Motivational Plan
...the effort toward a specific goal, or a set of goals for that matter? If he is persistent, he will not drop the goals at the first chance he has. He will do all that is possible to achieve the goal. Another factor that plays an important role in our motivational goals and programs is workforce diversity. Due to the fact that organizations are composed of individuals of different cultures, backgrounds and various individual factors, there is no “one size fits all” motivation program. We must tailor our programs to these individual. Managers must also take this issue into account when he thrives to achieve the goals of the organization through the workforce. Managers must perceive the individual factors of each employee. Taking these into account, he can then use the appropriate motivational techniques that result in a motivated employee. The role of the manager is to achieve the goals of the organization through the people in the organization. To be successful he must recognize employee differences and act according to them. These can be individual, cultural, and particular differenced. With these differences in mind, he must create the appropriate circumstances to motivate employees to thrive towards the goals of the organization. The organization must provide the appropriate structure so employees can be motivated to strive towards the goals imposed. The organization must also provide the appropriate resources to backup the programs designed to motivate the workforce. The incentive plan we will establish is based upon the expectancy theory. This theory states that there are a series of step an employee will go through before he will feel motivated toward a specific goal or project. First of all the employee must perceive that if he makes any particular effort, this will be noted in his individual performance appraisal. If this is true, he then must perceive that this positive performance appraisal will result in some type of reward. If this becomes true, he then needs to perceive that the rewards are in accordance with his particular personal goals. As we can see, the expectancy theory states that the employee will make if effort if the final rewards are in accordance with his personal goals. The employee can perceive everything else to be true, but if the reward is not in accordance with his particular goals, he will not make the effort. We can see the importance of tailoring the reward to the needs, wants, and goals of the individual. Due to the large diversity in today’s workforce, this theory will help to adjust the rewards to the particular goals of the individual. In this line of thinking, we will implement a flexible benefits program. This will provide each employee to tailor his rewards to his personal needs and goals. We will offer a variety of options. Among these are medical insurance, dental coverage, mayor medical coverage, extra paid vacation, vacation packages paid by the company, college tuition, child tuition, childcare, elder care, and others. Each employee will have the right to a package total of up to forty percent of his total salary. He may choose one or more benefits up to the total allocated to his account. Any employee can change his benefit package at any time he finds necessary, but not more than twice a year. We will also implement a variable pay program. We will implement a profit sharing plan. We will distribute a 20% of the companies profit to the employees. The method of distrib...