Example Of Essay On Employee Portfolio: Motivation Action Plan
Commitment to inculcation of an effective motivation plan entails an in-depth evaluation of individual strengths and weaknesses and generation of tactical action towards plausible outcomes. Thus, the internalization of proper policies and action plan towards individual motivational scheme is imperative. Ensuring that the evident plan is effective and sustainable is a daunting process. As such, from the analysis of employee portfolio, an effective motivation plan is as follows.
Goal or objective setting denotes the most fundamental aspect within the motivation plan. As such, objective setting denotes setting of realistic and fair goals that emanate from the evaluation of the employee portfolio. Thus, from the analysis of the portfolio, effective objectives include:
Necessitating an environment in which employees are more deliberate in decision making
Ensuring an increase in employee engagement
Ensuring a heightened job satisfaction among the employees
As the three aspects of evaluation and change within the organisation, it is imperative that the organisation invests into proper motivational plan (Mercer & Wyman 2010). The motivation plan, as per the above objectives denotes the enhancement of employee engagement, satisfaction and decision making.
Communication is imperative among the stakeholders within the organisation. Accordingly, through setting up of the objectives, it is significant that communication among the top management prevails in planning and incorporating the right structure towards effective policy statement (Mercer & Wyman 2010).
Setting up motivational approaches
Inculcation of open communication policy within the organization
Open communication is highly advisable towards ensuring employee engagement. As such, encompassing employees in running the organization emanates from proper and in-depth communication. Real time communication is effective since it generates an environment in which employees are involved in the day to day aspects of the organization. Employees who are involved in the operational mandate of the organization perform effectively (Storey 2009). Communication in reference to Mercer & Wyman (2010) is a determinant factor in regards to employee performance since it ensures plausible informational access.
Fair and competitive remuneration
Fair and competitive remuneration is a determinant factor in regards to employee satisfaction. Ensuring that remuneration is within a plausible mandate and highly cutthroat should be dependent on meetings with the employees and proper data mining. Hence, through competitive remuneration, employees will be highly motivated towards meeting the organizational objectives and targets set.
Investment into team work
Teamwork within an organization is effective towards heightening the performance of employees. The inculcation of team work ensures that employees from diverse departments integrate and share ideas in meeting the tasks at hand. Through investment into team work, employee decision making is bound to catapult. Ideological exchange among the employees will generate effectiveness in the decision making mandate and enhance independence in decision making (Storey 2009).
After the inculcation of the policies towards ensuring employees that are satisfied, make independent decisions and engaged, it is imperative that proper monitoring of the success of the initiatives prevails. Thus, an effective monitoring approach should denote:
Scheduling monthly meetings with the Human resource department
Posing questionnaires to employees regarding the organizational performance
Effective feedback management through setting up of an open complaint handling mandate
A proper motivation plan entails the inculcation plan entails the inculcation of clear cut steps. As such, the analysis of the employee portfolio reveals diverse aspects of improvement need to be undertaken. Employee satisfaction, engagement and decision making are aspects of concern. Thus, the management should incorporate the motivation plan to ensure plausible outcomes within the organization.
Mercer, M. K., Carpenter, G., and Wyman, O. (2010). Pay for results: Aligning executive compensation with business performance. New York, NY: Wiley.
Storey, J. (2009). Human resource management: A critical text. Chicago: Cengage Learning.
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