234). Secondly, developing and implementing a strategy that focuses on employees" motivational factors, so as to keep them acting in order to satisfy their needs, is vital in addressing any organizational transformation. The prevention sought is achieved through the creation and enactment of an operational motivation plan. The plan will supply the guidance and targets necessary to invoke motivational responses from personnel geared toward successful organizational adaptations.
Method.
Research consisted of: personal reflection on prior professional experience of the author, review of ORG515 course material, and reproduction and review of relevant publications from the University of Phoenix online library.
Results.
An effective operational motivation plan encompasses four chief elements: the role of the organization, the role of the manager, performance management in the form of a customized evaluation system, and realistic incentives to perform. Successful plan implementation is dependent upon each element being clearly defined.
Organizations are basically a group of people brought together to achieve a common goal, or set of goals (Robbins, 2001). The organization, then, serves as the framework within which the group operates. In order for synergy to be realized, the organization should invest the time and resources needed to place the right manager in the right position, support workforce improvement through communication, and offer objective performance measurement and corresponding relevant incentives (Phelps, Timmerman, and McDonald, 2003). In other words, the organization should support the efforts of the workforce in trying to meet the stated objectives.
The manager is the individual charged with coordinating the utilization of resources, workload delegation, and workforce guidance, which all culminate in ensuring organizational objectives are met. Several studies have been performed on the subject of managerial responsibility.