Professional Development Program 7

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Professional development is primarily used to document career goals and set effective strategies on how to meet them. Writing and implementing a professional development plan would help M.C. Donald’s identify and develop the professional skills required to realize its vision and goals. The program will, therefore, keep the company on track to success.

Developing the plan is an essential process that helps organizations in taking charge of professional development and achieves full potential (Thomas, 2018). However, before forming the program, an organization must determine where they want to be in the future. The employees must take their careers in their hands. While an employer might be required to supports employees in developing the plan, professional development is the responsibility of the employees. Emotional Intelligence (EI) is a crucial requirement for active professional development.

Individuals can identify their emotions and those of others. EI and Motivation Emotional intelligence is comprised of various building blocks. Some of these include self-awareness, self-regard, self-perception, and self-actualization; accept one's strengths and weaknesses and the ability to improve as an individual and among others. The building block that will have the most significant impact on management goals is the ability to accept weaknesses and strengths. In a perfect world, employees would be good at everything they need for a successful life and business (Neà§are & ÅžehitoÄŸlu, 2018).

However, we live in an imperfect world, and we all have to face the fact that we are downright lousy to some things and good at others. This is similar to M.C. Donald’s management. For the management to turn a weakness into strengths and enhance employees' satisfaction and performance, it has to identify and accept the weakness. This will ensure the administration creates a suitable environment for effective teamwork.

It will also enhance communication skills, which is a crucial element for increasing efficiency and eliminate public complaint about slowness observed in M.C. Donald’s customers’ service. Motivational Theory I would utilize the McClelland’s Need Theory to influence the members in M.C. Donald’s and help in solving the issue of the ineffective corporate culture. This is a well-known theory of motivation.

McClelland developed this theory based on Henry Murray’s long list of manifests and motives needs from his early personality study. The McClelland’s is closely associated with the learning theory since it argues that needs are learned and acquired from the events experienced by individuals in their environment (Shane & Heckhausen, 2019). He found that people who acquired specific need behaves differently from the others who do not have the tat need. The need for achievement is the primary drive to excel and achieve according to the set standards. This motivates individuals to prosper.

Hence, it is the behavior detected toward competitions with conventional superiority. For example, the management can utilize this theory to motivate employees to acquire the need to prosper concerning the set standard and strive to succeed. Employees with a high need for achievement will definitely perform better than those with a low or moderate need for performance. EI and Social Skills and Decision Making According to Daniel Goleman, there are five core concepts in emotional intelligence. These concepts are self-awareness, self-regulation, motivation, social skills, and empathy.

Self-efficacy is a crucial element in the decision-making process. It enables individuals to make judgments regarding their capabilities to organize and execute actions required to achieve designated performance according to the set standards. Self-awareness assists managers in making intuitive decisions (Neà§are & ÅžehitoÄŸlu, 2018). It is also essential for employees to motivate each other as well as effective stress management within the workplace. Self-awareness also helps the managers in identifying gaps in their managerial skills that could be adversely impacting the decision making and performance in the organization.

Self-regulation is also an essential core EI element that helps managers in the decision-making process. The self-regulation model (SRM) directly impacts the process of decision-making. SRM has two sub-models, which include the formation of a mental model (FMM) and the formation of the level of motivation (FLM). The FMM is executed by the divide and rule approach while the FMM is executed by the feed-forward and feedback controls. The two factors of significance and difficulty are the leading role in the decision-making process.

This shows the rule of self-regulation in decision making. Motivation is the other core concept of EI that enhances decision making efficacy in individuals. Motivation establishes the primary purpose of the whole decision-making process, even though it is not the actual cause of choice. Motivation is the primary objective of a decision. It explains what an individual is seeking to accomplish by the will.

In the decision-making process, managers or employees find the most efficient way of carrying out the motivation. It also encourages effective teamwork within an organization. Social skills enhance decision making efficacy both for managers and employees. They are the skills required to deal with others' emotions effectively. For example, managers in M.C. Donald’s need social skills to handle emotions from their employees. On the other hand, employees must have social skills to handle their customers' emotions effectively. Empathy is the last core concept in EI that enhances the efficacy in the decision-making process. It offers the argument that in the absence of empathy, individuals are bound to make inconsiderate decisions since we become unfeeling or cold toward others, especially when they need our help. Empathy helps managers put themselves in employees' shoes when making a decision.

This, for example, ensures M.C. Donald’s managers make thoughtful decisions that foster teamwork and increase job performance. Attributes of Effective Teams A reliable and competent team is the foundation of higher job performance in business. A smooth running and successful organization requires and side with good ethics. Problems such as missed deadlines, poor organization performance, and conflicts within the workplace may arise when employees don't work together.

