Goal Setting and Performance

Achieving and Maintaining Individual Excellence

For any organization, effectively motivating everyone is the key to ensuring their continuing happiness and well-being. This means that the strategies which are used will have an impact on how they feel about the management and the firm. Those organizations which understand and can apply flexibility in the process are more capable of connecting with them. To fully comprehend which approach is the most efficient requires carefully examining three different theories. During this process, there will be a focus on managing the environment, planning / program design, organizational design, human resource development, supervision, financial management, information systems, program evaluation, leadership, personal mastery, mental models, shared vision, team learning and systems thinking. Together, these elements will highlight how to use these tools to motivate and encourage everybody to do more. (Cherry, 2013) (Beck, 2004) (Weiner, 2013)

Managing the Environment

Job satisfaction is when an employee will have positive or negative attitudes related to their work. Organizational commitment occurs after an individual feels a sense of respect, fairness and is willing to go the extra mile for the firm. These factors are interconnected, as both have a direct impact on the person's outlook, levels of motivation and if they will do more for their employer. This serves as personal driving and restraining forces. (Akanbi, 2013)

However, they are different, as job satisfaction is one step to help a person feel committed to the organization. This is because the two build off of each other and are necessary for establishing the strongest beliefs. These factors work in stages and continue to evolve with the individual using various thoughts and emotions to determine if satisfied they are with their work / position. Once someone has established favorable views, is the point this will make them more dedicated to the company in the longer term. This is when they are willing to help the organization achieve key objectives and is utilizing their talents to enhance its performance. (Akanbi, 2013)

Maslow's Theory of needs is focusing deprivation and growth. Deprivation occurs at the lower ends of the spectrum under this model. The most notable include: psychological, social, esteem and self-actualization. Growth takes place when the basic needs are met and the individual wants to have something that will help them to be more fulfilled as a person. Addressing the most basic requirements (i.e. psychological) will lead to the individual wanting to have a sense of accomplishment in their lives. This is a desirable force that encourages everyone to embrace specific attitudes and beliefs. ("Want to Motivate People," 2010)

Planning the Program Design

The program will focus on addressing the needs of the person and building upon them to have the greatest influence possible. The personal driving force will is concentrating on what is most important to everyone and addressing these basic needs. While at the same time, giving them the flexibility to adjust their benefits with these needs. This will overcome key issues of resistance by reaching out to someone utilizing greater amounts of flexibility. Once this happens, is the point an individual will have a desire to help the organization in the future. This is when they are willing to go the extra mile to ensure that everyone is successful. ("Hertzberg's Theory of Motivation," 2010)

These objectives are achieved utilizing Hertzberg's Theory of Motivation. It is concentrating on two areas to include: hygiene and motivation factors. Hygiene is the most basic level of motivating someone by addressing their basic requirements. While motivation, is seeking to have a greater sense of empowerment. This is similar to Maslow's theory by showing, how their basic needs must be met to have greater levels of empowerment. While at the same time, it is different from Maslow's concepts through having more levels to experience in order to have greater levels of fulfillment. ("Hertzberg's Theory of Motivation," 2010)

Organizational Design

The organizational that will be implemented is the incentive approach. This will be accomplished by conducting a survey and understanding what programs are most important to employees. These responses will be used to create a series of general benefits programs. The employee can add or select certain ones at any point in time. They will be explained to everyone through a series of seminars and one on one interviews with HR personnel. This will help them to see the benefits and how they can assist them over the long-term. The implementation design is focusing on enacting these programs in a series of stages. This will make it easier to make adjustments and ensure that the program is meeting the needs of employees. (Cherry, 2013) (Beck, 2004) (Weiner, 2013)

The basic options for applying these strategies are to realize that tremendous amounts of flexibility must be embraced in the process. This means that employees need to be given with greater choices and have them carefully explained. These areas will address their current and future needs, through allowing them to adjust what benefits they are receiving. When this happens, they are motivated to do more. (Cherry, 2013) (Beck, 2004) (Weiner, 2013)

Human Resource Development

The main objectives of the program are: to focus on meeting the needs of employees, help managers to understand how certain practices are creating disputes, effectively troubleshoot / mediate any disagreement between executives / staff members, training / hiring new people and adjusting to the continuing needs of employees. These areas are effective, as they offer a general approach for addressing issues impacting personnel. This is helps HR to address critical disputes and become more responsive to the needs of stakeholders. (Akanbi, 2013)

