...Employee Portfolio: Motivation Action Plan Creating a Motivational Plan As a manager of Riordan Manufacturing I have assessed three of my workers, created employee portfolios for them, and now I will determine which motivational strategies will work best for them. This week’s class discussion has focused on creating motivational strategies that are based on the individual characteristics of employees. These strategies are tailored to each worker’s traits, and therefore are more effective. In this essay I will discuss the motivational plans that I have chosen for each of my workers. Plan #1 Plan #1 is for my mother, Lynda, and for the purposes of this essay is an employee of Riordan Manufacturing. The summary of her individual characteristics is overall positive. She scored high in all categories of the assessment taken during week one of this class. She does not need any correction, but she can still use motivational techniques to enhance her performance at her job. I recommend both the Self-Efficacy Theory, and the Goal Setting Theory. The text states that, “Self-efficacy (also known as social cognitive theory or social learning theory) refers to an individual’s belief that he or she is capable of performing a task.” (Robbins & Judge, 2011, Chapter 7: Motivation Concepts). The text also states that it is even more beneficial when the Self-Efficacy Theory works in conjunction with the Goal Setting Theory. “Goal-Setting Theory addresses these issues, and the findings...
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...Legality and Ethicality of Corporate Governance ETH/376 Legality and Ethicality of Corporate Governance United Thermostatic Controls, a publicly owned company, like many other companies in the world faced financial difficulties in 2010. The company set sales goals in the different regions they serve for 2010; most of the regions met or exceeded their goals although one region was below the target. The director, Frank Campbell, of the region with below target sales thought of an idea to meet the goals. The CPA, Tony Cupertino, was informed of the idea and the effects to the organization. Could the decision cause ethical or legal effects for the organization? Further review of the decision was needed to ensure SOX was followed and to determine if the decision would be equitable for stakeholders. Many people think accounting decisions are always clear based on laws and regulations; however, organizations need to be mindful of effects for everyone involved in the organization. In the United States there is no formal report for corporate governance; however, companies must disclose, and adapt corporate governance guidelines. The CEO of each organization must acknowledge the acceptance of the guidelines and comply with them (Mintz & Morris, 2011). After the Enron case New York CPA candidates must met ethics requirement criteria (Mintz & Morris, 2011). In this respect it is important for United Thermostatic Controls to separate ownership and control in the organization...
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...Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. |Strategy |Strengths |Weaknesses | | |When up against a deadline a person may |Team members on the losing need of a | |Competing Strategy |give up power to gain a win. Where this |decision may become less willing to assist | |Long-term plan that is devised to help a |works is when you know you have the right |in other projects. | |company gain a competitive advantage over |solution, because a fast decision is | | |its rival |required. | | | | | | |Collaborating Strategy |Team members must understand other members’|May take a long time to complete goals | |When in conflict, people try to work |views in order to find the solutions to the| | |together to achieve a mutually agreed upon|problem. A winning solution is when all are| | |outcome ...
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...MGT/311 Final Examination Study Guide This study guide will prepare you for the Final Examination you will complete in the final week. It contains practice questions, which are related to each week’s objectives. In addition, refer to each week’s readings and your student guide as study references for the Final Examination. Week One: Individual Employee Characteristics Objective: Evaluate individual characteristics of employees. 1. Jan is a security officer. Jan believes that it is important to know exactly who is in the office at any given time. She notices that some employees do not sign out of the office when they take lunch, which makes it impossible to keep track of who is actually in the office. Jan becomes frustrated with those employees. She makes note of them and reports them to their supervisors. In the above scenario, what is the behavioral component of Jan's attitude to the employees who did not sign out of the office? a. Jan does not like that some employees do not sign out of the office when they take lunch. b. Jan finds it impossible to keep track of who is actually in the office. c. Jan becomes frustrated with those employees who do not sign out of the office. d. Jan notes which employees leave the office without signing out, and reports them to their supervisors. 2. Joseph was very excited about moving into his new office with a window, after 4 years of working in a cubicle. However, after moving in, he found that nothing...
