Motivation Plan

Motivation Plan

In today’s business world, each business organization has a diverse workforce and each worker has specific motivations and emotions. An effective manager understands the challenges involved in creating a workplace that combines the employees’ motivations, satisfactions, and performance into a cohesive and effective workforce. A manager must develop a plan encompassing the employees’ motivation, satisfaction, and performance. It is necessary that the plan includes both the managers and employees perceptions to ensure that all viewpoints are incorporated into the plan for positive impact.

According to Robbins and Judge (2007), “Motivation is the process that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal” (p. 186). Satisfaction is defined by Merriam-Webster’s dictionary as the “fulfillment of a need or want” and performance is defined as “the execution of an action” or “the fulfillment of a claim, promise, or request.” Motivation, satisfaction, and performance are important aspects that a manager must employ with people and each aspect can define the success or failure the employee has as an individual or as a team. If a manager has a positive impact within their span of control, the manager will be able to increase an employee’s motivation, satisfaction, and performance.

A manager can leverage a variety of tools in developing and evaluating employee motivation, satisfaction, and performance. Some of those tools are employee surveys, performance evaluations and team building sessions in order to provide a positive and efficient work-life balance.

Compensation is a very important aspect for rewarding increased performance but has a limited effect in increasing an employee’s motivation and satisfaction (Robbins & Judge, 2007). Rewarding employees with compensation is an important aspect of increasing performance, motivation, and satisfaction but is only one of several tools. To go beyond...