You Are A Manager For Riordan Manufacturing You Recently Adm

You Are A Manager For Riordan Manufacturing You Recently Administered

You are a manager for Riordan Manufacturing. You recently administered a series of assessments to your three employees to give you a better understanding of their different traits. You have begun putting together an Employee Portfolio for each employee. Now you must use the information from the assessments to create a Motivational Plan. Resources: University of Phoenix Material: Employee Portfolio: Motivation Action Plan, Self Assessments from Week One and Week Two Individual Assignment . (2). Write a 350- to 700-word Summary. Include the following in your summary: How will you leverage employee evaluations to motivate each of the three employees? Describe how the strategy selected connects to one or more of the motivational theories described in the text.

Paper For Above instruction

As a manager at Riordan Manufacturing, leveraging employee evaluations to enhance motivation is a strategic approach rooted in understanding individual traits, preferences, and motivational drivers. The assessments conducted have provided valuable insights into each employee's unique characteristics, enabling tailored motivation strategies aligned with established motivational theories.

For the first employee, assessments indicated a high level of extrinsic motivation, valuing recognition and tangible rewards. To motivate this employee, I plan to implement a performance-based reward system complemented by regular acknowledgment of achievements. This approach aligns with Skinner's operant conditioning theory, which suggests that positive reinforcement encourages repeated behaviors. By providing praise and incentives for meeting targets, the employee's motivation to excel is reinforced, leading to increased productivity and job satisfaction.

The second employee demonstrated intrinsic motivation, showing a passion for challenging tasks and personal growth. To motivate this individual, I will assign complex projects that foster skill development and provide opportunities for autonomy. According to Deci and Ryan's Self-Determination Theory, fostering competence, autonomy, and relatedness enhances intrinsic motivation. Empowering this employee with responsibility and opportunities for mastery aligns with their internal drive, promoting sustained engagement and innovation within their role.

The third employee indicated a strong need for social connectedness and a desire for collaborative work environments. To motivate this employee, I will facilitate team projects and create opportunities for social interaction and peer recognition. This strategy resonates with Maslow’s Hierarchy of Needs, specifically addressing social needs for belongingness. Cultivating a supportive team environment not only meets this employee’s needs but also enhances overall team cohesion, leading to improved morale and collective productivity.

Integrating these strategies demonstrates a comprehensive approach to motivation, recognizing that different individuals are driven by different factors. By customizing motivation plans based on assessment insights, I ensure each employee's unique drivers are addressed, ultimately fostering a more engaged, satisfied, and high-performing workforce. These tailored strategies, grounded in well-established motivational theories, are critical to cultivating a productive organizational culture at Riordan Manufacturing.

References

• Deci, E. L., & Ryan, R. M. (2000). The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, 11(4), 227-268.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work. New York: Wiley.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.
• Skinner, B. F. (1953). Science and Human Behavior. New York: Free Press.
• Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us. Riverhead Books.
• Vroom, V. H. (1964). Work and Motivation. New York: Wiley.
• Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
• Latham, G. P., & Pinder, C. C. (2005). Work Motivation Theory and Research at the Dawn of the Twenty-First Century. Annual Review of Psychology, 56, 485-516.
• McClelland, D. C. (1961). The Achieving Society. Princeton University Press.
• Gagné, M., & Deci, E. L. (2005). Self-determination Theory and Work Motivation. Journal of Organizational Behavior, 26(4), 331-362.