Motivation Action Plan

Motivation Action Plan

Employee Portfolio: Motivation Action Plan
Bonnie Lorence
MGT/311: Organizational Development
January 16, 2012
Dennis Hoerr






After careful review of the self-assessments administered to three of Riordan’s employees, the following motivation action plan details the strategies suggested for each employee based on individual characteristics in an attempt to maintain or increase his or her levels of motivation.
In regard to employee Brian Tumbarello, Riordan chose a motivational strategy and action plan conducive to the self-determination theory, “which proposes that people prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation” (Robbins & Judge, 2011, p. 211). Because Brian is definitely satisfied in his position, the need to increase his wage at this time is not necessary. Positive plans for motivational strategy should focus on maintaining his interest while allowing him additional freedom to make decisions. Supporting both his growth and development within the organization may allow Brian to advance into a management position if he desires.
Although Linda’s performance rating appears to be low, she does possess skills and knowledge beneficial to the company. Motivational strategies suggested for her would be to introduce her into a job rotation for a trial period of two months. During this time, the company should recognize her accomplishments as well as monitor her progress to determine if there is an area she would be more efficient and satisfied in given her skills and knowledge. Riordan also needs to set specific goals for Linda verifiable, tangible, and measurable. These strategies connect with the goal-setting theory that suggests “specific and difficult goals, with feedback, lead to...

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