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...University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. |Team Member Name |Summary of Individual Characteristics |Motivational Strategy and Action Plan |Relevant Theory | | |Likes to keep himself busy and hates that his |It would seem like Alex is always in search of something to do. |Self-Concordance theory. Alex is self determined | | |superiors watch over him. He wants to feel like he |He strives for a goal that is intrinsic and not extrinsic. |in that he does not like when superiors tell him | |Alex |is in control of his workspace. Pays attention to | |what to do or how to do it. Although this can not| | |other emotions but does not know how to deal with |Action Plan: Give Alex intrinsic rewards more often than the |be completely avoided it can be decreased and | | ...
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...Week Three Reflection – Team B MGT/311 August 5, 2013 Mohammad Yunus Week Three Reflection – Team B Teamwork, effective communication, and conflict resolution surrounded not only this week's reading materials, but also the discussion threads. Corporations are moving towards a team environment rather than focusing on individual contributions as the means to be efficient, effective, and successful in the constantly evolving markets. As leaders or future leaders, our team has discovered skills necessary to manage, encourage, develop, and facilitate the growth of others. Two points of focus that our team discussed this week were group/team dynamics as well as ways to negotiate conflicts to a resolution. Developing Effective Groups and Teams Projects, events, and certain issues within a company experience better results when a team is designed for the sole purpose of handling that situation. A team has to understand though that there is a necessity for them to be cohesive rather than performing the tasks individually when producing their final project. Companies that create team environments tend to establish greater productivity and creativity versus those who rely on employees to perform single roles. When teams are formed, it is important for management to understand the personalities of the individuals selected to be on the team in addition to the expertise, experience and skills employees would contribute. Too many or too few outspoken people will hinder...
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...Change Management and Communication Plan Team MGT/311 – Organizational Development March 2013 Change Management and Communication Plan Power Structures The organizational charts reveal that Riordan Manufacturing operates on a departmentalization structure. Grouping of positions by departments and job titles is considered as a division of specialization. The chart also details the lines of authority and responsibility and outlined with a formal power structure system. Employees can easily recognize formal power within the company because of job roles, titles, and interdepartmental relationships from top to bottom. Formal power “is based on an individual’s position in an organization, and it can come from the ability to coerce or reward, or from formal authority” (Robbins & Judge, 2011, p. 421). Riordan has established formal top to bottom communication channels. For example, the vice president of sales makes decisions concerning revenue. Informal communication can leave employees frustrated as decision-making power can come from any employee possibly leading to inaccurate information. The current information at Riordan is consistent with legitimate political behavior, as Riordan’s normal politics is figuring out what lies within the formal and informal rules. Management is concerned with political behavior in the company and encourages open communication that goes along with their power tactics. Because political power is the ability to...
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...A topic you felt the most comfortable with and how the topic relates to application in your field? During week two, the topic that felt the most comfortable with would have to be learning about the various motivational theories. For the most part, I found several of them pretty interesting in how managers are able to apply each of these theories based on employee characteristics. These theories made me realize how it’s highly important for managers to know their employees and staff. I strongly believe that if proper communication is administered, managers will be able to identify of what best motivates their employees. Furthermore, employees that are motivated will be capable of working at their best potential by increasing his/her confidence. Confident individuals will be able to raise the bar while increasing productivity and brinning more to the workplace. Working in an environment where the administration has been very poor is something that I can personally relate to. Our entire building lacked proper communication which made everyone less and less motivated to come to work. Therefore, I strongly stand that its up to the manager to get to know each and every individual that works in the building. This helps to develop healthy working relationships by (again ) communicating properly. A topic that I struggled with during this week topic was determining which motivational theory my participants best “fit” into. I constantly went back and forth because there were...