A successful team must show the core attributes, such as communicating well with others. Members of a capable team communicate freely and openly with each other (Li, 2020). They share ideas, opinions, and thoughts as well as listening and taking into consideration the opinions, ideas, and feelings of others. Participating teams also focus on similar goals and results according to the set standards. The team members agree and set team goals based on expected outcomes. A clear plan is then set on how to achieve these goals practically. This plan includes the individual member's contributions toward the overall outcome hence giving a clear direction and what to aim for. A capable team ensures that everyone in the group contributes to their fair share. Each team member understands their specific responsibility and the place they fit in the running of the company. This gives each team member the sense of belonging in the group hence becoming committed to the objectives of the organization (Li, 2020).

Offering support to each other is the other attribute in a capable team. The team members are always delighted to support collogues whenever they need a helping hand in their workplace. An organized team is an effective team. Organizing the team is essential for the efficient running of the business. Without the proper organization of the group, the workplace becomes chaotic. All these attributes are necessary for the team members in M.C. Donald’s have to foster teamwork, enhance communication as well as increasing overall job performance. Strategies for Developing Team Dynamic Weak group dynamic undermines its performance, achievement of its primary objectives as well as the team member’s engagement and morale. Individuals in a group take distinct behaviors and roles. The group dynamic adequately explains these behaviors and the roles of other members.

Various strategies help in improving team dynamics. Knowing the team is one of such effective strategies (Thomas, 2018). The group leader needs to guide the development process. Learning the group will help me in forecasting and preventing problems that may arise, including the negative issues with the weak group dynamic. I will tackle problems quickly as they arise and encourage the M.C. Donald’s team to reflect on how they can change behaviors that impact the team unhelpfully. Defining the roles and responsibilities of each team member and their fair share contribution is essential in improving group dynamics. Focusing on communication is also necessary for positive team dynamics. Ensuring that every team member communicate openly and clearly through all forms such as emails, and shared documents eliminates ambiguity. Effective Reward Systems Rewards are positive outcomes that an employee may earn and a result of higher performance.

Effective reward systems should be aligned with organizational goals. When employees help the organization in achieving one or all of their goals, recompense often follows. With this in mind, I will develop a combination of the monetary and non-monetary compensation plan for performance improvement. Paying cash bonuses and incentives for the customer with positive customer reviews is one of the strategies I can use to solve the challenge of poor customer services in M.C. Donald’s.

Cash bonuses and incentives in a lump sum will significantly motivate employees to change their behaviors and improve their social skills (Matthew, 2010). This will ensure employees efficiently serve the customers. The impact will be directly felt by all the stakeholders in the business, including the customers, employees, managers, and the entire M.C. Donald’s. Non-monitory compensation will include promotions and recognition of the employees with the highest number of positive customer reviews.

Strategies to Motivate Employees and Influence Behavior There are various motivational techniques used by entrepreneurs, and I will recommend them to be implemented by the M.C. Donald's managers. Gamifying and incentivizing is a useful technique for influencing behaviors and motivating employees. The rewarding performance, which is based on meeting particular goals is a proven employee's motivator (Matthew, 2010). Letting the employees know that the company trusts and depends on them is effective in influencing the behaviors and motivation.

Setting smaller and practical weekly goals is the other strategy I will use in motivating and changing employees' behaviors. Instead, the yearly objective of making a billion dollars, I will focus on making the employees develop smaller goals, such as targeting a hundred customers in a week. Rewarding employees on the achievement of this goal will influence their behavior and increase motivation. The overall result will be achieving the weekly targets as well as the annual goals.

Paper For Above instruction

The importance of professional development in organizations cannot be overstated, especially in dynamic and competitive markets. A comprehensive professional development program fosters growth, enhances skills, and aligns employee and organizational goals. In the context of M.C. Donald’s, a strategic approach to professional development incorporates emotional intelligence (EI), motivation, team-building attributes, reward systems, and motivational strategies to elevate organizational performance. This essay explores how these elements collectively contribute to effective professional development and organizational success.

Introduction

Effective professional development is essential for organizations aiming to adapt to changing business environments and achieve long-term success. It involves setting clear career goals, developing a strategic plan, and fostering individual growth. For M.C. Donald’s, integrating emotional intelligence and motivation theories into their professional development initiatives can enhance management effectiveness, improve teamwork, and elevate customer service standards. Recognizing the importance of emotional intelligence in leadership and decision-making is crucial for fostering a positive organizational culture that supports continuous improvement (Goleman, 1995).

