Operational Motivation Plan.

University Degree Business and Administrative studies

Operational Motivation Plan

Abstract

In this paper, I discuss the roles of both, the organization and the role of the manager. I also give a clear definition on what is motivation and why it is important. I elaborate on the importance of employee motivation because they are the core of the whole organization. In order for an organization to be successful, employees must be happy and quite productive. They must be taken into consideration and be recognized even with the simplest words.

The Role of an Organization

An organization is a collection of people working together in a planned, deliberate structure to achieve common goals. The role of any organization is to enable great accomplishments to be achieved by having individuals work together than would be possible by each individuals working alone. Organizations are different from other collections of people because membership is deliberate, not random, and there are goals to be accomplished. Organizations are also social system, with interpersonal relationships involved in innovating, planning, implementing, evaluating, and producing goals.

The Role of Management

We often stop and think of managers and ask what their roles are on organizations. According to Stephen Robbins (2001), "Managers get things done through other people. They make decisions, allocate resources, and direct the activities of others to attain goals" ( p. 5). Because an organization has goals to achieve, a manager must be in the lead to set the rules for getting the tasks done to achieve the goals required. "Since organizations exist to achieve goals, someone has to define those goals and the means by which they can be achieved. Management is that someone" ( Robbins, 2001, p. 5). Robbins discusses the five main functions of management. He begins with planning which includes defining goals, establishing strategy, and developing plans to coordinate activities. Organizing which determines what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made. The leading function is an extremely important function that includes motivating subordinates, directing others, selecting the most effective communication channels, and resolving any conflict that may arise. The last function that Robbins discusses is the controlling function. This function ensures monitoring activities to ensure that they are being accomplished as planned and correcting any significant deviations ( Robbins, 2001, p. 5 ).

Password

Confirm Password

I agree to the terms of service and privacy policy

This is a preview of the whole essay

Managers should always attain good communication skills with their employees. In order to have their employees follow in their footsteps, they must set good examples for them. Robbins cites an example of management skills by Kats. "Robert Kats has identified three essential management skills: technical, human, and conceptual"(Robbins, 2001, p. 7 ). The technical skills are usually the skills we learn from our education. These skills carry the knowledge needed to do the job. Human skills on the other hand, are skills that we acquire from home and our surrounding. "The ability to work with, understand, and motivate other people, both individually and in groups, describe human skills" (Robbins, 2001, p. 7 ). Interpersonal skills or human skills are the most important skills because they help one understand people and how they behave. "Since managers get things done through other people, they must have good human skills to communicate, motivate, and delegate"(Robbins, 2001, p. 8 ). The third skill that Robbins discusses is the conceptual skills. As Robbins (2001) states, "Managers must have the mental ability to analyze and diagnose complex situations" ( p. 8 ).

"The ability to motivate has long been considered one of the most desirable traits of a high-level manager" ( Joss, 2003, p.1 ). The most difficult job that faces management is learning how to effectively motivate and keep their 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 that value as an incentive to work towards a goal. One size does not fit all when it comes to motivation.

Motivation Plan

For an organization to be successful, a manager must outline a motivational plan. Some of the most effective easy for managers to motivate their employees include giving praise, recognition, positive feedback, and letting the employees know which employees have been responsible for praiseworthy work effort. "The motivational plan should also include ways to help your managers motivate their staff and work teams. After all, you want the motivational effects to be felt throughout the department. You may need to arrange for some training or one-on-one coaching with managers" ( Joss, 2003, p.2 ) "Similarly motivation in the workplace when it works means there's seldom much need for disciplining people. Motivation is about joining with the people who report to you (knowing them, listening to them, and valuing them for their particular contributions and potential) so that they feel moved to join with you in meeting the challenges you're facing" ( Reinhold, 2002, p. 1 ).

When employees feel that their decisions are generally supported, they will be more positive, confident and prepared to take on responsibility and decision-making. When they are shown clear expectations and when they are valued, trusted, encouraged and motivated; they will be more likely to give their best. "Motivation is not manipulation-good managers who value motivation work hard at helping people find positive reasons for doing their best. Manipulators resort to punitive measures that may seem to work at first but will quickly drive talented people out the door." ( Joss, 2003, p.1)

Motivation is the set of factors that causes people to behave in various ways. People are motivated because they know that their work is worthwhile or when they experience their work as meaningful. There are in fact many ways to let the employees experience the meaningfulness of their job:

Delegate tasks that challenge and stretch the skills and abilities of employees.
Instead of assigning part of a task, let employees be responsible for the whole task from beginning to end to produce a visible outcome.
Let employees understand why they are needed.
Let employees understand how the result of their work has a significant impact on the well being of other people.
Explain to employees the vision, mission and values of the department, and how their work aligns with them.
Promote ownership of problem solving.
Involve employees in making management decisions.

Discuss with employees from time to time especially at the beginning of the appraisal period and during performance review meetings, what their work goals and targets are and how they should be accomplished.
Provide feedback on what employees have done well and where improvement could be made.
Encourage employees to express their views on their performance.
Discuss ways to empower employees
Consider development needs of employees and work out for them corresponding development plans to raise the capability of employees for performance improvement.

Motivation comes from an act of recognition, a word of encouragement, or a sense of respect. It is the power of acknowledgement that brings enthusiasm to worthwhile work. And the good news is that every manager has an unlimited supply of such power. Supervisors must provide a stimulating and open environment in which their employees feel comfortable to make suggestions. They should work with their employees to refine a rough idea or even draft a totally new suggestion for improvement. When this pervades loyalty and commitment from employees will be achieved

Conclusion

Motivation is the responsibility of all supervisors. The most valuable asset of an organization is people. People have needs that must be met in the workplace. The supervisor energizes, leads, guides and motivates the employee. They show the employees how to fulfill their needs while accomplishing the goals of the organization. Motivated and growth oriented employees are happy, committed and productive. Each person has different needs and must be motivated in a slightly different manner. "Planning to motivate and actively working to build a plan to encourage your managers and their staff will help you keep motivation at the top of your priority list" ( Joss, 2003, p. 2 ).

References

Joss, Molly (May 2003). Craft a motivational plan that will help you, your employees, and your company. Retrieved on October11, 2003 from

Reinhold, B. ( 2002). Moral and motivation in the workplace. Retrieved on October 12, 2003 from

Robbins, S. J. ( 2001). Organizational Behavior. Boston: Pearson.