Motivating Employees Discussion Post

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Daysi seems to be completely unmotivated and has no plans to meet job expectations. This is the time when her direct manager should have a one on one conversation to find out what is exactly happening with her. In that conversation, manager should probably ask if she has a clear understanding of her job, if she knows what her duties are, and he/she would review with employee an action plan to monitor her behavior and tasks for the next few days to see if there is an improvement. The key is to find out what are the factors that are making her feel unmotivated and see whether she is motivate by pleasure or to avoid pain. However, if the issue with Daisy is due to the fact she does not feel there is not room for growing within the organization, manager should work on building her confidence. The greater a person’s belief in their own power to influence an outcome, the more likely they are to succeed with a new challenge (Pignatelli, 2015). It is imperative to find out how she really is to unleash her truly motivation.

Motivation is one of the areas that managers and leaders should be masters at, but it is one of the most challenges for any leader inspiring an organization. Survey of workers have reported equally distributing findings: 73 percent of employees said hey are less motivated today than they used to be, 84 percent said they could perform significantly better if they want to, and perhaps most shocking of all, 50 percent of workers said they are putting only enough effort into their work to hold onto their jobs (Spitzer, 1995).

It is Daysi’s manager responsibility to put her back in track to where she needs to be, and more importantly it is to find what motivates her, is it money, compensations, benefits, punishment, family? Managers should try to find a connection to see what it matters to employees. Not only the manager has to be able to increase Daisy’s motivations to complete her due duties coming in the next two weeks, manager/leader must be able to maintain Daisy motivate for the long run. The impact of short-term motivation has been described as “much like the effect of eating a dougnout... when the sugar high wears off, very little is left in the system” (Spitzer, 1995). Manager’s homework is to find out what is there to be done to maintain and sustain high levels of motivation for her and everyone in the organization all the time.


Pignatelli, A. (2015, Sep). 4 ways to motivate your employees. Green Industry Pro, 27, 1. Retrieved from https://search-proquest-com.proxy-library.ashford....

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Crew Success Guide | PERSONNEL | 4 Ways to Motivate Your Employees W hen employees appear to be lacking motivation and become disengaged from their daily work, there are ways for bosses to re-energize them—aside from just increasing wages. Here are some tips from leadership expert Ascanio Pignatelli. Connection Companies with employees who have strong personal ties to each other have far higher engagement rates than those who are lacking. To connect with your employees, create greater trust and loyalty by being more authentic. The best managers connect deeply with their employees by paying attention to what’s important to them. Carve out some time each week to grab lunch or a coffee with your key team members to get to know them personally. Finally, let them know that you and the company care for them. Contribution Studies show that employees are happiest when they know they are making a difference and helping others. However, their contributions often go unnoticed. Metrics for measuring an employee’s contribution 36 should shift from measuring their individual performance to measuring their team’s performance. You can try recognizing and publicly celebrating their accomplishments as often as possible, or share a client story that shows your employee the difference they are making in someone’s life. Freedom Employees are far more loyal and productive in workplace environments that respect their freedom and encourage their self-expression. To ensure your staff feels a sense of autonomy, remind them that everything they do is a choice. When they believe they have a choice, they will become more engaged in the process. Decentralize whatever authority you can in order to give your workers more decision-making power. This will empower them and make your company much more efficient. Growth If your staff feels they are not making progress in their own personal development, they will soon become disconnected and seek opportunities elsewhere. Ensure that each employee is constantly challenged. The greater a person’s belief in their power to influence an outcome, the more likely they are to suc- ceed with a new challenge. To help your employees grow, try building confidence. For example, if an employee thinks they aren’t experienced enough to manage a project, you can remind them of their unique strengths and capabilities. Or have inexperienced employees watch other colleagues with similar skills perform more advanced tasks. Seeing others with similar abilities succeed at a task will help them develop positive, “can-do” beliefs. Finally, optimize the work environment. Create a workplace that encourages your employees to get the food, exercise and rest their bodies need. The most successful CEOs in the world unleash the energy and creative power of their employees by honoring these four needs. They know that what really motivates people— once their basic financial needs have been met—is their desire to grow and develop as human beings, connect and collaborate with others, and contribute something to a worthy cause. ❮ Ascanio Pignatelli is an award-winning speaker, seminar leader, coach and author of the forthcoming book “Lead from Need”. He is the founder of ApexCEO, an executive coaching and leadership development group that helps C-level executives develop the leadership and communication skills to create more engaging workplaces. To book Ascanio for your next speaking event or workshop, please call him at 310-913-2313 or visit CONTRACTOR SUCCESS GUIDE | Green Industry Pros | VOLUME 18 CSG_36_1015 Four Ways Motivate.indd 36 9/24/15 10:46 AM Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. ...
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In response to the discussion, I agree with my colleague that leaders and managers should
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