Motivating Employees: Strategies for Career Advancement and Growth

How to Motivate your Employees KRISTEN ENO AMERICAN PUBLIC UNIVERSITY MGMT 311: ORGANIZATIONAL BEHAVIOR DR. MIKE AMMONS JULY 31, 2022

Overview  Proposal Overview  Cost Benefit Analysis  Risk Analysis  Conclusion  References

Business Proposal Overview  This business proposal is aimed at motivating our employees, taking care of them, and ensuring they can get what they want out of their careers  We’re proposing that we offer career advancing opportunities to include training and promotion opportunities so they do not stay stagnant in their careers  Secondly, alongside of career progression we’re proposing that we create a program for higher education opportunities for our employees to further their education and in the future offer it to families as well  Lastly, we’re going to propose that there are monthly or quarterly morale events for our employees to include their families as well to be all inclusive

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Proposal Part 1: Career Advancement Opportunity  Some employees may stay stagnant in their careers if they are not offered advancing opportunities  Employees also often quit if opportunities are not available  Offering employees brighter horizons for advancement will not only make them work harder but will motivate them more to have a increased output of more quality work  Offering advancement opportunities also creates creativity and competition, but it motivates the employee to show how well they can perform  We can offer the training and the positions needed for our employees to succeed in their careers

Cost Benefit and Risk Analysis  If we look inside the organization there are already opportunities for advancement so that will not cost a thing to our organization but higher pay for those who advance.  The training needed for employees to have the knowledge to take on these positions is estimated to cost $16,000 and that is just including local training opportunities we have researched.  The benefit to this is that employees’ creativity will be boosted as well as motivation and morale, they will work harder to have better quality products and be a bigger asset to the organization.  Risk Analysis: One of the ways that we can mitigate risk is to ensure that our employees will attend the training, so we do not waste assets. Also, we could try to do the training in house instead of branching out to limit assets getting put into the pool.

Proposal Part 2: Higher Education Opportunities  If there is an opportunity for an employee to further their education through scholarships and/ or grants 9 times out of 10 they will take it  This opportunity along with our part 1 of our proposal can change an attitude and work ethic of any employee to work harder than ever before  Many do not have the chance to start or continue their education before or after they enter the job market this is a great chance to offer them that which can also assist in furthering their careers  Additionally, in the future if we can branch out to offering it to employees’ families that will bring a life changing benefit to them as well. Many families spend their lives saving to put their families through college and this program would assist with that.

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Cost Benefit and Risk Analysis  The average four-year degree costs over $100,000 and an average of 45 million Americans have college debt, this program could lower that amount  Not only would this assist in knocking down the debt but it would assist our employees to reach their lifelong goals that not all get the opportunity to achieve which will motivate them to both work harder and advance in our organization.  The amount we put into our employees would be brought back to our company ten- fold with their success and hard work  Risk Management: Offering scholarships or grants is something that falls under financial and deals heavily with the IRS. A company that is offering scholarships or grants must take precaution to ensure IRS approval. IRS approval is of utmost importance to a company especially when it deals with charitable funds. Without IRS approval this would not be possible for the company, or it is employees. “To qualify for IRS approval, employer-related scholarship programs must provide evidence scholarships are awarded to further the recipients’ education, rather than to compensate employees, and to ensure that recipients are truly deserving by objective standards” (FEI Daily, 2014).

Proposal Part 3: Morale Building Activities  Having outside of work functions and including families is a good way to build cohesion and bonds within the company.  If we add in activities even once a month for morale and team building the attitude within the workplace would change immediately.  It is seen too often that a team cannot work together cohesively but team building activities are proven to work.  Employees do not only just get bored with just work but they start to wonder if they’re seen as anything more than a worker bee  Some monthly or quarterly activities that could be offered could include but are not limited to the following: cookouts, recreational activities, instructor led team cohesion activities

Cost Benefit and Risk Analysis  Cookout or potluck type of events for employees and their families are low cost and low impact events  outside the organization events such as dinners, fishing trips, laser tag, or escape rooms could cost an estimate of $30-$250 per person  Between either of these can bring our “work family” together as well as other families to get out of our comfort zones and build morale for our team. The benefit outweighs the cost!  One significant risk is injury, which would be covered by workman’s compensation. In some states they have excluded injuries that are correlated with “"voluntary participation in any social or recreational activities, including, but not limited to, athletic events, parties, and picnics, whether or not the employer pays some or all of the cost of such activity” (HR & Safety, 2012).  A company could do a case-by-case risk assessment per activity to mitigate any liability to the company. When it comes to activities regarding sports the risk could be limited by checking equipment, ensuring the weather is clear, and inspecting areas that the event will take place.  The most important risk mitigation step is running everything through your organization’s legal team.

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Conclusion  Any of these parts of our proposal WILL increase the strength of our organization  This proposal will not ONLY benefit our organization but our team as a whole and individually, and their families  This proposal as a whole has a benefit that tremendously outweighs the cost  The risk of this proposal is low impact to our organization as long as we plan wisely and run everything through our legal team

References HAUSER, L. (2014). WORK MOTIVATION IN ORGANIZATIONAL BEHAVIOR. Proquest.com. Retrieved 19 June 2022, from https://www.proquest.com/docview/1650863092?parentSessionId=1Fm2xW5kz9l9YwcW%2Bp3XiidJRGr0Dd%2BJFztn5Wb98fc%3D&acco untid=8289 . How 6 Successful Companies Keep Their Employees Motivated. WeTransformHR. (2018). Retrieved 20 June 2022, from https://wetransformhr.com/how-6-successful-companies-keep-their-employees-motivated/ . Alaskan Fishing Charter Pricing | Maverick Charters. Maverick Charters. (2022). Retrieved 3 July 2022, from https://www.maverickcharters.com/charter-info/costs-pricing/ . Companies That Offer Scholarships for Employees’ Dependents | The University Network. The University Network. (2022). Retrieved 3 July 2022, from https://www.tun.com/blog/companies-that-offer-scholarships-for-employees-dependents/ . How Not to Fail at Employer-Related Scholarships. Daily.financialexecutives.org. (2014). Retrieved 18 July 2022, from https://daily.financialexecutives.org/fail-employer-related-scholarships . Workplace Recreation Risks and Benefits | - CBIA. CBIA. (2012). Retrieved 18 July 2022, from

Final Project_Kristen Eno

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