Identify Significant Elements of an Organization’s Motivation Plan to Encourage Workers In order for an organization’s motivation plan to be effective, it is important for the organization to clearly define their intended outcomes. Some ways to define their intended outcomes are to look at their mission statement and values, measure their productivity levels, look at their turnover rate and the reasons given for the turnover, determine what employee relations issue are at hand, and what kind of leadership style the organization has. It is also important to get employees involved. An organization’s employees are the best source of information regarding what will motivate them. By just asking an employee for some input is a good
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I don’t think I would be best suited to be the one in the position to run a large organization. I think I would perform better in a smaller organization with less than twenty-five (25) employees. I would make sure that the hygiene factors (working conditions, salary, security, co-worker relationships, etc.) are always in consideration and I would value input on those factors that make the employees unhappy. In order to increase the chance of the hygiene playing a stronger role in motivation, I would make sure each employee had the same opportunity at each motivating factor (advancement, growth, recognition, responsibility, etc.). It would be important for me to make sure that the employees are rewarded for their hard work and effort which could lead to more motivation out of them.
Three (3) Ways to Motivate the Minimum Wage Service Worker Organizations can struggle when it comes to dealing the minimum wage service worker because of the low motivation level, young age of the worker(s), and lack of experience in the workforce. Three ways to motivate are connect workers to the big picture, involve workers in decisions that affect their jobs, and offer benefits, bonuses, and rewards. When an organization connects minimum wage