The document provides a motivation action plan for three employees - Chris Fletcher, Mike Marschke, and Doreen Taylor. For each employee, it summarizes their individual characteristics, proposes a motivational strategy and relevant motivational theory. For Chris Fletcher, who is happy with his job, the strategy is to provide more freedom and responsibility. For Mike Marschke, who is very satisfied, the strategy is to continue upholding his needs. For Doreen Taylor, who is unhappy, the strategy is to provide opportunities for advancement and acknowledgement of her work.

1. Employee Portfolio: Motivation Action Plan
MGT/311 Version 2
1
University of Phoenix Material
Employee Portfolio: Motivation Action Plan
Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their
individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe
one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies.
Team Member
Name
Summary of Individual
Characteristics
Motivational Strategy and Action Plan Relevant Theory
Chris Fletcher
Chris is satisfied with his job, is
willing to devote considerable
time to work, can face
obstacles without stress. He is
happy with himself, his job, and
others. He is competent in
coping with environmental
demands and pressure. His
decision-making is blended,
thinks before acting and
speaking.
Chris is not demanding,
impulsive, has a higher
emotional intensity, not able to
understand others emotional
issues, and may be indecisive
with decisions. He is unhappy
doing the same thing, unhappy
with the lack of freedom to use
his own judgement.
Chris is happy, engaged with his job,
and would require minimum
motivation. He is most concerned with
the ability to have more freedom,
input, and variety with his work.
The strategy would be to change his
position in the company to provide
more freedom and responsibility, as
he is competent in accomplishing this.
This can ensure his satisfaction with
his job remains high and give him the
opportunity to explore and use his
positive qualities within the company.
Job Engagement Theory –
Chris is inspired by his work,
satisfied and committed to
his job, and performs his job
above average for the
position which shows that he
is engaged in his work. He
will remain happy if this
theory is upheld.
Maslow’s Hierarchy of Needs
Theory – Chris’s desire to
have more freedom, variety,
and input create a need of
self-actualization, social, and
esteem in this theory.
Providing him with the
opportunity to use his
positive skills will reduce the
negativity of feelings or
resentment in his job.

2. Employee Portfolio: Motivation Action Plan
MGT/311 Version 2
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Mike Marschke
Mike is very satisfied with his
job, has a strong ability to
work, assist others, and guide
those in need. He has the
freedom to use his own
judgement, devotes
considerable time to work, can
face obstacles, and is happy
and enthusiastic. He is
competent to cope with
environmental demands and
pressures. He can make
decisions and identify what
criteria are relevant, develop
alternatives, and evaluate to
select the best alternative.
Mike may become distracted,
has a higher emotional
intensity which may lead to
burnout, not able to understand
others emotional issues, and
may rush into things.
Mike is very satisfied, happy, and
engaged with his job and does not
require much, if any motivation. He is
excited, exhibits positive feelings, is
productive, and feels fulfillment on the
job. Mike has the freedom, variety,
and responsibilities that are
satisfactory to his needs.
McClelland’s Theory of
Needs – Mike exhibits the
three theories of needs in this
category:
• Need for achievement
• Need for power
• Need for affiliation
His drive to excel, need to
make others behave
professionally, controlling
and demanding to get the job
done right, and desire for
interpersonal relationships
follow this theory. These
needs would need to be
upheld in order to continue
his satisfaction with his work.
Self-Efficiency Theory –
Mike’s high efficiency and
positive attitude makes him
more engaged in his tasks.
He has the ability to succeed
in difficult situations, increase
performance, and increase
efficacy further.

3. Employee Portfolio: Motivation Action Plan
MGT/311 Version 2
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Doreen Taylor
Doreen is very unsatisfied at
her job. She is disengaged,
dissatisfied with the lack of job
advancement opportunities
and lack of praise for her work.
She is uninspired, lacks
enthusiasm, is distracted, can’t
understand or sense others
emotions, and makes no effort
to stay out of negative moods.
She is not demanding or
impulsive when it comes to
decision making.
Doreen does not get
distressed, is satisfied with
going to work, always
perseveres even when things
do not go well, and can build
rapport with people. She does
not let her emotions get the
best of her in any situation and
can alleviate confrontations.
She is willing to devote
considerable time to work and
can face obstacles. She can
identify criteria that are
relevant to making a decision
and selects the best
alternative.
Doreen is very unhappy, disengaged,
and dissatisfied with her job. She will
require moderate motivation to
remove her negative qualities and
bring out her positive qualities more.
Placing her in a position where she
has the opportunity for advancement,
inspiration, and receives
acknowledgement for her hard work
will enforce her willingness to stay with
the company and encourage her to
become more actively positive within
her work environment.
She does demonstrate the willingness
to work, persevere in difficult
situations, and build rapport with her
co-workers and this indicates a
workable situation that can be
resolved with proper management.
Two-Factor Theory – Doreen,
in this theory, strives for
advancement, recognition,
responsibility, and
achievement related to this
job and her satisfaction with
it. Her attitude with work can
determine her success or
failure with it. Her lack of
enthusiasm and
unwillingness to stay out of
negative moods can
deteriorate her chance for
success. She needs more
opportunities to excel.
Hierarchy of Needs Theory –
Doreen exhibits needs for
self-actualization and
esteem. She is motivated by
growth, self-fulfillment, and
achieving the best potential
of her abilities with her job.
Her self-respect,
achievements, and
recognition in her job
promote esteem that she
desires in her work. It would
be important to place her in a
position where these needs
can be fulfilled.

4. Employee Portfolio: Motivation Action Plan
MGT/311 Version 2
4