Final Milestone Submission
MOTIVATIONAL STRATEGIES 3
Motivational Strategies
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Motivational Strategies
Organizational change, rewards, and motivation form part of organizations and remain inevitable in all societies, notably for the employees. Honestly, it is prudent to motivate an employee to instill morale, innovativeness, service delivery, improve productivity and performance. Since the advent of time, employee motivation alongside performance appraisals has been a significant concept in different workplaces worldwide. Performance reviews usually ascertain each staff’s output and compare the same with remuneration packages to inspire the labor forces to enhance relations, general organizational productivity, and performance (Ekhsan et al., 2019). Indeed, all reputable, successful, and development-conscious companies such as Ford Motor Corporation greatly value the principles or concepts of motivation and performance reviews following the ensuing immeasurable results. That is why Ford Motor Corporation has a robust staff motivation program, performance appraisal, and change management schemes that guarantee exemplary results, as explained clearly hereunder.
Workers usually perform a critical role towards the achievement of all organizational objectives, mission, and vision. In essence, all growth and development conscious firms worldwide usually have a diverse and inclusive workforce, which work in harmony with all primary stakeholders to deliver exceptional services, good productivity, and performance in line with its mission and vision (Sutrisno & Sunarsi, 2019). Eventually, this immensely benefits both the staff and the organizations they serve.
Consequently, I would entirely support the formulation and implementation of formal performance evaluation programs and processes. That would constantly help check each staff's overall productivity and performance to design a competitive and reasonable compensation package (Ekhsan et al., 2019). Typically, workforces’ remuneration alongside benefits should primarily revolve around productivity and performance for improved company growth and development. Demotivated workforces usually underperform while motivated staff delivers the expected or targeted results for organizational growth and expansion.
A Reward System that Motivates Employees in an Organization
As hinted above, staff motivation is crucial for general organizational improved productivity, growth, development, and expansion into lucrative or virgin market segments, hence, success. Therefore, formulating and implementing a reasonable and practically workable employee compensation program is necessary. There are various reward systems, which firms can adopt to motivate their workforces. They include base pay, commissions, bonuses, stocks, holidays, vacations, alongside other benefits, and much more (Lorincová et al., 2019). In contrast, it is worth underscoring that a universal compensation program that motivates all staff is never present following different individual tastes and preferences. Hence, a combination of various elements proves beneficial in motivating a diverse and inclusive workforce for improved service delivery and exceptional output.
Since most employees work to earn so that they can achieve various social and economic goals that their earnings can accommodate, designing and implementing a reward scheme of basic pay and commissions is essential towards motivation. Mainly, for the sales forces in the Ford Motor Corporation, tying their salaries and wages on a fixed pay alongside commissions on the surpassed targets is necessary to motivate and improve performance and quality services (Ekhsan et al., 2019). Notably, this would work well for all the money-focused employees in the Ford Motor Corporation as an organization.
In addition to fixed salaries accompanied by commissions is ensuring improved occupational health and safety of all workers in the company. The working environment should be humane, clean, and safe for all workers to deliver exemplary services, productivity, and performance (Sutrisno & Sunarsi, 2019). In other words, a discrimination-free working environment motivates staff to enhance relations and output, notably, in a diverse or multicultural environment. In essence, employee hiring, rewards, career ascension, and much more should happen based on merit. That would entirely motivate all people to increase productivity and performance for mutually beneficial outcomes.
Moreover, providing labor forces with essential benefits such as health care insurance or medical cover, loan services, accommodation, educational sponsorships, retirement and disability programs, and organizing company paid trips also motivate some employees considerably (Ekhsan et al., 2019). Notably, programs such as sponsoring training sessions, disability, and retirement, among others, significantly increase skills, competencies, and cohesiveness of staff, hence, beneficial for all the diverse employees who are career growth-sensitive. That would also enhance the organizations' productivity and performance, thus, improved company growth and expansion.
