Motivation and Leadership Issues - Lab Report Example

Factors which help in motivating the employees of the facility are abstract, to say the least, but a sense of duty and the positive feelings associated with doing something that matters seem to play a big part there. However, this does not mean that the people working there do not need rewards or recognition since that is an important part of working and remaining motivated to work.

To handle this aspect of motivation, the presentation moves towards discussing a leadership program at the facility which is presently non-existent. The presentation highlights why this is important for motivating and getting more productivity out of the employees working at the facility by extolling the values of training and knowledge management. The issue of knowledge management comes from the idea that there are four generations of individuals who are present in the facility and they have very different knowledge bases which come with different approaches to the management of the organization.

These differences in approaches are then discussed in detail about the leadership program that could be created at the facility. DDI Leadership is one organization that could help in the development of a good system for the leadership program which is based on a performance appraisal system created by the company. Performance appraisal would have its criteria for various departments and various aspects of the work which is performed at the facility but the overall objective of the performance appraisal system would be to spot and earmark those individuals who can come up as the future leaders of the organization. Individuals can also respond to the performance appraisals given to them and appraise their managers based on their own opinions of their leadership abilities and performance.

Finally, the presentation gives some key recommendations to the facility of which the highest recommendation is to implement a leadership program as well as a system for rewards and recognition which does not have to be monetary. The facility is also recommended to create a long-term management strategy for itself and to give employees regular performance reviews which can be 360o reviews. Of course, the validity and usability of the reviews would be highly improved if they were given with constructive feedback for both the management of the company and the employees.

In conclusion, the presentation makes some very valid points and solid recommendations for the facility and it is very likely that the facility would benefit tremendously if it used the recommendations contained within. While the presentation is by no means a final product on which PresCare can start its leadership program, it is certainly a very useable starting point from which PresCare can develop several pathways for improving itself.