Motivation Plan

Motivation Plan

Motivation Plan

        Organizations today are comprised of a diverse selection of people.  Each person that works for an organization has different attitudes, values, emotions, and behaviors.   In order for the business to remain strong and cohesive, it is important for managers/leaders to recognize those differences for the benefit overall.  By doing so, they can motivate each employee and encourage them to be productive citizens within the workforce.  Managers must be able to identify the challenges that accompany dissatisfaction and address them accordingly based on each individuals’ personal attributes. Then, successfully providing motivational factors to enhance their morale to sustain a stable organizational structure. In order for this to happen, managers/leaders will need to create a motivation plan that allows each person to be successful and motivated to achieve the organizations vision.  

According to Robbins and Judge, motivation is defined, “as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. While general motivation is concerned with effort toward any goal, we’ll narrow the focus to organizational goals in order to reflect our singular interest in work-related behavior.” (Robbins, 2013) This week, I spoke with my mentor and motivator and he informed me that he is an Accessions Recruiter for the United States Air Force.  His job duties entail recruiting the highest quality applicants, educating people about the Air Force’s benefits and opportunities, and spreading awareness throughout the local community.  Thus, by obtaining this information,  I will be creating a motivation plan that can be applied towards his department that will increase my learning team’s motivation, satisfaction, and performances by analyzing specific differences in their attitudes, emotions, personalities, and values.

Ways to Motivate

In order to seek out ways to motivate, a manager/leader must determine what motivates their team first.  Motivation depends on several factors and must be clarified in the initial process of the strategy. By doing so, it will determine the success or failure of the team. In order for motivational strategies to be affective, the manager must find out what dissatisfies the team first.  By following this action, it will be easier to determine what motivates each individual.  Because people are different, motivational factors will vary amongst the team.  In this case, it is not a “one size fits all” type of deal.  Engaging with the team will be essential in such a way that it will boost your team’s need to give their best performances.  According to the Hertzberg Motivation-Hygiene Theory, “If you want to motivate your team, you then have to focus on satisfaction factors like achievement, recognition, and responsibility.” (Herzberg's Motivators and Hygiene Factors, n.d.)