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...Week 4 Learning Team Reflection MGT/311 April 2, 2012 Christin Stadsklev Week 4 Learning Team Reflection The objectives for this week were: Analyze the influence of organizational structure on behavior, analyze the influence of organizational culture on behavior, and analyze the influence of power and politics on behavior. The organizational structure is the foundation of the organization functions. The structure affects the behavior of the organization members. The behavior is influence by the organization structure is assumed by pervasive. Strategy, Size, technology and environment determine structural design (mechanistic or organic). Mechanistic structure with its high formalization and specialization, tight controls, and strict adherence to the chain of command will see employee behavior within a narrow range. In the mechanistic structure employee know exactly how to behave and there is little room for deviation (Robbins & Judge, 2011). The organic structure is quite the opposite. In an organic structure there is low formalization, limited specialization, and a wide span of control there for employees have greater freedom and greater behavioral diversity (Robbins & Judge, 2011). “Culture is the social glue that helps hold the organization together by providing appropriate standards for whet employees should say and do” (Robbins & Judge, 2011, p. 523). In other words, the company’s spoken and unspoken standards of behavior. In a strong organizational...
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...Free Essays on Week 4 Mgt 330 31 - 60 Anti Essays www.antiessays.com/topics/week-4-mgt-330/30 - Cached Get instant access to free Essays on Week 4 Mgt 330 from Anti ... Mgt 311 Week 4 Reflection - Research Paper - Sher72 www.termpaperwarehouse.com/essay-on/Mgt-311-Week-4.../89894 - Cached Jul 31, 2012 ... Mgt 311 Week 4 Reflection. For this week's reflection we took into account the three objectives while having our discussions. The objectives ... Mgt 230 Week 4 Free Essays 1 - 20 www.termpaperwarehouse.com/subcategory/mgt-230-week-4/1 - Cached Free Essays on Mgt 230 Week 4 for students. ... Reflection Week 5 MGT/311 May 31, 2012 Andreya Broadway, Cyndee Aguirre, Jason Rhodes This week we ... Mgt 420 week 4 learning team part ii & iii bjb manufacturing compan... www.slideshare.net/.../mgt-420-week-4-learning-team-part-ii-iii-bjb-manufacturing-company-quality-management-implementation-strat... - Cached Nov 13, 2012 ... MGT 420 Week 4 Learning Team Part II & III BJB Manufacturing Company Quality Management Implementation Strategy PLEASE D. Mgt 311 week 4 and 5 Phoenix University - StudentOfFortune.com www.studentoffortune.com/.../Mgt-311-week-4-and-5-Phoenix-University - Cached Jul 20, 2012 ... Hi I'm looking for week 4 and 5 for mgt 311, University of Phoenix. ... MGT 31 ... The full tutorial is about 5 words long plus attachments. Mgt 330 Week 4 Organizing Paper Term Papers 31 - 60 www.papercamp.com/group/mgt-330-week-4-organizing.../page-30 - Cached Free...
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...Hoosiers Film Adaptation ????? MGT311 Professor Williams Hoosiers Film Adaptation The movie Hoosiers was a great story that dealt with many of the topics covered in our readings for this week. The story is about a small-town Indiana basketball team that overcomes many challenges to win the state championship. The main character of the movie is Norman Dale, a passionate basketball coach that faces many obstacles in his attempt to teach his players about the benefits of working together as a team. The movie dealt with many team oriented topics such as team development, interdependence, group cohesiveness, intergroup problems, and confrontation. The movie begins with Dale making his way to the small town where he receives a very apprehensive welcome from a school staff member, the townspeople, and the basketball team. The small town and its people are very set in their ways and are reluctant to change. Coach Dale stirs things up by altering the way things are done with the team by using his version of team development. He makes his players practice without a ball and tries to teach them the importance of communication, setting goals, and the functioning of the group as one. His methods are met with criticism from both the players who are not accustomed to change, and the townspeople that held regular meeting to discuss the coach’s approach to the team. One of Coach Dale’s biggest lessons to his team involves interdependence. According to Brown (2011), “interdependence...
