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Operational Motivation Plan

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Introduction

Operational Motivation Plan This plan incorporates many aspects of motivation. It looks to some motivational theories described by Robbins as well as the opinions discussed in other articles. Robbins (2001) said that managers get things done through other people. They make decisions, allocate resources, and direct the activities of others to attain goals. Highlighting the positive elements will provide an excellent basis for management objectives, as well as the profile of the organization. The most difficult job that faces a supervisor is learning how to effectively motivate and keep his/her employees motivated. The average person when asked how to motivate someone will tell you what motivates him or her. Unfortunately, everyone is different and what motivates one employee may only make another employee angry. The method we use to motivate each employee must be tailored to the individual employee. We must offer them something they value as an incentive to work towards a goal. ...read more.

Middle

Motivation in many ways is the key to success of many organizations. It is one of the most difficult tasks that a manager faces because everyone is different. The methods that are used to motivate employees must be tailored to fit each one. With multi cultural staff and organizational globalization these cannot be applied in isolation. Staffs are motivated in differing manners by their perception of their culture. Staff should be given the opportunity to learn in and from their role. Motivation by reinforcement allows the staff member to make mistakes and work backwards to rectify it. Equity for the organization/manager equals staff perception of their input against their output. This is perceived by reference to peers, systems and the individual. For motivational purposes this should be used to create motivation in the following ways: 1) Staff perceiving that their pay and/or conditions are generous will have a high quality/quantity output. Those who are under rewarded will lack effort to carry out task. ...read more.

Conclusion

Management should stand back from leading the team by identifying facilitators to act as a catalyst and support to the other members. Manager should look to the needs of the individual both culturally and personally, they should provide them with the best possible job to match those needs, offer incentives which are individualized, identify attainable goals linked directly to their accomplishment. This should all be balanced in the light of the equity perceived by the individual. This, with an empowerment culture will create an environment where every member of the organizational structure has an input and the output of the organization will be innovative ensuring delivery of outputs to the highest standards. Equitable pay has a part to play in the implementation of this plan. However, organizations can motivate staff with commitment to their staff in the performance of their jobs. Staff deserves fair pay and they deserve to be motivated by managers who have the farsightedness to trust, delegate to and include their staff members in the decision making process. It can be seen, that motivation is the key even when fiscal incentives are not available. ...read more.

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