Emotional Intelligence and Its Role in Professional Development

Emotional intelligence (EI) encompasses self-awareness, self-regulation, motivation, social skills, and empathy—elements critical for effective leadership and teamwork. Goleman (1995) emphasizes that EI significantly impacts organizational performance by enhancing interpersonal relationships, decision-making, and stress management. For M.C. Donald’s managers, cultivating self-awareness allows for intuitive decision-making and the identification of personal and team weaknesses. Self-regulation helps in managing emotions during high-pressure situations, fostering a stable work environment. Motivation, driven by intrinsic factors, encourages employees to pursue excellence. Social skills facilitate open communication, conflict resolution, and collaboration. Empathy ensures managers understand employees’ and customers’ perspectives, leading to more considerate and effective decisions.

Application of McClelland’s Need Theory

McClelland’s Need Theory highlights the motivation driven by the needs for achievement, affiliation, and power. For M.C. Donald’s, focusing on the need for achievement can motivate employees to meet and exceed performance standards. By setting attainable goals and recognizing accomplishments, management can foster a culture of excellence. McClelland (2019) suggests that employees with a high need for achievement perform better when they face challenging yet achievable targets. Implementing performance-based incentives aligns with this theory, promoting a results-oriented mindset among staff.

Building Effective Teams and Enhancing Group Dynamics

Organized and cohesive teams are the backbone of productivity. Capable teams demonstrate attributes such as effective communication, shared goals, role clarity, mutual support, and organizational prowess (Li, 2020). To develop such teams, leadership must understand group behaviors, define roles clearly, and foster open communication channels. Strategies include team reflection sessions, role responsibilities, and organized workflows. Addressing negative group dynamics proactively reduces conflicts and enhances engagement. Leaders should encourage team members to provide constructive feedback and collaborate toward common objectives, thereby strengthening organizational resilience and performance.

Reward Systems and Their Effectiveness

Reward systems serve as powerful motivators by aligning employee efforts with organizational goals. A mix of monetary rewards, such as bonuses and incentives, and non-monetary rewards like promotions and recognition, can significantly influence employee behavior. Matthew (2010) underscores that performance-based incentives motivate employees to improve their social skills and service quality. Cash bonuses tied to customer satisfaction reviews motivate staff to provide superior service, reducing complaints and enhancing customer retention. Non-monetary rewards reinforce positive behaviors and foster a culture of recognition, leading to increased job satisfaction and organizational loyalty.

Strategies for Motivating and Influencing Employee Behavior

Effective motivational strategies include gamification and goal setting. Gamifying tasks, such as implementing weekly targets like serving a specified number of customers, can make performance more engaging. Recognizing achievements through small rewards boosts morale and encourages continuous effort. Setting smaller, manageable goals shifts focus from overwhelming annual targets to achievable weekly milestones, promoting consistent performance (Matthew, 2010). Managers should communicate trust and dependence on their teams, which enhances intrinsic motivation and fosters a sense of ownership and accountability.

Implementing these motivational techniques within M.C. Donald’s requires consistent monitoring, feedback, and adjustments to meet evolving organizational needs. Cultivating a supportive environment where employees feel valued and motivated will yield improvements in customer service, team cohesion, and overall organizational effectiveness.

Conclusion

Strategic professional development is vital for organizational growth, particularly when equipped with insights from emotional intelligence and motivational theories. For M.C. Donald’s, fostering EI among managers and staff enhances decision-making, teamwork, and customer interactions. Applying McClelland’s Need Theory to motivate achievement-driven behaviors, combined with effective reward systems and team-building strategies, results in a motivated, cohesive workforce capable of sustaining competitive advantage. Continuous investment in these areas not only enhances individual capabilities but also aligns employee efforts with organizational objectives, ensuring long-term success.

References

• Goleman, D. (1995). Emotional Intelligence. Bantam.
• Li, F. (2020). Team to Market (T2M): Creating High-Performance Teams in the Digital Age. Wiley.
• McClelland, D. C. (2019). Human motivation. Cambridge University Press.
• Neşare, E., & Şehitoğlu, Y. (2018). The relationship between emotional intelligence and ethical decision making: A study on human resources specialists. Turkish Journal of Business Ethics, 11(1), 38–41.
• Shane, J., & Heckhausen, J. (2019). A motivational theory of lifespan development. In W. E. P. G. Rudolph & C. W. L. McCoy (Eds.), Work across the lifespan (pp. 23-44). Academic Press.
• Thomas, J. C. (2018). Organizational dynamics within a team - roles, engagement, and expectations. Supervision, 79(8), 9–12.
• Matthew, R. E. I. S. (2010). A Manager's Guide to Human Behavior: EBook Edition. AMACOM Div American Mgmt Assn.