Business – 2.2 Motivation – Motivation as a tool | e-Consult
2.2 Motivation – Motivation as a tool (1 questions)
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Proposed Motivational Strategy
The firm should adopt a performance‑development programme that combines clear goal‑setting, regular feedback, skill‑building workshops and a balanced reward system.
- Set specific, measurable, achievable, relevant, time‑bound (SMART) targets for on‑time delivery at the team level.
- Introduce weekly progress meetings where supervisors provide constructive feedback and recognise improvements.
- Offer training on lean manufacturing and time‑management techniques to equip staff with the skills needed to meet targets.
- Implement a mixed reward scheme: a modest quarterly bonus for teams that achieve ≥98% on‑time delivery, plus non‑financial recognitions such as “Efficiency Champion” certificates and extra break time.
This strategy aligns with the strategic objective of operational efficiency by directly linking employee behaviour (meeting delivery targets) to the firm’s performance metrics, while also fostering a culture of continuous improvement and employee ownership.
| Proposed Action | Responsible Party | Expected Outcome |
|---|---|---|
| Set SMART on‑time delivery targets for each production line | Operations Manager | Clear performance expectations; baseline for measurement |
| Weekly feedback & recognition meetings | Line Supervisors | Improved morale; early identification of bottlenecks |
| Lean & time‑management training workshops | HR & Continuous Improvement Team | Enhanced employee skills; reduced waste and delays |
| Quarterly team bonus + “Efficiency Champion” awards | Finance & HR Departments | Increased motivation; measurable improvement in delivery rates |
By integrating goal clarity, skill development and both financial and non‑financial rewards, the strategy creates a supportive environment that drives the desired improvement in on‑time deliveries, thereby contributing directly to the firm’s efficiency agenda.