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Week Three Employee Portfolio: Assessing and motivating 3 employees.

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Week Three Employee Portfolio: Management Plan Elizabeth Periche MGT/311 1st April, 2012 Jean Papaj # Person 1 Person 1 characteristics may affect the performance of the organization by not allowing other people to attain a position status. He resembles the characteristics of a personal power; those with a strong power motivator are often divided into two groups: personal and institutional power. People with a personal power drive want to control others, while people with an institutional power drive like to organize the efforts of a team to further the company's goals. These kinds of employee have the following characteristics: - Wants to control and influence others, Likes to win arguments, Enjoys competition and winning and Enjoys status and recognition. On the other side Person 1 is not able to properly accept critique from his colleagues and this may get subjective in job-related matters. Thus these negative characteristics will affect the performance of the company. As a manager I recommend that motivating # person 1 in terms of providing feedback effectively, assign them suitable tasks along with appropriate authority and power, this will help him to remain motivated. ...read more.


In order to motivate its employees and increase the level of satisfaction in the organization, human resource managers should be interested in understanding the various characteristics of the employees so that the employees remain motivated. A successful organization always keep developing its employees and coaching them on the different deficiencies so that they can take out the best from them. Timely check on the characteristics, setting goals should be encouraged by the firm. In a highly employee concentrated organization a succession plan is created to focus on the needs of the employees. The organization wants to empower employees to be a forward thinker, challenge management, creative, and believe on the culture. Issues that we want to improve upon are the consistency of deliver, excellence on expectation. Below is the Motivational Strategy and Action Plan related with one of the motivational theory. University of Phoenix Material Employee Portfolio: Motivation Action Plan Team Member Performance Rating Summary of Assessments Motivational Strategy and Action Plan Relevant Theory Person #1 Thought there are certain consideration but still the candidate is appropriate for the job This employee has a higher job satisfaction. ...read more.


Team Member Performance Rating Summary of Assessments Motivational Strategy and Action Plan Relevant Theory Person #3 This person may not be the best one for the job but this can be improved. This person has a lower satisfaction, takes a lot of time to complete tasks and there are higher chances for subjectivity when doing his job. On the other hand some of his strengths are that he tends to put accent on details and that he represents a more blended style of decision making. There are several ways of increasing the satisfaction of this employee which is the first step into increasing the motivation. Theory X, as Robbins and Judge (2011) consider, states that employees dislike work and they need to be directed or even coerced into performing it. Management recommendations: The Company in order to increase this person's motivation it would need to determine what makes him have dissatisfaction for this job, take measures to eliminate these factors, increase the compensation, and influence this person into increasing efficiency and performance. Reference Robbins, S.P., Judge, T.A., (2011). Chapter Three: 'Attitudes and Job Satisfaction'. , Organizational Behavior. 14th ed. Pearson Education. pp. (14-15). ?? ?? ?? ?? Employee Portfolio: Motivation Action Plan MGT/311 Version 1 2 ...read more.

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