Daewoo

Plan for Improvement

Charles Lee

LDR/531

November 29, 2010

Peter Wilms

Robbins & Judge (2007) states that “organizational commitment is defined as a state in which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.” This commitment was seen more in the old days than what is being seen in the 21st century. In today’s world more employees are not committed to organizations as they use to be. Instead employees are more focused on what the company can do for them. Because this is the case managers must realize this change in commitment and be able to adjust to their employee’s needs and motivate him or her to best on the job. In this paper I will discuss a plan that may be applied in a business setting and would increase motivation, satisfaction, and performance. I will also be addressing my results from the assessments taken, which include attitudes, behavior, emotions, personalities, and values.

For any company to be successful today, they must have employees that are committed to being on time and getting their job done. They must also have a manager who can effectively manage the task while managing the working lives of those individuals carrying out those tasks (PPC online, n.d.). To successfully manage the working lives of the employees one must motivate them this can be done by looking at the seven strategies for motivation, which are positive reinforcement, effective discipline and punishment, treating people fairly, satisfying employee needs, setting work-related goals, restructuring jobs, and basing rewards off of job performance  (Accel, n.d.). The strategies used, depends on the situation and job. It is the manager’s responsibility to know what motivates the employees. Some employees are self-motivated, while there are others who need incentives and involvement. This is why the manager must stay in contact with the employees.

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