise that decision making is a tough process that demands radical measures to be taken otherwise the team may remain stuck. References Janssen, O., & Van Yperen, N. W. (2004). Employees goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of management journal, 47(3), 368-384. Kusluvan, S. (2014). Managing Employee Attitudes and Behaviors in the Tourism and Hospitality Industry. Google Books. Print Rainlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. The Journal of American Academy of Business, 9, 21-26. Schermerhorn, J. R., Osborn, R.N., & Uhl-Bien, M. , Hunt, G. J. (2012). Organizational Behavior. New York: John Wiley & Sons. Weiner, B. (2013). Human motivation. Psychology Press. Read More