Synthesis of the concept of motivation
Motivation would literally mean the desire to get things done. It presents the reasons for the people’s needs, desires and actions. Motivation is a crucial element in setting and achieving goals. Within a working environment, motivation of the workforce is a key drive to ensuring that the individuals have a positive driving force which make them to do things accordingly (Hoffmann, 2007).The organization’s human resource management encompasses all those techniques, behaviors, and skills that a boss needs to lead and create a great team of professionals. They further build a good working environment in which all the staff develop and are motivated.
The difficulty in understanding the concept of motivation
The understanding of the concept of motivation within a working environment at times is not coming out clearly. This lack of understanding would result to motivational challenges which would lead to organizational performance issues. It becomes difficult for individuals to understand the motivation issues due to a number of factors:
The aspect of confidence within a person enhances his motivational levels, thereby believing that he can perform the tasks necessary for achieving the set goals. The confidence makes him to be willing to persevere and ensure tasks are completed. But lackof confidence make one feel he is unworthy and is not able to make decisions or remain motivated until he accomplishes an objective (Miner, 2005). Lack of confidence further make an employee unable to form good working relationships or assert himself, both of which are crucial if the employee is to be successful in his work.
Low expectations for success
The understanding over motivation is not held with great emphasis in cases where employees have low expectations for success. Having high expectations from employees make them be assigned engaging tasks and in turn a build-up of self-esteem within the employee and as a resulting boosting his confidence levels on-the-job performance. A workforce with low expectations for success have low self-confidence which contributes to lack of motivation and willingness to embrace future challenging assignments (Beck, 2004).
Potential effectiveness of the motivation model positioning
An employee’s incentive program is a common motivational model applied to various extents of organization’s operations and success within working environments across the world. These incentive programs help in the increase in the productivity of the organization to a great percentage of about 44%, according to the study conducted by the Incentive Research Foundation (Hoffmann, 2007).
The application of the concept of motivation into the organization can take a number of ways. In order to ensure adoption of motivation aspects within the working framework of the organizationthere should a well-defined structure of rewarding employees for excellence. The application of the concept of motivation in an organization through rewards doesn’t mean money incentive per se but several, aspects of rewarding like, promotion, and paid leave among other ways.
Feedback control loop
The organization’s motivation feedback loop entails both the positive and negative outcomes over the application of a motivational aspect. The feedback loop forms the system that monitors the progress toward an objective or success in the application of the motivation measure and providing the information to improve the system’s operations (Miner, 2005). It entails a heap of information about how the motivational process has performed in the recent past, the thoughts about the signal that information sends to the entire process, and the ideas from the thoughts which would be used for improving and maintaining the process in the future for the success of the organization.
The organization uses the feedback control loop in determining the motivating or the demotivating elements of the process through the information and thought of the system’s stakeholders over the performance of the motivational actions of the organization’s management.
The manner of influence on employees’ motivation on:
Goal setting-when the organization has set the goals to be achieved over some stipulated period of time, the employees cope and formulate the best mechanisms and methods to ensure the goals are attained. Unlike in scenarios in which employees are left without particular goals to achieve, there is lack of motivating factor in their endeavors.
Impression management-creating an impressive management within the organization’s operations make the general workforce feel incorporated within the undertakings of the organization.This makes them take responsibility of ensuring successful task completion as they look at themselves as directly liable and owe the organization.
Encouragement-formulating a communication channel in which the employees feel encouraged to take more challenging task make them feel trusted and held with great perception of being capable of doing better. This motivates them to be up to task and scale greater heights of achieving success.
Plan to redesign organizational job
Upholding the employees’ spirit of being interested in taking more and greater tasks within the organization is a key step to every organization. This calls for initiating a plan to redesigning a job to encourage and motivate employees. The organization can redesign a mentorship job position which would monitor the employee’s performance and arbitrate on their issues that could result to low motivation and poor performance. The steps the organization would adopt in redesigning the new job position would include:
Step 1: Taking into account the total number of the organization’s employees in order to ensure that the mentorship program roll out enough departmental personnel in the ratio of one personnel to ten employees.
Step 2: The ten employees will be assigned to their respective mentorship personnel who are among the workforce of the organization but had been sponsored for a mentorship program course by the organization in order to head the departments over the program.
Step 3: This is the last step in this job redesigning. It entails the actual program roll out in which the different departments organize their mentorship sessions in which they discuss the organization’s progress, challenges and opportunities. The sessions also carry out discussions over personal issues in relation to organization’s performance and progress.
Plan to Integrate Humanistic Theory of Motivation
The Humanistic Theory of Motivation constitute the motivational concept in which organizations apply to encourage their workforce perform to the best of their potential to the success of the organization. This theory is based on the concept that individuals have strong cognitive reasons for them to perform different actions. This theory is well illustrated in the Abraham Maslow’s Hierarchy of Needs, which depicts different motivations at various levels. At the lowest level of need motivation is the self-actualization while top need motivator is the biological needs of shelter, food, love, clothing, safety and esteem (Berry, 2014, p. 189-192).
The plan to integrate the Humanistic Theory of Motivation into the organization would put into consideration the attempt to identify internal factors in motivation of individual’s behavior. The plan further recognizes that these behaviors are based on the premise that people are motivated by unfulfilled needs.
Lastly, the plan would encourage a hierarchal satisfaction of the human needs as individuals are encouraged to undertake the needs from the basis to the personal capabilities and step by step movement along the basic needs to the lowest category of self-actualization motive.
Key success of the plan implementation in increasing motivation
The key to success in implementing the motivation plan within an organization is the evaluation of the programs feedback control loop. The information from the feedback loop over the performance of the motivation plan in the organization is a basis on which the assessment is based. There would be increased synergies towards the plan’s continuity if the feedback loop gave positive results, but in case of less performing signs from the plan’s feedback, a corrective measure is initiated to ensure the motivation plan work towards achieving the organization’s goals.