Organization Motivation Plan Design

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Design an organization motivation plan that encourages: Job satisfaction is defined as “the degree of pleasure an employee derives from his or her own job” (Muchinsky, 2000, p. 271). It is commonly known that factors such as salary, responsibility, advancement and recognition contribute directly to job satisfaction. Organizational behavior (OB) uses scientific methods via test models which attempt to explain real world phenomena. OB showed that job satisfaction (independent variable) influences absenteeism the (dependent variable). Employee’s behavior indicated that as job satisfaction increased absenteeism tend to decrease and vice versa (Schermerhorn, Osborn, Uhl-Bien & Hunt, 2012, p. 5). As an effective manager, in my growing small enterprise, Greater Pastures Meat Manufacturing Company, with a workforce of less than sixty employees, I rely heavily on my managerial training skill to motivate my workers which will assist them in reaching both a higher performance that leads to a much greater job satisfaction. In building an effective performing team I will primarily focus in the area of the cohesiveness for team building. “The rule of conformity in team dynamics states that the greater the cohesiveness of a team, the greater its conformity” (Forsyth, 2006, pp. 15-16). Therefore, when the performance norms are positive in a highly cohesive work group or team, the resulting conformity will have a lasting positive effect on both team performance and employee satisfaction. Thus resulting in huge benefits the employees and the organization. For example, Herzberg’s two factor theory states that the presence or absence of satisfiers or motivators in job performance is the key to workers’ satisfaction, motivation, and performanc... ... middle of paper ... ...ged in strategy planning. Helps their group as well as everyone else fulfill their goals. Anticipate business needs, through open discussion forums before they are asked by the organization. Cannot wait for an employer to ask these questions, by then it is already too late (Kindle, 2012). “As the global economy become quite unpredictable, having access to multiple sources of knowledge is critical to organizational effectiveness. The same holds true for the individual worker. To be relevant he or she must connect with teams, and multicultural colleagues to solve complex problems. The individual worker must position themselves in a network of organizational knowledge that focuses on the plight the organization is taking and how it plans to get there” (Mohrman & Lawler, 2011, pp. 169-185). Recreate and complete the following Individual Work to Teamwork chart.
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