You Are A Manager For Riordan Manufacturing You Recen 467231

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 (employee names LR, DDJ and AB) 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 (ATTACHED): Employee Portfolio: Motivation Action Plan(see MGT311 Motivation Plan), Self Assessments from Week One (6 assessments for each employee), and Week Two Individual Assignment (see "Employee Portfolio" doc). Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees based on their individual characteristics, and complete the Motivational Action Plan for each employee. 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 (see "the motivation theories" doc).

Paper For Above instruction

Introduction

Understanding individual employee motivations is crucial for fostering a productive and satisfied workforce, especially in a manufacturing setting where diverse traits influence work behavior and performance. As a manager at Riordan Manufacturing, utilizing assessment data such as self-assessments and employee evaluations allows tailored motivational strategies that align with each employee’s unique characteristics. This paper develops specific motivational action plans for three employees—LR, DDJ, and AB—by examining their assessment data and applying relevant motivational theories to optimize employee engagement and productivity.

Analysis of Employee Traits and Assessment Data

The assessments conducted in Week One provided comprehensive insights into the personal traits, motivational drivers, and work preferences of LR, DDJ, and AB. LR demonstrated high levels of conscientiousness and a tendency toward achievement motivation, indicating a desire for recognition and mastery. DDJ showed strong interpersonal skills, suggesting motivation rooted in social recognition and collaboration. AB revealed traits aligned with independence and creativity, pointing toward intrinsic motivation and a need for meaningful work.

The evaluations from Week Two further clarified their motivational profiles. LR’s responses indicated a need for clear goals and feedback to reinforce their achievement orientation. DDJ’s data reflected a preference for team-based rewards and recognition. AB’s responses emphasized autonomy and opportunities for innovation, highlighting the importance of personal growth and meaningful tasks.

Motivational Strategies Based on Individual Traits and Theories

Drawing from the assessment data and motivational theories such as Herzberg’s Two-Factor Theory, Maslow’s Hierarchy of Needs, and Self-Determination Theory (Deci & Ryan, 1985), appropriate strategies can be formulated:

1. LR – Achievement-Oriented Motivational Strategy

- Approach: Implement performance recognition systems, clear goal-setting, and opportunities for skill development.

- Theory connection: Herzberg’s Two-Factor Theory suggests that recognition and achievement are motivators that enhance job satisfaction. Additionally, Maslow’s esteem needs are addressed through acknowledgment of accomplishments (Herzberg, 1966; Maslow, 1943).

2. DDJ – Social and Recognition-Focused Strategy

- Approach: Promote teamwork, peer recognition programs, and collaborative projects.

- Theory connection: Self-Determination Theory emphasizes relatedness as a core psychological need. Recognizing social contributions fosters intrinsic motivation (Deci & Ryan, 1985).

3. AB – Autonomy and Creativity-Focused Strategy

- Approach: Provide meaningful tasks, flexible work arrangements, and opportunities for innovation.

- Theory connection: According to Self-Determination Theory, autonomy and competence are fundamental needs that boost intrinsic motivation. Offering independence aligns with AB’s traits, enhancing engagement.

Leveraging Employee Evaluations to Drive Motivation

Employing systematic evaluations enables the continuous refinement of motivational strategies. For LR, evaluations highlighting progress and recognizing achievements can reinforce their achievement drive. Regular feedback sessions serve to motivate LR further by acknowledging their growth. For DDJ, evaluations that emphasize team contributions and social recognition strengthen their social bonds and motivation. For AB, evaluations should focus on creative outputs and autonomy, encouraging innovation and independence.

By actively integrating assessment results into personalized motivational plans, managers can foster a sense of purpose and engagement. Regular monitoring and adaptation based on ongoing assessments ensure that strategies remain aligned with each employee’s evolving motivational drivers (Braun et al., 2019). This approach not only enhances individual performance but also contributes to overall organizational effectiveness.

Conclusion

Tailoring motivation strategies to individual traits, as identified through assessments, is essential for cultivating motivated and high-performing employees at Riordan Manufacturing. Leveraging theories such as Herzberg’s, Maslow’s, and Self-Determination Theory provides a robust foundation for designing interventions that address distinct psychological needs. Utilizing employee evaluations as a dynamic tool ensures that motivational efforts remain targeted and effective, fostering a work environment where employees feel valued, autonomous, and motivated to excel.

References

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