The significance of employee motivation cannot be overemphasized. The small manufacturing company requires an employee motivation plan that has the potential to promote its expansion. There is the need to ensure that the designed motivation plan strengthens the company’s supply chain management to ensure availability of products in the market. In addition, the plan should escalate productivity, innovation, and teamwork.
Furthermore, the plan should facilitate the creation of a positive work environment in all the departments including sales, assembly, technology, and administration. This is critical to ensure that employees are working at their best in order to stabilize the growth of the company.
Organization Motivation Plan for Employee Motivation
The objective entails designing employee motivation plan that can guarantee job satisfaction. The process entails undertaking consultation with workers to know what they need and document their feedback. Establish a research and development center within the business center.
This center will offer employee education and training, which focuses on developing workers’ job related skills (Phillips & Gully, 2012). Undertake periodic employee reshuffling between different departments such as sales and assembly to promote skills development and eliminating boredom at the workplace.
Undertake secondary research about communication strategies used by other similar companies. Apply the information on establishing an internal communication strategy to guide information exchange processes among members. The communication strategy will promote informal communication between workers to high job satisfaction.
The communication strategy also communicates to the workers about the company’s mission, vision, and culture (Srivastava, 2005). The communication strategy is critical for the company because it has fifty employees. Therefore, additional workers joining the small company should find a functional communication strategy to enhance their adaptation to the new work environment (Phillips & Gully, 2012).
Conduct focus group discussions with twelve workers in four groups to determine the aspects of work, which boosts their morale and in turn increase turnover. The approach is important as it enables bringing together people from different departments in different groups to get their feedback. The information obtained from the focus group discussions will inform the design of a motivation plan that promotes morale among workers.
The focus group discussion also enables experimentation of teamwork before it is included in the design (Lauby, 2005). Guidelines for teamwork ensure that workers from the assembly, production, and sales work together for increased productivity.
There is the need to do benchmarking on how similar companies are giving workers autonomy to define their task targets. The feedback is critical in creating a well-informed approach to employee leadership in terms of defining their tasks. Establish a welfare program to offer incentives to workers who perform well and offer decent wages (Lauby, 2005).
Visit other similar companies to learn how their motivation plans enhance productivity. In addition, undertake a survey among workers to understand their views on how the small company can escalate productivity. The feedback indicates that creating a positive work environment, which promotes morale and performance, can help workers increase their productivity.
Other similar companies allow members to develop their job targets. The feedback is critical to developing a plan that can increase productivity. The workers show commitment to attain the targets they set. The company will also initiate performance contracting to evaluate workers’ contribution. Under this strategy, the targets developed by the workers become the benchmarks (Lauby, 2005).
In addition, conduct a survey among employees to understand their opinion on how to promote quality work. Through the survey, establishing shifts at work for people working in manufacturing and assembly departments is critical to achieving work-life balance. This strategy will promote quality work because it enables workers to have enough time to rejuvenate their strength and concentration abilities (Lauby, 2005).
Employee Motivation Methods for All Workers
Undertake biannual job characteristics review to link person characteristics with the nature of the job. For example, review the tasks performed by people in the sales department to identify their additional talents, which can help other departments improve.
The method ensures that workers perform a variety of tasks to enable them to gain skills in many activities in the company (Phillips & Gully, 2012). Furthermore, managers must give feedback to workers on their performance to inspire all members. This is the most important employee motivation method that targets all workers.
Conduct secondary research on successful companies to understand their organizational culture. The research should also help comprehend the process of creating an organizational culture. Therefore, use the feedback to create an organizational culture in the work environment that enhances their passion for performance.
The company requires managers to provide positive work environments such as enjoyable and supportive supervision in the workplace (Phillips & Gully, 2012). The organizational culture should focus on creating a strong feeling of community, a deep trust between and among workers, and passion for work.
The company should also strive to ensure that all workers gain technology skills through empowerment programs. This motivation method is also important but the company can implement it over time (Phillips & Gully, 2012).
Motivation for the Minimum Wage Service Workers
Learn how other successful companies motivate their low-income workers. In addition, undertake a survey with the minimum wage earners to understand the different ways they would want the company to motivate them.
Provide a minimum wage that can enable the workers to live decently by meeting their basic needs, safety and security needs, and social needs. Maslow proposed a worker’s motivation theory based on the hierarchy of needs. He suggested that employers should focus on meeting these needs for low-income earners (Phillips & Gully, 2012).
Promote job advancement and growth to minimum wage earners. This is critical to their motivation because they are assured of job progression and potential pay increments. This motivates them to work hard in order to escalate their chances for advancement (Phillips & Gully, 2012). Herzberg’s two-factor motivation theory classified advancement and growth in the workplace as motivators. He noted that the satisfiers are crucial for employee motivation.
Define how the company will improve the pay rates and provide welfare benefits such as paying school fees for their children. The company can increase the rates of pay for the workers on an annual basis. This can enhance their motivation to work. Herzberg’s two – factor motivation theory also suggested pay as one of the hygiene factors in the workplace that is crucial for employee incentive (Phillips & Gully, 2012).
Relevance of the Individual Worker
The relevance of the individual worker in the present organizational context is associated with individual performance and their contribution to team work. Individual workers assigned to perform independent responsibilities in a company contribute to the realization of the objectives particularly when they ensure excellence in their work (Phillips & Gully, 2012).
Furthermore, focusing on individual employee satisfaction at the workplace is crucial to creating a team of highly passionate workers who can drive organizational objectives. The relevance of the individual worker can also emerge in the context of the provision of leadership. The individual worker who leads a team of employees in any department plays an important role in the company.
The individual worker has an influence on other employees. Therefore, an individual worker can provide leadership that creates a positive influence among other employees thus ensuring increased productivity (Phillips & Gully, 2012).
Lauby, S. J. (2005). Motivating employees. Alexandria, VA: ASTD Press.
Phillips, J., & Gully, S. M. (2012). Organizational behavior: Tools for success. Mason, OH: South-Western Cengage Learning.
Srivastava, S. K. (2005). Organizational behavior and management. New Delhi: Sarup & Sons.