Motivational Plan

Motivation Plan

Motivation Plan

To maximize team efficiency, and productivity motivation must exist. Motivation stems from multiple forms and is strongly dependent upon the personality of a person. Applying DISC assessments can be beneficial to managers and leaders who have the task of developing teams and motivating them.

This writing entails a summary of my mentor's interview including information about her organization, the department in which she works in, and her job description. Also, addressed are examinations on distinct differences in attitudes, emotions, personalities, and values among members of Learning Team D based upon the DISC assessment and how each difference may influence positive behavior. The paper concludes through developing a plan applicable to the mentor’s area and how the approach may increase the learning team member's motivation, satisfaction, and performance based on their personal profiles as if they were employees of that department. The motivation plan will consist of the evaluation of Regenia, Boykins, Quiana Frye, Jacqueline Guthrie, Pamela Jones, and Robert Warmack DISC assessment results.

Mentor's Job Profile

As an Admissions Director, Dr. Cross and her team evaluate academic records of individuals who wish to attend the school. The evaluation consists of considering a candidate's extracurricular activities, test scores and personal recommendations. She leads a multicultural and multigenerational staff of admissions officers as well as works in conjunction with other university administrators toward developing admissions criterion, tests, and guidelines. Dr Cross works with the school’s registrar and the financial aid section through assisting with enrollment and financial and attendance matter. My mentor keeps the university president, and other division heads well-versed on applicable admissions data. Furthermore, her department provides school information and enrollment policies to prospective students, their parents, other family members and renders tours of the institution and arranges recruitment events.

Analysis of Personality Types

Each member of Team D took the DISC Platinum Rule assessment, which is a behavioral style evaluation. The assessment captures an individual’s primary behavior and divides it into four categories of style: cautious, interactive dominance, and steadiness (Alessandra, N.D). Members of Learning team D encompass motivators, facilitators, innovators, administrators, and strategists. Some brand skills represented are problem identification, training, giving, and dependability.

Learning Team D’s chemistry entails two steadiness styles, two dominant styles, and one interactive style. Team members Robert and Quiana fall within the Pioneer category. The Pioneer is one who is a quick thinker, performs well under pressure. A pioneer has a need to be in command, and strives for results. Aggression displayed by a Pioneer may be observed as negative when interacting with team members with a steadiness style, which can lead to alienation of team members. The behavioral style assessment characterized Regenia and Pamela with a steadiness style. Characteristics of these individuals may include enterprising, open, loyal, and indirect, relatively unassertive, and reliable, which could be viewed by others as accommodating and sensitive. Steadiness Styles prefer to operate within situations where plans are clear and each step of the process is defined. Nevertheless, this style of personality does need to learn how to entrust tasks to others. These individuals have a relaxed nature that is approachable and hospitable. Jacqueline encompasses an interactive style. She is one who enjoys people, enjoys other’s approval, and places trust in others quickly. Jacqueline’s personality style fits well on an exciting team, and when working on projects, her attention span is short (Alessandra, N.D).

The catalyst toward making the various personalities align within the admission’s department rest upon aligning each team member to tasks based upon their strengths and what captivates him or her where possible. Encompassing an extensive talent pool allows for greater chances of overcoming weaknesses through carefully aligning members to tasks best suited for high performance and this process will facilitate higher morale. We can leverage the D type employee’s goal oriented approach and drive toward remaining on track with a task that requires quick thinking. Dominant employees working on tasks that attain results and where they sustain control keeps them motivated and satisfied. Partnering the Interactive and Steadiness employees yield benefits. Each of these employees has the necessary skills to achieve the buy-in and the overall consensus from other employees since they have the ability to interact effectively. These styles performances in the admissions department would peak because of high interactions and fluidity.

Through aligning employee tasks to complement his or her personality type, we will cover the needs of Dr Cross’s department with employees whose styles suit their role. Also, this strategy will promote enhanced motivation, performance, and innovation as each employee will achieve satisfaction within their daily tasks (Yukl, 2013).

Values

Values are unique traits within a person that represent purpose and beliefs. These values represent who people are and can be used as a guide throughout one's life. Also, values can guide a firm and define how individuals interact with one another (Robbins & Judge, 2013). Values symbolize an establishment of a person’s attitude. Individuals connect to a firm with preset values and attempt to join forces with the values of the firm. In general workers are more at ease when he or she is in agreement with the values of their firm.

Attitudes

Attitude refers to evaluative statements or judgments concerning objects, people, or events (Robbins & Judge, 2013). Pessimistic attitudes are damaging to employees, teams, departments, and companies. Poor attitudes are cancerous and may reach rapidly throughout any of the above.. Employees who are satisfied with his or her job carry a positive attitude. When leaders display a positive attitude regarding a project, employees demonstrate a better aspiration to perform and achieve goals.

Emotions

Emotions generate through particular occurrences and are brief in nature. The outcome of the emotion is captured on one’s face, whether it is happiness, sadness, or discontentment (Robbins & Judge, 2013). Emotions not only just impact firms but contribute to their structure as well. Emotions are used to motivate as they are significant within inspirational leadership. Nevertheless emotions can be harmful regarding how an employee reacts to pressures, which impacts productivity and produce poor results.

Team Plan

We will use a step by step plan based on the learning’s from our employees DiSC assessments. Each step within the plan will focuses on accomplishing a precise result, which lends to the team dynamic with the outcome being greater workplace motivation. The plan consists of the following steps:

1. Design team for maximum performance.

Supply chain operations entail significant functions that necessitate fulfillment by motivated individuals with the right skill sets. Considering this factor, we will use our employees DISC assessments as a basis for aligning them in the key positions that match our company needs but also matches their desires and talents. Through placing the right person within the proper position, motivation enhances naturally as employees are working on matters they enjoy.

2. Conflict Management and Team Harmony.

To enhance motivation and develop a harmonious team that executes at high levels at a high level, decreases in conflicts that occur or exist within the group must occur. Communication is valuable within conflict reduction. By using the DISC assessment information, valuable insights into each employee’s personality can aid managers in constructing resources that aid in breaking down communication barriers amid the multiple styles. Once the proper resources are in existence, motivation will increase because people now can effectively communicate (Hogan & Kaiser, 2008).

3. Motivation Incentives.

Dealing with a varied group of employees with multiple styles, it becomes necessary to have active strategies to keep each person evenly engaged. To expand and maintain motivation, we will implement inducements, reward's programs, and a universal work environment, which caters to the various styles of employees and one that is sensitive to their needs. Team D encompasses a combination of dominant personalities, interactive personality, and two steady personalities. Challenges may arrive; however, through the application of the DISC results of each member’s personality type will allow a fluent design for a well rounded work atmosphere that will facilitate motivation for each employee (Yukl, 2013).

Conclusion

It is vital that employees maintain focus and motivation. Within the plan, employee personality assessment information exist to align them to tasks that they each enjoy. It is also significant to place employees with members that blend well to compliment their work styles. Building a work environment that stresses effective communication that diminishes barriers are significant for success. Implementing rewards and incentives centered on the department’s workforce needs, and desires will keep the unit aligned with each employee.

Reference

Alessandra, T. N.D., DISC and The Platinum Rule, Retrieved from