James Toney
Summary of Individual Characteristics
- Possesses high life satisfaction
- Has low levels of work absenteeism
- He can influence team work amongst the employees.
- James can clearly concentrate on his work even in cases of obstacles.
- He feels accomplished in his work and, therefore, have a good working relationship with his peers.
- James has a desire to offer help to his fellow colleagues in an effort to motivate them and ensure they are happy with their jobs
Motivational Strategy and Action Plan
Empowerment is one of the strategies that will perfectly fit the effort of motivating James towards increased efficiency in his work. James is initiative and has the desire to improve his job processes and, therefore, should be supported and allowed to pursue his opinions. Facilitating a goal setting strategy will ensure that James is motivated towards being more successful. This will support his growth in the organisation. The ability of James to perform well in teamwork and personal satisfaction can be assured by evaluating the goals set through the goal setting strategy. This will ensure that he continues to have a positive influence on his peers towards efficiency and productivity.
Relevant Theory
As a manager, I have identified goal setting and empowerment as strategies to motivate James. The goal setting theory perfectly relates to the strategies since it explains that individuals have a self-drive in achieving set goals. The strategy of setting achievable goals by James likes to operate in a challenging environment
Shelia Stevens
Summary of Individual Characteristics
- Sheila is persistent when carrying out her activities in the organisation.
- She is unhappy with the job. Her assessment shows she is not satisfied with the job she does.
- She has a high level of absenteeism at work and might pose a risk for cases of high employee turnover.
- She is goal oriented and has set up her own goals that she wants to achieve despite being unhappy with her job
Motivational Strategy and Action Plan
Sheila is characterised as being goal oriented but is unhappy with her job. One of the motivational strategies that would motivate Sheila is offering rewards. She will be able to relate her success to the reward she obtains from Riordan manufacturing. Another strategy that best fits Sheila’s motivation is empowerment. As a manager, I have identified that she is goal oriented and needs to be empowered to ensure that she persists and achieve her set goals. This will ensure she feels independent and might result in positive job satisfaction. Another strategy is to facilitate flexibility at work to allow the employee to have personal time to deal with personal issues. This could be achieved by job sharing and having a compressed work timetable to create more time out of work. She also needs job rotation to reduce the monotony of work. Achievement of the goal oriented characteristics of Sheila can be leveraged by continuous communication and reward system based on performance.
Relevant Theory
A relevant theory is the Incentive Theory of Motivation. Suggestions by this theory imply that an individual is highly motivated by the external rewards like bonuses and pay rise. Reinforcement and association are concepts in behavioural learning that facilitate the implementation of the incentive theory.
Bill Henry
Summary of Individual Characteristics
- He is not satisfied with the current job she does at Riordan manufacturing. He has a negative attitude towards the work he does.
- He is characterised by high level of absenteeism to the company.
- He is different from Sheila since he is not motivated and hates school.
- He is not motivated with his work and possess no sense of achievement and accomplishment.
Motivational Strategy and Action Plan
Billy is unhappy with his job probably because of repeating over and over the unenthusiastic activities required by his occupation. One strategy is to provide incentive such as bonuses, rewards and pay rise. A good strategy that I would implement is redesigning the jobs, to ensure there is an improvement in productivity. It also ensures that the employee is satisfied and not bored by his work. I will achieve this by either job rotation, job enlargement or even job enrichment. Another strategy is to devise flexibility at work to allow the employee like Billy has personal time to carry out their own errands. This will ensure that he minimizes or eliminate his absenteeism. The lack of self-motivation by Billy calls for the self-determination which will enable and allow him to make choices that exhibit a degree of control. All these strategies will motivate Billy to be innovative and creative. Leveraging Billy’s lack of motivation and frequent absenteeism against set goals and rewards will ensure he is motivated towards change of attitude.
Relevant Theory
Self-determination theory concentrates on the satisfaction of an individual internally. Self-determination theory fits the strategy of redesigning the job, self-determination and job rotation since they are meant to foster creativity and innovation. These strategies will initiate the self-motivated behaviours in an individual such as Billy. The incentive theory is another theory that relates to rewarding employees based on their success. This theory implies that incentives like rewarding Billy for his hard work will motivate him to be efficient and productive.
References
Robbins, Stephen P., and Timothy A. Judge. Organizational Behavior 14th Edition. 14th. Upper Saddle River, NJ: Prentice Hall, 2011.
