Motivation Plan - Essay Example

The assessment of each employee i.e. X, Y, and Z has revealed varying degrees of preferences for jobs and also towards their job satisfaction. In part 1, the characteristics of each employee were determined along with the loopholes that each had in their performance. In order to increase the productivity of the employees, it is important that a motivational plan is developed for each one so that they can make valuable contributions to the organization. Each of the employees was asked to fill the two forms i.e. Employee Passion Survey and Team Alignment Survey. Both of the forms allowed the team responsible for motivating employees, the factors that are important for motivating them and they are shown in the table.

Some research was done to identify the most effective strategies for motivating employees and the most effective and easily implemented motivational strategies for different kinds of employees are deduced from the research of Shanks (2011) and Ukandu and Ukpere (2011). The details of the motivational strategy for each employee along with the Action plan are detailed in the table.

Team Member Name

Summary of Individual Characteristics

Motivational Strategy and Action Plan

Relevant Theory

Employee X

·  Self-motivated and satisfied with the job

·  Understands and handles all the responsibilities very well

·  Demonstrates potential of handling critical tasks

·  Well-organized and enjoys his work

·  Performance can be improved when more critical tasks are assigned

·       Since the employee is self-motivated, the supervisor will have to develop the leadership skills in him. The supervisor will have to arrange a meeting with him, discuss his positive qualities and then recommend him areas of improvement. The employee must be given feedback about his performance so that he knows how he is performing in the organization.

·       Once the employee will see that he can handle additional responsibilities and that supervisor trusts him, then he must rewarded for his additional contribution. The team will have to ensure that the employees are rewarded for improved performance and also for performing critical tasks efficiently.

·       The supervisor must give feedback to his employee after reviewing his performance after completion of the project. When the employee will feel that his work is being appreciated, he will be willing to make more valuable contribution and will be more satisfied with his job.

Two theories can be applied for Employee X:

1.Herzberg’s Two Factor Theory

2.Mc Gregor’s Theory X and Y

Employee Y

·    Proper instructions alongwith guidelines need to be given

·    Multiple tasks are difficult to manage

·    Communication is difficult for the employee as he gets easily distracted

·  Lack of self-confidence leads to inability of multiple tasking

·  Gets emotional quickly and does not think logically

·       The manager of employee Y will have to first work with his employee to understand why he is lacking confidence. The survey revealed that he found himself to be less competent. Hence, the manager will have to act as a role model for him and will develop his confidence in him.

·       The emotional element of the employee needs to be controlled and it will be done solely by sending him on the workshop in which he should be trained about controlling his emotions and not letting it impact on his work.

·       Once the employee is able to control his emotions and not get distracted while performing his tasks, then he will be able to handle multiple tasks without stress and he will start feeling motivated and satisfied with his job.

·       Hence, the manager will have to prepare him to handle tougher tasks and control his emotions to a greater extent.

·       The manager should review the performance during and at the end of the project and acknowledge when he performs well. The appreciation should also be shown in the form of some reward that is of value to him.

Theory that can be implemented for Employee Y is McClelland’s Acquired Needs Theory

Employee Z

·    Has history of unethical practices and violating work rules

·    Needs to monitored constantly

·    Lacks motivation and a person needs to work alongwith him

·    Highly skilled but too much confident about himself

·     From the employee’s survey, it was found that he gets motivated by challenging tasks and wants his supervisor to support him.

·     The employee should be given training in the form of supervisor’s guidance and workshop. He should be able to control his emotions; never break the rules; control his anger; develops healthy relationship with supervisor and colleagues and revitalize his personality.

·     The employer-employee relationship must be developed which means that the supervisor first let him perform some smaller tasks and when he demonstrates that he is truthful and can be trusted then he must be assigned bigger tasks.

·     Once the employee is trustworthy and does not violate the rules, then he must be given tough and challenging tasks.

·     The employee’s performance must be reviewed on an ongoing basis and he should be appreciated for showing exceptional performance.

Two theories that can be applied for Employee Z are

1.Mc Gregor’s Theory X and Y

2.McClelland’s Acquired Needs Theory