Rolling out and Managing an Employee Change Process Successfully
A change is an essential and inevitable process for all progressive organizations, which all firms should comprehend well for success purposes. Changes in an organization are many of which compensation or a reward scheme is among them. To introduce the above-mentioned significant changes in an organization requires caution and tact to realize success. Failure to exercise would ultimately see the excellent and beneficial programs face massive hurdles and subsequent rejection by staff. In other words, managing the change process professionally and humanely is essential for success realization (Hayes, 2018). Many Ford Motor Corporation staff receives basic or base pay alongside benefits; thus, introducing commissions is necessary for improved organizational performance.
To do this, defining well the intended change is the first or initial process necessary to oversee the change process successfully. Similarly, aligning the envisioned change with the organizational objectives, vision, and mission is equally paramount in this change process. Then, determining the impact of the change process is essential towards achieving success. Identifying the individuals or employees that the envisioned change process would affect is essential and then preparing them adequately for the same is necessary for introducing and sustaining the change (Budhiraja, 2019). In other words, developing an appropriate communication strategy is crucial to introduce the intended change for subsequent adoption. In essence, the communication should be timely and understandable for the targeted individuals or staff to embrace it.
The communication strategy would remain open, understandable, and transparent for ease of adoption. That would remove possible doubts, disenfranchisement, and possible rebellion brewing or resistance to change in the future that would significantly affect the change process (Budhiraja, 2019). Additionally, if some employees cannot comprehend the intended change and its processes, educating them concerning the same is prudent. That would ensure that all the affected workforces comprehend fully what the expected change typically entails.
On top of organizing training sessions for the affected staff to familiarize them with what the change entails is ensuring appropriate support structures are in place for implementation, notably for all the affected labor forces. An abrupt or unplanned change usually has severe psychosocial effects on victims’ health and wellness. Consequently, emotional and practical support systems are necessary for a smooth change process (Hayes, 2018). For instance, organizing counseling sessions are necessary to help the affected workers embrace the expected change with minimal psychosocial effects. In other words, psychosocially preparing the affected employees would considerably assist them in navigating the envisioned changes. All these would ensure smooth a smooth transition or change without resistance.
After doing all that, measuring the outcome of the change process occurs to ensure that it is within the organization’s mission and vision. Monitoring and determining the efficacy and efficiency of the change process is necessary to see whether it is profitable and sustainable for the company to continue with or not (Budhiraja, 2019). Concisely, implementing the strategies mentioned above would considerably forestall the possible emergence of rebellion and resistance to change.
Conclusion
Workers usually determine the general success or failure of an organization they serve, thus, the need to handle them ethically, humanely, responsibly to motivate them. Change and motivation are crucial concepts, which society should comprehend and embrace to improve organizational efficiency and efficacy. In essence, change, employee rewards or compensation, and motivation are primary concepts that all conscious development companies should handle with utmost sensitivity to realize improved relations with stakeholders and the intended outcomes. That is why Ford Motor Corporation has a robust staff motivation program, performance appraisal, and change management schemes that guarantee exemplary results, as clearly explained above.
References
Budhiraja, S. (2019). Organizational readiness for change: an inherent concern for Indian small and medium enterprises (SMEs). Development and Learning in Organizations: An International Journal.
Ekhsan, M., Aeni, N., Parashakti, R., & Fahlevi, M. (2019, November). The Impact Of Motivation, Work Satisfaction, And Compensation On Employee's ProductivityIn Coal Companies. In 2019 1st International Conference on Engineering and Management in Industrial System (ICOEMIS 2019) (pp. 406-415). Atlantis Press.
Hayes, J. (2018). The theory and practice of change management. Palgrave.
Lorincová, S., Štarchoň, P., Weberová, D., Hitka, M., & Lipoldová, M. (2019). Employee motivation as a tool to achieve sustainability of business processes. Sustainability, 11(13), 3509.
Sutrisno, S., & Sunarsi, D. (2019). The Effect of Work Motivation and Discipline on Employee Productivity at PT. Anugerah Agung in Jakarta. Jurnal Ad'ministrare, 6(2), 187-196.