To improve upon them a new approach must be taken. This requires conducting annual surveys among employees and managers about how to enhance the services provided. During this process, they can identify critical areas and help the firm to avoid key challenges. At which point, specific programs and recommendations will be introduced to maintain a strong work environment inside the organization. This address issues in the areas of personal motivation, resistance and desire. Each one of them works, in conjunction to create an effective program. (Akanbi, 2013)

Supervision

The best managers are someone who inspires others around them. They will take a flexible attitude by setting the example and treating everyone with respect. The basic idea is to encourage the personnel to think more creatively and have positive attitudes. In this case, the setting requires leaders toning down the intensity and troubleshooting key challenges. They are willing to go the extra mile and demonstrates how they care about others they are working with. These examples are inspirational, as it is demonstrating how to connect with numerous personalities and deal with critical challenges. Effective supervisors understand these ideas and can meet their objectives regardless of what is happening. These insights are showing how this approach (i.e. transformational leadership) is effective in a practicum setting. (Beck, 2004)

Once this happens, is when they can change everybody's perceptions of the situation and offer solutions for dealing with the challenges. This is the point they are willing to go the extra mile and will feel a sense of empowerment. The differences are each situation, requires having a sense of flexibility and effectively troubleshooting the situation. This is the key for creating new ideas and motivating everyone. (Beck, 2004) These ideas require using the personal driving, restraining and forces of desire in conjunction with each other.

Financial Measurement

Value stream mapping (VSM) is focusing on analyzing, documenting and improving the flow of information or material to produce a product or service for a customer. The different areas it focuses on include: the ability to display a broad range of information utilized during the process, how key objectives are achieved on broader level, the way various products / services can be improved and the ability to identify / adapt with significant events. The combination of these factors is utilized to provide specific insights to help the organization to adjust with key challenges and become more responsive to the needs of stakeholders. These variables will have an impact on the ability of the company's to stay at the forefront of innovation and control their costs. Value stream mapping is the main tool used to identify the opportunities. This was designed to illustrate potential benefits such as: reduced production lead-time, lower work-in-process inventory and the effects on the end products customers are receiving. This address issues in the areas of personal motivation, resistance and desire. Each one of them works, in conjunction to create an effective program. (Slack, 2013)

Information Systems

The Strategic Alignment Maturity model is focusing on understanding how an organization can evolve with the different challenges they are facing. This is achieved by carefully examining the business and IT configuration of the firm. The architecture is integrated together into a single platform. This allows stakeholders to more effectively communicate with each other and among the various departments inside the organization. At the same time, the different policies are focused on improving training and the ability of staff to respond to critical issues. This has resulted in the company selecting mainframe computers from EMC and then having everything interconnected through a Microsoft platform. For security, the organization is currently utilizing MacAfee. This is illustrating how they are at the forefront for innovation when it comes to the utilization of technology. These practices are concentrating on maintaining effective security, adding new features and continuously keeping everyone updated. Maintaining effective security is handled through an onsite IT administrator. They will work with third party consultants to test the organization's technology for vulnerabilities utilizing the latest tactics. In the event they identify a weakness, they will deal with it and incorporate this into their security protocol. These ideas require using the personal driving, restraining and forces of desire in conjunction with each other. (Slack, 2013)

Program Evaluation

The programs will be evaluated by looking at a number of areas in conjunction with each other to include: research / development, marketing, distribution, customer support and adapting to changes in the marketplace. Research and development is concentrating on creating a product which is innovative and can address the demands of stakeholders. Marketing is focused on showing the way the product will address their needs. Distribution is when the firm will ensure that the various departments have lots of merchandise and supplies available. Customer support is addressing any kind defects or assistance cliental will need after the final sale. Adapting to changes in the marketplace will focus on offering stakeholders with something more. This is because competitors will introduce substitutes when they see how the firm is dominating the industry. The ability to adjust will help to protect image of the organization as the industry leader. It is at this point, when the organization will be more competitive and can build upon the favorable images it has established. (Slack, 2013)

Leadership and Organizational Change

In the past, leadership has often been thought as some magical ability to connect with stakeholders. However, the problem is that most people will not realize what it entails. This can lead to challenges in addressing key problems and motivating people to go the extra mile. At the same time, many leaders have a sense of arrogance and will become corrupted by their own power. This creates a sense of disconnect. To address these issues, the most effective leaders will have a sense of humility and flexibility. This means that they will listen to those around them and think about ways of solving key problems by working with everyone. In various situations, these elements are important in changing the individual's state of mind. This is when they will not see the situation as hopeless. After this occurs, they become closer to the leadership and will look to them to help take the organization / their personal lives to the next level. These ideas require using the personal driving, restraining and forces of desire in conjunction with each other. (Slack, 2013)