Motivation PlanMotivation PlanMotivation 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 MotivateIn 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.” (Herzbergs Motivators and Hygiene Factors, n.d.)
1. Find a Good Balance between Goal and Effort.
2. Motivation-Based Motivation Models.
3. Determine and Apply Motivation Models. To do the above, you will try to use Motivation-Based Models to determine what motivates the right behavior.  If you follow a motivational model so as to reduce the stress on your team, your goal will tend to be fulfilled.  However, the goal is really about the team and not the individual.  Any strategy that is based on motivation is doomed.  An individual may want to avoid conflict, or even pursue something of an unsalvageable nature.  The same strategy is only effective if the individual doesn’t. But the individual may need to understand that it doesn’t mean that he could have a goal that is so completely dependent on goal or his goal or his goal.  The first line of thinking you will draw is that you will be more likely to follow a motivational plan and succeed if you follow the strategy.  A strategy that is based on motivation will be beneficial only to many of its participants.  To succeed in the way that it is intended, you would have to know what you want your team to achieve.  Otherwise, the only things you should worry about are personal goals and how your team will achieve them.  If you follow a motivational plan if the goal is actually to provide happiness or an effective outcome of each effort, then you are essentially making the decisions to increase your team’s productivity rather than decrease it. The results from these experiments show exactly what is wrong about your motivating plan. What you can learn from these examples is that you have to take into account the different factors that affect goal decisions. The most obvious is that the strategy is based on self-awareness.  It is based on the goal, not on the individual person.  The other major disadvantage of motivational-based models is that they can work just like logic, i.e., they can provide no real benefit to anyone. For instance, the goal of motivating a team has no value if the individual doesn’t have any sense of the value that comes with it. And if the individual is not the goal holder, he or she has to be the most selfish person on the team so that he or she earns more money. The same can be said about goal-based models. Here are some basic tips for successful managers: Get more out of your manager’s decisions.  Some will find it hard to motivate as their goal doesn’t translate into their happiness.  And some will find it hard to find motivation as you only get the job done once. When the coach/coach is trying to get a team to succeed, you probably want them to be more responsible and make more money. Here are a list of common reasons for managing your team by way of Motivation-Based Motivation Models on the subject: Don’t go to “good” meetings on time.  If there are important business transactions that you need to attend, you will either miss them or have bad news that you missed. You need a team to succeed who is engaged in making people happy and motivated to change things.  That type of team is usually what sets the organization apart. The coach/coach won’t be able to keep your team focused and effective and can focus his agenda a lot more on business and personal growth.
1. If Your Team’s Goal Changes At All, Don’t Stop
2. If Your Goal Changes The Group Will Change
3. If Your Manager’s Motivation Is As Inferior As Some Suggested Motivation
4. Some Suggestions For Successing At The Same Level As Others
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