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 MemberPerformance RatingSummary of AssessmentsMotivational Strategy and Action PlanRelevant Theory Edward JonesEven though theres some concern the applicant requires to care for, he is suitable for the employment The worker has got a greater employment satisfaction and he is fairly prepared.
His good points are shown by confidence, hard work abilities, and greater mental cleverness.
But, he isnt able to correctly acknowledge criticism and might get subjective in job-related issues. Due to his enhanced employment satisfaction and confidence, Edward Jones might not be challenging to be inspired. To do this the organization requires to make him maintain his greater employment satisfaction and confidence the organization will ensure that hes provided proper power into doing his work in order that the workers feel the authority and association to the organization.
The inspiration hypothesis related to this case is McClellands hypothesis of requirements stating that authority, accomplishment, and association are essential requirements which help explain inspiration. Michael Ciross Michael Ciross is an excellent applicant for his employment.The exams demonstrate that this worker has a normal employment pleasure meaning that hes neither enthusiastic nor unhappy regarding his employment. The main good points of Michael are indigenous cleverness, fairly planned, and greater mental cleverness. On the contrary, the main weak points are lack of attention and probability of getting subjective. The truth that the worker lacks attention while doing his work implies that he doesnt have a great curiosity on getting this done and he most probably does it for the very fact that its a usual element of his survival. Due to his lack of attention he may not be inspired into doing the perfect on his employment. A usual employment pleasure shows the truth that the worker might not desire to accomplish better performances.
The most suitable hypothesis in this situation is the expectancy hypothesis which will indicate the worker in case he acts in a particular better way he will just need to gain from the situation.The expectancy hypothesis will attempt to show the worker that in case he does his work better, payment and satisfaction will most probably increase. He might be capable to be promoted. Respect and self-actualization are the need which must be focused in following the hypothesis. Jeffrey Blake Jeffrey might not be the ideal applicant for his employment. But, it doesnt mean that he can improve. Jeffrey Blake has got a reduced pleasure, requires a great deal of time to finish jobs and there are greater possibilities for subjectivity while doing his work. On the contrary a few of his good points are that he has a tendency to put emphasize on details and that he shows a more mixed style of making decisions. There are many methods of enhancing the pleasure of this worker that is the 1st step into enhancing the inspiration.
The most related inspiration hypothesis to this scenario is Theory X and in order to enhance Jeffreys inspiration the organization must decide what makes him have discontentment for his employment, take steps to get rid of this element, enhance the payment, and influence Jeffrey into enhancing output and performance.Hypothesis X, as Robbins and Judge (2011) consider, says that workers dont like job and they must be directed or even forced into performing it.