Ldr 531 - Motivational Plan

Motivation Plan

Jane Doe

LDR/531 – Organizational Leadership

March 21, 2016

Donna Clayburn

Motivation Plan

One of the biggest challenges many managers face is knowing how to work with and develop an engaged, highly motivated workforce.  Creating an environment and culture that brings out the best in each employee is the ultimate goal.  The most successful organizations are able to develop and implement motivational strategies that provide maximum job satisfaction and performance in their employees.   It doesn’t matter what kind of business or organization you are a part of, it is the people who support and maintain it that are its most valuable resource. When people are motivated, well-managed, working in a team, and well-matched to their position, it creates a ripple effect throughout the company (Disc Profiles 4U, 2012).  

Understanding their personalities, attitudes and behavior is key to discovering the true potential of employees within your organization.  One of the methods that employers are using to help identify the personality types of their employees is the DISC assessment.  This paper will define motivation, give information on my mentor and her organization, and introduce a motivation plan that will allow my team members to succeed in an organization based on their personal DISC assessments.

My Mentor’s Organization

Students were required to select a mentor who would share information about his or her own career path, as well as provide guidance, motivation, emotional support, and role modeling.  My mentor is a vice president who oversees the customer service affairs for a financial institution.  She has been in her current position for six years, and each year she has made great progress in strengthening and enchancing her organization’s customer service performance.  Her primary job responsibilities include managing their corporate sales and financial services department.  With a rapid increase seen in new deposit accounts the institution’s client base has nearly doubled. My mentor’s immediate goal is to hire new financial representatives to staff their customer service call center. Earlier in the course we discussed a Professional Development Plan for our Learning Team D which included information from our individual DISC assessments.  We will use the results of these assessments along with my team members’ personal profiles to determine how to increase their motivation, satisfaction, and performance as employees in my mentor’s customer service call center. 

The mission for my mentor’s financial services department is to provide excellent customer service while building relationships with clients that result in repeat and referral business.  A great part of its operations is customer-service related.  Therefore, a financial representative position in this department will have the following responsibilities: 1) Promoting exceptional customer service skills; 2) finding ways to improve and measure customer satisfaction; 3) investigating and solving customer complaints; 4) understanding and satisfying customer requirements while staying within company policies; and, 5) keeping updated with current products, promotions and services being offered.  Knowing each team members’ unique assessment and what drives them, can be helpful when trying to staff your department.  Having an insight of what each team member brings to the table, provides a start for developing and addressing a motivational plan based on each team member’s personality style.