Motivation Plan 1

RUNNING HEAD: Motivation Plan

Motivation Plan
Houman Kargar
Professor Foley
September 2, 2014
LDR/531










Motivation Plan 2

Introduction
Organizational development is the core aspect of any organization in order to achieve
success for the company. Employee performance greatly contributes to organizational
performance and growth. The study of organizational behavior becomes more significant due to
an increased need to understand the changing business culture and human behaviors in order to
compete in the market. This leads many companies to make an investment to assess
personalities, attitudes and behaviors of employees and leaders in order to align them with
modern organizational cultural needs. In this paper, various styles of behavior will be assessed
according to the DiSC Assessment in order to assess the team members personalities which
influence team performance. The plan to increase satisfaction, motivation and performance of
team members will be suggested to implement according to different personality styles of the
individuals within the learning team. Different personality factors among team members will be
analyzed in order to provide the ways to address these factors to positively influence the
performance of the team.
DiSC Assessment
The interview from my mentor Max was taken in order to gather information about his
organization and his department. Max works for EDHEC, a prestigious French HEC (commerce
school). They have a special research bureau, which provides specialized research to institutional
investors. Max works as a research economist there, and he specializes in statistical research
about mutual fund regulation. His title is "research engineer", which indicates that his duties
require a specific level of knowledge of research methodology. The plan is applied to his
learning team members to increase their satisfaction, motivation and performance. The plan will
be based on the learning team members personal profiles and personality test assessments
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results that were conducted. Specific differences have been identified within their personalities,
attitudes, emotions and values. These differences can be evaluated with the help of DiSC which
is a personality test that shows a personality profile of an individual. The methods are applied to
the learning team members to assess their behaviors, personality and temperaments. This
provides facts about how people think, act or collaborate. It is reliable and validates the testing.
Four major personality traits measured under DiSC include Dominance, Influence, Steadiness
and Conscientiousness. The results based on the DiSC personality test identify two major styles
in team members of a mentor organization. It includes Dominance style (D Style) and Interactive
style (I style).
The dominance style is driven by the need to control and achieve. The members
associated with dominance style are goal-oriented and feel comfortable when they are given
power to control people or situations. They want to accomplish their goals and focus on highly
effective approach to attain bottom line results. They are not afraid to bend the rules. They are
less likely to take permission and most likely to accept challenges. They take authority and have
the ability to solve problems. They are fast-paced and give very impressive work performance
and are quick in their approach.
The second major style found in the personality test results of team members is The
Interactive Style. These types of people are very enthusiastic and friendly. They flourish on
admiration and acknowledgment from others. They love to have fun and build relationships.
They prefer to lunch with clients rather than than work in the office. They are persuasive,
charming, enthusiastic and warm. They greatly influence others (Rohm, 1994). They are
dreamers and make others excited with their vision. They have charisma and they are optimistic
Motivation Plan 4

in their approach. These qualities help them to build an alliance with others to achieve their
goals.
The learning team members under our study are associated with D Style and I style. Both
these styles have different characteristics and methodologies to accomplish their goals.
Employees having D style are more independent, need control over their audience and love to
win. On the other side, I style people also want victory and need to build relationships with
others and are likely to be friendly and want authority and prestige. D Style people take fear as
an advantage to accomplish its goals while I style people fear of being ignored. D style people
are more challenging while I style people are enthusiastic and optimistic (Browne & Howarth,
1977). D Style people are motivated by success while I style people are motivated by social
recognition.
To increase satisfaction, motivation and performance of the team members, it is very
important to assess their personalities in order to motivate them according to their needs.
Because the motivation conflicts their personality needs may not able to influence the employees
positively.
The motivation plan of the company includes the strategy of offering monetary and non-
monetary rewards to employees in order to increase their job satisfaction, minimize turnover,
gain high productivity and increase the quality of work. It can be only possible with the
monetary and non-monetary rewards offered to the employees. Monetary rewards can be in the
form of salary wages and other benefits and compensations provided to the employees as
discussed above. The non-monetary rewards include promotions, words of appreciation, rotating
positions at the upper level for some period to take exposure from that position, complementing
the good ideas of employees, making the employee leader of his team on periodic basis on the
Motivation Plan 5

base of its good performance, offering the employees lunch or dinner to celebrate a target
completion, etc.. All of these monetary as well as non-monetary rewards are the major drivers of
motivation as the theories of motivation explain these concepts. It encourages employees to
achieve their organizational goals with enhancing their individual performances.
The employees must need to motivate according to their personality profile. D Style
employees are more motivated with competition, success, and winning. They love to take
challenges. They can also be motivated by challenging goals and giving them control over some
situation in order to fully utilize their abilities to accomplish their goals. Working in certain
workplace environments which is designed according to their personality will give them
motivation and job satisfaction. Such employees can be offered with monetary and non monetary
rewards for their excellent performance (Reynierse, Ackerman, Fink & Harker, 2000). It will
make them more motivated.
The plan of motivation implemented on I style people should be aligned according to
their personality profile. To increase their motivation, satisfaction and performance, it is
important to plan a group-oriented work environment for them where they can collaborate with
one another and exert their efforts collectively to accomplish work goals. In this way they will be
more satisfied with their job. It is preferred to set non-monetary rewards for them e.g. promotion,
social recognition or some special award ceremony or announcement to encourage their good
performance (Jamal, 1990). It will highly motivate them and encourage them for their best
future performance. Training programs, counseling and workshops will also provide
opportunities for such people to improve their level of performance.
Organizations in the present era are moving towards providing the complete package of
employee benefits in order to create employee satisfaction. Employee satisfaction has become an
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important part of organization objectives, for the organizational growth perspective. A total
rewards program is constituted by many companies which includes all important things to attract
employees. It includes salary, incentives, bonuses, employee growth opportunities, training, and
other benefits. These components are important for organizations to explore positive relationship
with employees to ensure organization success. Innovative reward programs are designed
nowadays to acknowledge employee needs and meet their personal goals in order to influence
them positively.
Conclusion
D Style people shape environment through taking challenges and I style people shape the
environment through influencing others. Both styles have their own personality traits. There are
various other personality profiles and some people also have a combination of two or more
styles. It deeply depends on individual personal history and social influence. The members of a
team should be motivated according to their perceived personality skills in order to influence
them positively to achieve individual and organizational goals.









Motivation Plan 7

References

Browne, J. A., & Howarth, E. (1977). A comprehensive factor analysis of personality
questionnaire items: A test of twenty putative factor hypotheses. Multivariate Behavioral
Research, 12(4), 399-427.
Jamal, M. (1990). Relationship of job stress and Type-A behavior to employees' job satisfaction,
organizational commitment, psychosomatic health problems, and turnover motivation.
Human Relations, 43(8), 727-738.
Rohm, R. A. (1994). Positive Personality Profiles:" disc-over" Personality Insights to
Understand Yourself--and Others!. Personality Insights.
Reynierse, J. H., Ackerman, D., Fink, A. A., & Harker, J. B. (2000). The effects of personality
and management role on perceived values in business settings. International Journal of
Value-Based Management, 13(1), 1-13.