Motivation Plan Ldr 531 Week 5 44384p

RUNNING HEAD: Motivation Plan

Motivation Plan Kimberly England September 28, 2015 LDR 531/Brenda Shore

Motivational Plan

2 Motivation Plan Just as there are not any manuals for being a parent, there are no manuals for being a perfect manager. A business owner has to put trust and confidence in whomever is hired to fulfill the mission and vision statement of a company. What makes people unique it their attitudes, work ethics, styles of behavior and personalities. An effective manager and leader should assess the team and work to compliment the strengths of each member while minimizing the weaknesses. In order to do this effectively, a manager or leader may choose to ister the DiSC assessment to analyze the team ’ personalities and how their personalities influence the success of the team. This paper will address a proposed plan for Steve Finley to implement to help get his team motivated for success. DiSC Assessment During the interview with Steve Finley, a lot about his company (Environmental Health Company EHC) was discussed. His success and his failures along with lessons learned the hard way have had a positive enlightened effect during the past few weeks. Steve is the owner, general manager, and financial officer for his company. His company is in a rural area and employees 21 people at this time. His major need for motivation is in the sales department. Currently he has two in the sales team, John Triglia and Kimberly England. Using each team member’s personality test assessment, a plan of motivation, performance improvement and employee satisfaction will be devised that will benefit the sales department at EHC. Steve needs to review what the assessment has determined to be John’s and Kimberly’s behavioral styles. Of the four behavioral styles (Dominance (D), Interactive (I), Steadiness (S), Cautious (C)) (DISC Insights, n.d.), the sales team has one Dominance Style (John) and one Cautious Styles (Kimberly). The substyle for John (D) is the Producer. He is less guarded and less direct than most Dominant Styles. Kimberly is the Assessor under the Cautious Style. She is

3 Motivation Plan less guarded and less indirect than most Cautious Styles. With the two of them being less guarded, they are more apt to take things for what they are and are more likely not to be offended easily. Motivational Plan In both types of personality (Dominance and Cautious), to be effective in achieving success, both have to be careful and take the time to clarify time frames, recognize the feelings of others, and be more accepting of the ideas and behaviors of others. (DISC Insight, n.d.) Steve, as a leader, will need to make sure he sets guidelines so that the both styles complement each other for success. Steve will need to satisfy John’s dominance style be outlining time frames, assign roles/tasks, and ensure periodic informal Monday meetings. The meetings on Monday will set the pace for the week and review what went well and what did not work the week prior. For both styles, this will be a form of motivation. Kimberly and John need to see their achievements in writing and need to have recognition for their successes. This will also satisfy the cautious style’s need for organization. Both styles of our team (dominance and cautious) are focused on the tasks and goals at hand; therefore both styles are more apt to work together for the good of the team with little conflict. Neither one of styles enjoys conflict, so Steve should see an improvement in the overall department’s persona and eagerness for success. Steve has a monetary plan in place for incentives in the form of commission. As explained in Robbins & Judge (2012), this may not be enough to motivate employees to do more. This can cause the employees to do what they need to do to meet their personal financial goals. For the company, Steve needs to focus more on the future of EHC. In order to do this, his sales staff (John and Kimberly) need to go over and beyond to bring in the customers. Once the customers are brought in, the staff needs to go over and beyond for retention. If the company

4 Motivation Plan brings in new customers but cannot retain the current customers, then the company is just spinning in a circle. Steve has several options for motivation. He has many vendors that have weekend training sessions or seminars that usually last half of a day in remote areas. The trips are fully paid and only require attendance. Kimberly and John both enjoy the getaways because the trips are usually over with by Friday afternoon and it gives the attendee until check-out time on Sunday to enjoy themselves. All trips have the option of bringing spouses and/or children. He has agreed to give these trips to the sales person that is striving to fulfill the company’s mission and vision statement. During the next year, the motivational plan will also take into consideration the employee satisfaction. When employees are failing at work, more times than not, this will roll over into their personal life and vice versa. It is our goal to help the employee in both areas. In all departments, there will be a formal catered event. The event will be a six month forecasting event. The requirement will be for the employees to detail a minimum of five goals (personal and professional) that they want to obtain in the next six months and at least three long term goals (personal and professional) that they want to accomplish over the next five years. Each employee will present his/her forecast to the rest of the company and a copy placed in his/her file. This is important because it sets goals for the employee but it will also give Steve an indication if there is anything that he needs to be doing different to help his employees succeed in life. A happy and fulfilled employee will always go over and beyond the call of duty. Conclusion Personalities and behavioral styles can cause conflict if they are not nurtured and embraced. The motivational plan that is set forth for Steve Finley’s company, EHC, will hopefully embrace the differences that John and Kimberly have in their behavioral styles and use

5 Motivation Plan them to complement each other and the company. The plan will motivate through non-monetary, monetary and recognition. It will also put forth goals for each employee and serve as an ability record for the employees and Steve. EHC has sustained themselves as a fierce competitor in their industry and motivating their employees to go over and beyond will ensure growth and much success.

References

6 Motivation Plan Personality Types of DISC: D Personality Type (Dominant). (n.d.). DISC Insights. Retrieved September 5, 2015, from https://www.discinsights.com/personality-style-d Personality Types of DISC: C Personality Type (Cautious). (n.d.). DISC Insights. Retrieved September 5, 2015, from https://www.discinsights.com/personality-style-c Robbins, S. P., & Judge, T. A. (2012). Organizational Behavior, 15th Edition. [VitalSource Bookshelf version]. Retrieved from http://legacy.vitalsource.com/books/9781269357869/id/ch16lev2sec1