Plan to Assess Motivational Levels
Employee motivation is a common issue in the workplace environment. It is defined as the levels of energy, enthusiasm, commitment levels, and creativity that the employees are willing to bring to the organization (Badubi, 2017). Therefore, the organization needs to ensure proper employee engagement increase the levels of motivation. The two types of motivation are intrinsic and extrinsic motivation. Motivated employees form an organization asset that is directly proportional to the success of the organization. Intrinsic motivation involves the employees who are motivated from within, while extrinsic motivation is where external factors influence the individual’s motivation level.
Developing a plan for assessing the motivation levels within the corporate workplace involves a consideration of various factors. The project entails surveying employee motivation through the use of online software platforms. Therefore, the employees will be required to give candid and open feedback regarding their suggestions, experiences, and ideas. The survey is necessary for identifying areas that demand attention (De Vito et al., 2018). Upon conducting surveys on employee motivation, it is also essential to perform an employee satisfaction survey. It will be useful to the organizational management in understanding the dissatisfaction factors that affect motivation.
The other means of conducting the assessment is through solicitation of ideas and suggestions. After the surveys, the employee feedback and recommendations need to be acted on by addressing them quickly. This will create a great work environment that will make the required atmosphere for staff motivation. The other focus is on the career path plan that outlines the roles and responsibilities of employees (Van der Kolk et al., 2019). It plays a vital role in the organization that helps in focusing on achievable goals. Therefore, there is a need to have a transparent career plan that is clearly communicated.
Motivational Theories in the Workplace
Maslow’s needs hierarchy, McClelland’s learned needs theory, four-drive theory, and expectancy theory can be applied through a good plan the improve workplace motivation. A motivating workplace helps in the achievement of the organization’s goals. There are several plans approaches from the theories that will help provide consistency of results and build momentum. Some of the benefits that are likely to be realized from increased motivation include increased momentum, increased productivity, high focus levels, increased job satisfaction, increased organization’s profit, and increased loyalty.
Maslow’s Hierarchy of Needs is regarded as the best place to perform the workplace theory application analysis. It is also the most famous approach. The theory will be applied in the organization by focusing on the prioritization of the needs of employees. Therefore, the thesis will focus on the team’s physiological, belonging needs, and security before recognition is introduced (De Vito et al., 2018). The focus will be on providing a living wage and health benefits before providing love and belongingness needs. Upon meeting the intrinsic needs, the extrinsic motivation can be addressed by recognizing events, sales competitions, and coaching and mentoring.
Herzberg’s motivation-Hygiene theory will entail the use of hygiene categories and motivation to increase organization motivation levels. Implementing the strategies of the approach involves addressing hygiene and decreasing the instances of job dissatisfaction. McClelland’s Human Motivation theory will help identify a particular employee’s driving need and thereby work with the driving requirement. The expectancy theory in the organization will help in addressing the intrinsic and extrinsic organizational needs simultaneously.
Implementation Plan and its Effect on Organizational Performance and Behavior
The theory will be useful to employees in achieving the company’s culture, values, and goals. It will also be essential to monitor the progress of employees and rewarding recognition. The four-drive model will also be useful in the organization’s workplace. The theory will help in providing a comprehensive understanding of human motivation. The four drives are characterized by features such as proper communication in the workplace.
The workplace motivation will be enhanced through the satisfaction of various drives. They include goal assessment, incentives, attainable goals, and providing a safe and positive working environment. Training and development opportunities play a vital role in the motivation of the workplace. The training purpose involves reinforcing the sense of value to the organization and achieving goals that help get a better understanding of the requirements for specific jobs (Kuvaas et al., 2017). The opportunities will also motivate the staff and strengthen their industrial knowledge. The training will be conducted through online classes and promote them to various positions in the organization. This creates an organizational behavior where a simple and powerful way of investing in the future is made.
It is also to create goals that help in motivating the employees. When multiple aims are available, it allows employees to look for the future and strive towards something. The plans also help keep the employees’ interests due to consideration of various motivators associated with them. The non-monetary rewards help in creating factors that help in job satisfaction (Hitka et al., 2018). They include flexibility of working hours, job security, and various opportunities. They help in increasing the morale of employees and boosting their confidence. Personal management reviews can be developed by assisting in the motivation of individuals to achieve business success.
References
De Vito, L., Brown, A., Bannister, B., Cianci, M., & Mujtaba, B. G. (2018). Employee motivation is based on the hierarchy of needs, expectancy, and the two-factor theories applied with higher education employees. Web.
Hitka, M., KozubĂková, Ä˝., & Potkány, M. (2018). Education and gender-based differences in employee motivation. Journal of Business Economics and Management, 19(1), 80-95. Web.
Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. (2017). Does intrinsic and extrinsic motivation relate differently to employee outcomes? Journal of Economic Psychology, 61, 244-258. Web.
Ryan, J. C. (2017). Reflections on the conceptualization and operationalization of a set-theoretic approach to employee motivation and performance research. Journal of Innovation & Knowledge, 2(1), 45-47.
Van der Kolk, B., van Veen-Dirks, P. M., & ter Bogt, H. J. (2019). The impact of management control on employee motivation and performance in the public sector. European Accounting Review, 28(5), 901-928. Web.