Teamwork and Motivation

Topics: Motivation, Maslow's hierarchy of needs, Employment Pages: 6 (1606 words) Published: October 24, 2013


Assignment 3: Teamwork and Motivation

Organization Motivation Plan

An organization should take steps that would best benefit the organization as a whole to strategize a motivation plan. It first must identify what employees value and then determine how the organization can reciprocate that what the employees want is being heard. This can be done by taking the initiative to communicate first-hand with employees so that the plan is clear and concise. In the following motivation plan, I will explain how the plan encourages high job satisfaction, low turnover, high productivity, and high-quality work. Stacy Harris (2013) tells us that “the work environment is an important talent retention tool for any workforce, but it is particularly important for the skilled labor workforce. Work environments for the high-tech, healthcare, and manufacturing industries share several common issues: long hours, high stress, and often lower pay scales than positions that may require higher levels of education”. That is why creating and structuring a plan that is intended to motivate employees is such a significant piece to retaining skilled employees. When developing this plan I had to first answer the question, what behaviors will be rewarded and how. In this organization, we manufacture and sell a commodity and although sales are high, our products and delivery services are losing credibility. We are incurring costs that are avoidable and may be losing the trust of our customers if we don’t do something fast. Therefore, employee motivation is significant in rectifying the issues at hand. Quaratul-Ain Manzoor (2012) explains that “a motivated employee is responsive of the definite goals and objectives he/she must achieve, therefore he/she directs its efforts in that direction”. To achieve high job satisfaction and high quality work, we have created a system that will reward points for incentives that will be very appealing to our employees and we found this out by taking a poll of the most desired perks. Since no one motivation plan will satisfy all employees we have taken the initiative to strategize our plan to cater to each department in different ways. Each department has goals that need to be met and when employees exceed these goals their acts will be recognized and rewarded. In our sales department, we have employees that are experiencing frequent interaction with our consumers. In order for us to know what is really happening in those interactions we have implemented a survey system that is completed by consumers in reference to how our employees handled them. Once we receive surveys we will reward those exceeding the 91 percentile rating of satisfaction with points towards obtaining a free vacation day. Also, in all departments attendance will be recognized, especially since sales and assembly are high-priority human resource areas. When an employee misses no days within a six month to one year period we will have an award presented at our annual employee recognition program. Also, employees will be recognized every quarter for outstanding service according to their points and consumer ratings. This recognition will be displayed on our STAR employee board and they will receive gift certificates to the restaurant of their choice. For those employees that do not meet those requirements, throughout the year gas cards will be given to employees who are meeting targets, showing growth. In our assembly department the key to increasing the morale is encouraging employee motivation. Keeping employees engaged at the organization will satisfy their need to feel a part of the organization and also the company’s need of high-productivity. As suggested by Philip Mirvis (2012), “there is a daunting “employee engagement gap” in business”. To close this gap at WooWoo we are striving to promote from within. Giving employees the opportunity to rise up...

References: Mirvis, P. (2012). Employee Engagement and CSR: TRANSACTIONAL, RELATIONAL, AND DEVELOPMENTAL APPROACHES. California Management Review, 54(4), 93-117.
doi:10.1525/cmr.2012.54.4.93
Manzoor, Q. (2012). Impact of Employees Motivation on Organizational Effectiveness. Business Management & Strategy (BMS), 3(1), 1-12. doi:10.5296/bms.v3i1.904
HARRIS, S. (2013). Retaining and Motivating Skilled Labor. Training, 50(4), 22-23.
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