Motivationis one of the key determinants of the level of job satisfaction andemployee performance. The concept of employee motivation is definedas the energy, creativity, and commitment that the members of staffdemonstrate to their organization (Osabiya, 2015). However, anorganization or a department that intends to motivate its members ofstaff should appreciate the fact that different members of theworkforce feel motivated by different factors. Consequently, amotivation plan should have different components that address theinterests of all members of the workforce. This paper will discuss amotivation plan that has been developed after conducting an interviewwith a mentor. The mentor works as an implantation consultant in atechnology department of a large financial institution. Themotivation plan will also include strategies that will facilitate themotivation of the members (including Michael Wells, Phaedra Depuy,and Tonya Tyler) of my learning team.
Theinterview process resulted in the identification of the key factorsthat motivate, satisfy, and enhance the performance of the employees.During the interview, the mentor stated that honesty, effectivecommunication, open door policy, honesty, and the act ofcongratulating workers in life events helps them feel motivated andsatisfied. According to the mentor, open communication enhances themotivation of the members of staff by creating a perception that theemployer has nothing to hide, which is an indication of honesty andtransparency. The mentor also stated that the members of staff shouldbe provided with the opportunity for skills development throughstretch assignments.
Amotivation plan that targets more than one person should becomprehensive and contain different sources of motivation. The planshould based on the fact that people source their motivation fromdifferent factors, irrespective of whether they are working for thesame organization and the department (Dobre, 2013). The motivationplan presented below is comprised of six key strategies that capturethe interests of different employees and members of the LearningTeam.
Aneffective reward system compensates the members of staff for everypositive contribution that they make towards the success of theorganization and punish them for negative performance (Dobre, 2013).From the interview, the mentor held the members of staff feltmotivated by being congratulated in life events. A congratulatoryremark is an example of intrinsic reward. Therefore, the rewardsystem will include intrinsic factors that motivate the staff as wellas the members of the learning team. This strategy will beaccomplished by requiring the heads of department to inform andcongratulate employees whenever they make a positive contribution atwork and in the life events. Intangible rewards motivate employees byhelping them realize that the organization values their presence aswell as the contribution towards the achievement of its goals.
Effectivecommunication and the open door policy
Somemembers of staff feel motivated and satisfied with their present jobswhen their employers facilitate an effective communication andimplement an open door policy. Effective communication and the opendoor policy are included in the present plan because the mentorsstated during the interview that the members of staff value opennessand transparency. The department will adopt the open door policy byensuring that the offices of the heads of departments, supervisors,and other leaders are accessible to all members of staff, includingthe junior employees. Openness motivates the members of staff becausethey feel that the employer values their views (Awadh & Ismail,2012). In addition, communication facilitates an effective flow ofinformation, which enhances efficiency as well as the employeeperformance. Moreover, the ability of junior employees and technicalmanagers to access the top leaders will help them feel as part of thedepartment, thus enhancing their satisfaction.
Thedepartment will provide the members of staff with the opportunity togrow and develop their career and personal life. From the interview,the opportunity for personal and career development is one of the keyfactors that motivate the employees. In the present motivation plan,the members of staff will be provided with the opportunity for growthin different ways. For example, the department will supportcontinuing education courses, provide mentoring as well as leadershipdevelopment programs, in-house training, tuition reimbursement,internal career advancement, and promotion. Employees who completethe training programs that enhance skills that are relevant to theirjobs will be motivated through promotion or an increase in thecompensation. The provision of opportunities for growth bringsmotivation by creating the hope for a better job position andcompensation, which increase their job satisfaction (Awadh &Ismail, 2012). The motivated members of staff will be able toincrease their performance.
Thedepartment will empower the members of staff by giving them theopportunity to take part in the process of making different decisionsand allowing them to take charge of the work related tasks. MichaelWells, one of the members of the learning team, feels motivated bybeing allowed to take charge. Wells is a go getter who will bemotivated by being allowed to be part of the team that will makedecisions for the organization. Well and other go getters will thenbe given the autonomy to implement the decisions and take control ofthe tasks involved in the implementation process. For example, Wellsand other employees will be given the opportunity to give theiropinions whenever the department is making critical decisions. Theywill then be given the freedom to work towards the implementation ofthe decisions without being micromanaged. Their performance will bemeasured on the basis of short-term results. The concept ofempowerment increases motivation by creating the sense of ownership(Men, 2015). Empowered members of staff will demonstrate commitment,increase productivity, feel satisfied, and become more creative.
Someemployees feel motivated and satisfied when their organizationscreate a platform for them to work in teams as opposed toindividuals. For example, Phaedra Depuy, who is part of the learningteam, is an impresser. Depuy prefer sharing goals with other people,which implies that the department can motivate him and otherimpressers by allocating tasks to teams, instead of individuals.Therefore, the department will organize work teams comprising ofindividuals with different types of skills in order to help themshare goals and complement each other in terms of knowledge andskills. The allocation of tasks to teams will reduce the probabilityof putting employees under pressure since roles will be shared by allmembers of the working groups. However, each team should have a setof achievable goals with a reward attached to each of them. The ideaof attaching a reward is derived from the fact that impressers workharder when they feel that a significant reward is at stake.Motivation will be derived from the fact that Depuy and otherimpressers will achieve better performance when working in teams(Awadh & Ismail, 2012).
Theexercise of setting specific and achievable goals can motivate themembers of staff since they have something that they aim to achievewithin a given time frame. Tonya Tyler is a pioneer who likeschanging things, performing to her own standards, and striving toachieve the unusual. The element of the desire to perform accordingto her own standard implies that the department will be able tomotivate Tyler by giving her the opportunity to set her goals and thestandards of achievement. In addition, the department will assignunique roles to Tyler and other pioneers since they are motivated byunusual tasks (Osabiya, 2015). However, the management will avoidputting the pioneers under pressure in order to reduce the risk ofdetachment.
Astaff motivation plan should include different strategies in order toaddress the interests of a diverse workforce. Although many managershold an opinion that the members of staff are always motivated byfinancial rewards, an interview with the mentor indicated a range offactors that inspire people. This leads to a conclusion that aneffective motivation plan must include a large number of strategiesthat stimulate individual members of a workforce that is beingconsidered. Therefore, the diversity of the motivation plan shouldmatch with the multiplicity of the issues that inspire the employees.
Awadh,A. & Ismail, W. (2012). The impact of personality traits andemployee work-related attitudes on employee performance with themoderating effect of organizational culture: The case of SaudiArabia. AsianJournal of Business and Management Sciences,1 (10), 108-127.
Dobre,O. (2013). Employee motivation and organizational performance. Reviewof Applied Socio-Economic Research,5 (1), 53-60.
Osabiya,J. (2015). The effect of employees’ motivation on organizationalperformance. Journalof Public Administration and Policy,7 (4), 62-75.
Men,R. (2015). Employee engagement in relation to employee-organizationrelationships and internal reputation: Effects of leadershipcommunication. PublicRelations Journal,9 (2), 1-22.