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Maurice scored slightly below the means in the Job satisfaction section, but scored midway in the employee engagement and scored high in the current emotions assessments. Things that could affect Maurice, she doesn’t like the way her boss handle business and incompetence his decision making. Maurice is positive and willing to be a team player. She’s setting great opportunities to reduce abnormal behavior in the workplace. Recommend motivational strategy for Maurice is to peruse management.
Maurice is very knowledgeable and her skills allow her to actively participate in the decision aging process with supervisors to gain their trust in managing for the organization. Maurice staying engaged in decision making on assignments will increase her independence and confidence. She’s a natural leader and not afraid to task her peers. This strategy will allow Maurice to be a valuable member of the managerial team and improve organizational communication. I think management should consider introducing Maurice to team projects, to increase her responsibilities and gain experience working with team efforts.
Giving Maurice more opportunities to get training will improve her skills set. Proper feedback evaluations from management and coworkers will help build her confidence and managerial competence. Evaluations will help her with negotiating her pay based on her individual and organizational performance. Miscellany’s Theory identifies three motivators. Achievement, Power, and Affiliation are needs to motivate individuals. The three motivators are what Maurice needs to pursue more responsibilities and be a positive influence for other in the organization to emulate.
Tony Tony scored high in the Job satisfaction, employee engagement , and current motions self assessments. With high satisfaction tends to lead to lower levels of absenteeism and turnover. His positive emotions can influence his coworkers in the work place. Base on the assessment results Tony is valuable to the organization and should be encouraged to take a more managerial role. Tony is motivated with organizational skills to complete assignments ATA high level. Working with management will develop strategies that Tony can form from his natural work abilities.
Tony will establish client relationship and expand Jobs erratically that’s beneficial to the organization core values. He’s great at organizing tasks and establishing a meaningful work program for employees to follow. Tony should have responsibilities that were reserve for management. Finally give Tony feedback channels that will provide him with information about his performance. Tony’s performance evaluation will be leveraged with a variable-pay program, which is determined by an individual or organizational measure of Tony’s performance.
The variable-pay system has proven to improve motivation and production. Recommendation from is the self-efficacy and goal-setting theories are applied to motivational theory. Tony’s confidence in his abilities will reinforce the employees ability to succeed. Tony seeks out the most difficult assignments and masters the challenges which management assigns. Tony highly motivated attitude will increase production and the organization with a highly skilled employee base. Arming Arming scored higher for Job satisfaction, and current emotions, but scored low in the employee engagement self-assessments.
His high scores indicate lower rates of remover and absenteeism. Higher scores promote Job satisfaction, commitment to the organization, and the devotion of time to work through problems. Management needs introduce new responsibilities to Arming work program to enhance the variety of duties and for the organization to benefit from the skill sets he exhibits. Additional responsibilities and interaction with co-workers will probably result in more positive emotions and commitment to the Job. The performance evaluations will be primarily based on individual task outcomes and employee behavior.
In an effort to motivate Arming the employee evaluation will be leveraged with the skill-based pay rewards system. This system encourages employees to develop leadership skills and promotes professional development. Employees are rewarded for attaining skills and knowledge to be able to work across the organization to complete a variety of assignments. This will allows him to use a number of different skills and talents while performing a variety of work activities. Management needs to provide, clear and direct feedback to Arming.
This will help in rumoring confidence in Job performance and in the improvement of the employee’s abilities and professional development. Management recommends for Arming is, goal-setting theory applies to the motivational strategy. This goal-setting theory convey positive motivational results in performance pertaining to defining specific goals, challenging the employee skills and decision-making abilities, and providing relevant feedback to the employee . Armin’s achievement of goals will provide the internal rewards that motivate his peers to strive for the best; which improves the organizations dependability.