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...The Dim Lighting Company Case Analysis Angela Buford Organizational Change – MGT311 Dr. Edward M. Slover September 29, 2011 The Dim Lighting Case Analysis The Dim Lighting Company, as with many companies over the past couple of years has seen a drop in their profit margins. They were down 155 compared to last year’s budget. The General Manager, Jim West is facing a tough decision this year, although he wants to take on the new projects presented before him by Robert Spinks, he needs to weigh his options. Macro: Dim Lighting Company is faced with deciding to be proactive or reactive. The Project that Spinks proposes can produce good benefits to the company but it is very expensive and it is a high risk. Micro: Jim is under pressure to meet his targets for the upcoming year. The decision that Jim’s make can ultimately affect his career in the long run. Spinks is has received several awards from the scientific societies and Jim is feels pressure to make a decision to satisfy Spinks. Spinks is very knowledgeable and losing him may hurt the company. Although the Company needs to keep up with technology they really don’t have the funds to gamble with. Causes: Some possible cause that may affect the decision for change in the company is the fact that Dim Lighting had previous years that were not profitable. There is also a need for more funds to be able to finance the project. With Spinks having a record of living companies when he didn’t get his way this is also...
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...Week 2 of MGT311 I had to pretend that I am a manager at Riordan Manufacturing and that I have three employees under my management. To help me learn about my employees, I chose to give them a few assessments. These assessments were given to these three employees, Bob, Mary, and Sam. These assessments would also teach me about their personality, and traits, and have a better understanding of them and how they work to see where they need some help and what their strengths and weaknesses may be. How Satisfied am I with My Job? The first test asked a series of questions relating to how satisfied the employee is with their job. An average score for this test range between74-76. In the case of my employees, Bob scored 69, Mary scored 74 and Sam scored 90. The scores show to me that Jesus is a not very satisfied, Shaila is comfortable and satisfied and Sam is very satisfied. The strengths of a person who is satisfied with their job are that they are committed; they do their best, and are reliable. Also their attendance is good and they are positive people to have working for the company. The weaknesses are that a person who is not satisfied may not care about the job. They may be unhappy with their pay, or the work environment, or even just the job duties. Am I engaged? Here the scores range between 9 and 45. The higher the score the more engaged. On this assessment Bob scored 32, Sam 29, Mary 28. These scores do not seem too bad to me, they are pretty average which shows that...
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...Riordan Employee Portfolio The Riordan Manufacturing company has initiated a series of self-assessments to aid in the management of its employees. The assessments were randomly picked by the employees and the management team did not influence the choices made by each employee. Each assessment was reviewed by the management team and the following information will be used to improve the work output and job satisfaction for each employee. Employee Assessments Upon reviewing the assessments taken by employees Diaz and Maese it is the management’s conclusion that job satisfaction, fairness, supervisor competence, and company policy are important factors for each employee. The scores for the Emotional Intelligence (EI), and the Decision Maker assessment were complementary of each other. The EI assessment shows that these employees will be level headed, and cope with job pressure and demands. The EI also complements the decision making process that these employees follow and any decisions made will be fully thought out and not done on a whim. Prior to making any type of decision the mitigating factors will be taken into consideration and the reasonable solution will be implemented. There is a sense of employee unity and if it benefits all, then the employees will feel that they have made a sound decision for the good of all. Employee Performance These employees are well balanced, dependable, and loyal. The assessment shows that there has been an area of disagreement with the management/supervisor...
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...Riordan Employee Portfolio Gabrelle Diaz University of Phoenix Mgt/311 July 18, 2012 Arlene Boler Riordan Employee Portfolio The Riordan Manufacturing company has initiated a series of self-assessments to aid in the management of its employees. The assessments were randomly picked by the employees and the management team did not influence the choices made by each employee. Each assessment was reviewed by the management team and the following information will be used to improve the work output and job satisfaction for each employee. Employee Assessments Upon reviewing the assessments taken by employees Diaz and Maese it is the management’s conclusion that job satisfaction, fairness, supervisor competence, and company policy are important factors for each employee. The scores for the Emotional Intelligence (EI), and the Decision Maker assessment were complementary of each other. The EI assessment shows that these employees will be level headed, and cope with job pressure and demands. The EI also complements the decision making process that these employees follow and any decisions made will be fully thought out and not done on a whim. Prior to making any type of decision the mitigating factors will be taken into consideration and the reasonable solution will be implemented. There is a sense of employee unity and if it benefits all, then the employees will feel that they have made a sound decision for the good of all. Employee Performance These employees...
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