Organization Motivation Plan

Organization Motivation Plan

A motivation plan is a plan that is developed and used by a manager to boost the morale of employees. Despite the organization being the number one competitor for the national brand, there are some issues that are affecting the performance and threatening the success of the organization. While developing a motivation plan, the manager should have the issues affecting employees in mind. First, whatever the task being undertaken, it is important for the employees to be mindful of the organization’s goals. The management should be ready to motivate them to work towards the goal. The motivational plan formulated will be meant to directly deal with employee issues as follows:

There will be open communication from the management on the direction that needs to be taken by the employees. There will be strict guidelines on how the employees will be expected to operate. There will be quality standards that will guide the employees on the output and productivity expected. There will be a reward and punishment system that will be meant to deal with the employees’ performance. Rewards will be both financial and non financial. There will be open communication between the employees and the management so that issues affecting employees and grievances are dealt in a timely manner.

There will be meetings where the employees will be consulted on their views and contributions about the processes. They will also be allowed to give solutions to problems affecting production. Employees will be given opportunities to demonstrate their capabilities through delegation of work and responsibilities. There will be room for improvement through on job and off job training opportunities to improve and refresh their skills. There will be annual remuneration review with regards to the prevailing economic conditions. There will be workshops and team building retreats where employees will meet and share with one another about their issues and what they think ought to be done.

Methods to motivate all of the employees in the organization


A good communication network with employees is a way of motivating them. How one communicates will determine if they will be motivated or not. The following are ways in which communication acts as a motivator: The act of the management consulting employees when it is making crucial decisions motivates employees (Schein et al., 2007). This is because, they feel that the organization acknowledges and appreciates their input in all operations. This makes them feel as part of the organization. Communication also acts as a motivator when it is carried out in a timely manner. This gives employees time to adapt and comply with the message. Communication will also make it easy for employees to talk about issues affecting them and their performance. This makes it easier for the management to immediately deal with all the hurdles preventing them from performing their This will make employees happy and satisfied working for an organization that cares for their needs.


Rewarding employees for their extra effort is a very good way of motivating them. This is because it makes them yearn to perform even better than before. There are two different types of rewards employees could be given: Financial and non financial rewards. Financial rewards may include bonuses and salary increase. While non financial rewards may include promotions.

Communication, however, remains the best motivation method because a reward is limited to employees’ performance and output.

Three ways to motivate the minimum wage service worker

Minimum wage service workers tend to feel sidelined in the organization. Unlike other workers, they feel that their position is not appreciated. When it comes to motivating such workers, it is advisable to apply the equity theory. This is because it tends to close the gap of unfairness and uneven distribution of resources and relationships. The equity theory was developed by John Stacey Adams in 1963. He was a behavioral psychologist who claimed that employees always want to be in a place that there is equity. Equity is observed in terms of input and output in regards to other employees (Goerg & Kube, 2010). Minimum wage workers are aware that they might not get similar treatment like their counter parts. However, it will not be of negative effect to the organization to acknowledge their efforts and view them as equally important.  Therefore, three best ways to motivate an employee with regards to the equity theory are:

  • Good pay

Just like other employees in the organization, a minimum wage worker will also like to be well remunerated for their work. In most organizations the pay for such workers is bad and most of them will be delighted if they get a better pay than their counterparts. In fact, organizations that intend to motivate their minimum wage workers ought to pay them per output or per hour. This will have workers working extra hard since they are paid according to what they produce.

  • Rewards

Just like other employees, there are also outstanding minimum wage workers. These workers are always the best when it comes to their work output, productivity and behavior in the organization. Such workers will be motivated if their good work is noticed and rewarded. They could be given a bonus for every extra work done in a period of time. Rewarding such workers does not necessarily have to be in monetary terms. Managers can use non financial ways of rewarding like recognizing their efforts in the presence of other workers. They can also have photo displays or badges for the best worker of the month. Such gestures will encourage other workers to work harder so that they too could get such recognition.

  • Communication

It is rare for organizations to communicate with the minimum wage workers about issues of the organization. This is because they believe that they are not permanent employees of the organization and would not know much about it.  It will therefore be very good if an organization started communicating with its minimum wage workers. It could hold meetings where they would raise their issues and concerns and any other observations they have made. Such a gesture will make them feel as members of the organization and thus be motivated to work.

The relevance of the individual worker in today’s organizational context

An individual worker can accomplish so much more working as an individual than as a team. This is because there will be less time used in consulting with other members. An individual works with their intuition and will do things according to what they feel should be done. This brings about creativity and innovation in the organization (Robbins, 2001).

Outstanding individuals could act as role models in their respective organizations and teams. They can set a good example which helps to guide the rest. Such individuals will help to live up to the desired organizational culture and norms. Individuals can also be used to provide morale and maintain discipline in their groups or organization. There some individuals would like misuse others in the teams. They prefer leaving all the work to one person and want to reap in the benefits. Their individual group member who does the work will try to show them the benefits of them working together. They could also be in charge of informing the management the members who are not participating and complying with the laid down rules and regulations (Robbins, 2001).

Re-create and complete the following Individual Work to Teamwork chart

Talks Listens and consults with team members
Me oriented Team oriented- working for the good of the team and the organization
Department focused Organizational focused
Logical Consistent
Written messages Group meetings and discussions
Image Team image
Secrecy Openness
Short-term sighted Short term and long term sighted
Immediate results Results are not immediate due to much consultations
Critical Laudatory
Tenure Permanent


Table 1.1 (Schein et al., 2007).





Goerg, S. J., & Kube, S. (2010). Treating equals unequally: Incentives in teams, workers’ motivation,

and production technology. Journal of Labor Economics, 28(4), 747-772.

Robbins, S. P. (2001). Organizational Behavior [University of Phoenix Custom Edition]. New Jersey:

Pearson Custom Publishing.

Schein, E. et al. (2007). Team Building: Proven Strategies for Improving Team Performance (4th   edtn). Jossey Bass.



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