Employee Portfolio: Motivation Action Plan

University of Phoenix Material

Employee Portfolio: Motivation Action Plan

Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees, based on their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies.

Team Member Performance Rating Summary of Assessments Motivational Strategy and Action Plan Relevant Theory

Alicia Hinojosa Even though there are some concerns that Alicia must have to take care of, she is appropriate for the job This employee has a higher job satisfaction rate and she is quite deliberate. Her assets are represented by confidence, work ethics, and a higher emotional intelligence than others.

However, she is not capable of properly receive assessment and may get skewed in job-related issues.

Because of Alicia's increased job fulfillment and positivity, she will most certainly not be difficult to motivate. In order to do this the company needs to assist in the preservation of the higher job satisfaction and enthusiasm; the organization will make certain that she is given the proper authority in undertaking the position to insure her co-workers acknowledge the motivation The motivation theory relevant to this situation is McClelland's theory; the need of authority, achievement, and association are important needs that will be instilled for ample motivation.

Kim Kelling

Kim is a fair candidate for her position within the company. The assessments show that this employee has a common job satisfaction rate which indicates that she is neither thrilled nor disappointed about her employment. The strong points Kim demonstrates are intuitive intelligence, deliberation, and a higher emotional intelligence rating. In contrast, the major faults are lack of attention and the possibility of becoming subjective.

The element that the employee lacks concentration when completing a task is daunting. A normal job satisfaction indicates that Kim may not wish to achieve better performances at the current time. The most appropriate theory in this case is the expectancy theory that will illustrate to the employee if she focuses on the task at hand she will only have benefits from the current position. The expectancy theory will try to demonstrate the employee that if he does his job better, compensation and satisfaction will occur. Self-actualization will be a key factor in her success with the company.

Larry Peterson

Larry