“Putting It All Together” Please respond to the following Review your Strategic Communications Plan, written communication, and verbal communication plan.Do your communications plan, written communication, and presentation plan all align to meet the objectives of your goal? Explain how they align.What revisions will you make? Why?Are you planning to use these communications in your workplace or in the future? Explain.I HAVE ATTACHED MY COMMUNICATIONS PLAN. PLEASE REVIEW IT AND ANSWER THIS DISCUSSION. THEN RESPOND TO THE FOLLOWING PEER POST.PEER POSTING:1. Do your communications plan, written communication, and presentation plan all align to meet the objectives of your goal? Explain how they align.Yes, my communication plan, written communication, and presentation plan all align to meet my goal and objectives in creating clear, concise and effective communication. The strategic communication plan provided the techniques and tools to utilize when delivery an effective message, i.e. knowing what your objectives and goals, channels, style, type of media, especially analyzing your audience. The communication plan was the foundation of strategizing and developing effective communication and delivery your message to your audience. Also, in utilizing my communication plan, it assisted me in developing my written communication as well as my presentation. I have realized in developing the communication plan, it definitely helps me to refine and revisit how I will deliver my message to my audience. 2. What revisions will you make? Why?In writing or presenting oral communications to my audience, I always write and rewrite communication to identify errors within my message, i.e. grammar, misspelling, logical flow and whether or not my message is conveying what I attend to say to my audience. As one of my general rule for me, I always have someone else to read and provide comments on all of my communications, especially complex written documents. 3. Are you planning to use this communications in your workplace or in the future? Explain.Yes, I am using several of the tools now in my current job. I have learned in developing and using a communication plan can assist me in writing clear, concise and effective communication, whether it oral or written. Prior to taking this course, I had the basic knowledge, experience, and skills in developing different types of communication. Now, I realized the importance of using a communication plan prior to developing a written or oral communication message to my audience. The communication plan made me cognizant of specific aspects that need to be considered before creating a message to my audience.
com510_assign3.docx

Unformatted Attachment Preview

Running Head: WRITTEN COMMUNICATION
Written Communication
Jennifer Simmons
Strayer University
COM 510
March 2, 2019
1
WRITTEN COMMUNICATION
2
Hooking Audience
Part I
Employee motivation is an inherent and personal drive to put in more actions and
efforts towards any work-related activity. Some theorists such as Fredric Winslow Taylor
define employee motivation as the psychological forces which guide a worker’s behavior, an
employee’s rate of persistence and a person’s level of effort. Motivation at work can also be
defined as all the processes that determine the direction, arousal and the maintenance of
behaviors related to the work environment. Motivated employees are always very important
for the success of an organization because they will put in all the required actions and efforts
to enable the organization to achieve its goals and objectives. A well-motivated workforce is
the most productive workforce because all the employees put in more efforts and actions to
ensure that the organization or the duty; they are performing has achieved its goals.
Many techniques can be utilized to motivate employees. Some of the theories that talk
about motivating workers include Taylorism. Taylorism is a theory that was developed by
Fredric Winslow Taylor. Taylor was among the first theorists who tried to understand the
issue of employee motivation. Taylorism argues that employees are best motivated by giving
them money (Dobre, 2013). According to Taylor, employees are pieces of a large workforce
and not individuals. Therefore, Taylorism stresses that employees are more motivated when
you give them individual duties, supply them with the best tools for performing their duties
and then paying them according to their productivity. Taylorism also suggests that employees
will be more motivated if they are paid more for working hard and doing more work.
The other theory that seeks to explain the issue of employee motivation is the
Hawthorne effect. Elton Mayo developed the Hawthorne effect after he begun conducting
researches on the workforce. The Hawthorne effect states that employees are likely to be
WRITTEN COMMUNICATION
3
more productive when they are under supervision. Elton made this conclusion after observing
employees’ reaction towards being observed as they perform their duties because the
employees fear crossing paths with their supervisors as a result of performing their duties in
the wrong manner. Therefore, in the presence of a superior, the workers are likely to perform
their tasks in the right way by putting in more efforts and actions needed to complete a
mission in the right direction and a quick rate. Elton also observed that workers are always
motivated if they are given the opportunity to provide input on their working conditions and
if the feedback provided is valued by the managers or the supervisors in the organization.
Rewards are the best way to motivate employees. Rewards motivators are divided into
two categories. The first category is known as intrinsic rewards. They are psychological and
internal because they provide the employees with a sense of accomplishment or it makes
them feel good and wants to perform a task more and in a better way. Extrinsic rewards are
rewards such as compliments, trophies, money or bonuses. The reward approach argues that
employees are not willing to perform their duties. Therefore, they have to be enticed or
convinced to perform the tasks (Nohria, Groysberg & Lee, 2008). Therefore, supervision and
rewards help the employees to develop the urge to perform their duties because of the
positive results that they will get by completing their assignments. In many cases, when
people are rewarded for a job well done, they will develop a desire to perform more duties
and in a better way because they hope that they will get the same treatment. Workers will
perform a task in a better way if they believe that there is a reward after completing the duty
and by achieving the motives of the work.
Employee motivation is important for organizations because it enables the
management of an organization to meet the goals of the company. Without employee
motivation, firms are always put in a risky position. A motivated workforce led to increased
productivity and increased productivity allows an organization to achieve a higher output.
WRITTEN COMMUNICATION
4
The following are the main reasons why employee motivation is essential for an organization.
Employee motivation improves employee efficiency. The level of employee efficiency does
not depend on the qualifications and abilities of the employees. For a worker to perform
his/her duty in the best way possible, they need to find a balance between willingness to
complete the task and the ability to complete the work. Finding this balance always produces
a productive employee. Employee motivation improves employee satisfaction. When an
employee is motivated when performing their duties, they are always willing to do more tasks
and do it in a better way because they will be convinced that they get positive results at the
end (Lazaroiu, 2015). Employee motivation also increases the commitments of the
employees. When the workers are motivated, they become more loyal to the organization by
ensuring that they do everything according to the requirements of the organization. Motivated
employees cannot go against the wants of the organization because they are satisfied in their
line of duty.
Part II
The hook caught many readers’ attention because it clearly states the main topic and
the writer’s stand-in the argument revolving the topic of discussion. The hook also gives the
readers the urge to read deeply into the paper to know the writer’s ideas and thoughts on the
issues under discussion. Other sections of the article are also relevant because they discuss
other areas such as theories that discuss the issue of employee motivation and how the
theorists developed the methods of motivation. The writing also states how the theories can
be put in practice and their importance on the issue of employee motivation.
I employed the sell/tell style in the writing because the paper describes the writer crucial
issues about the topic of employee motivation. The paper sells ideas on the importance of
employee motivation and the roles it plays on the success of an organization. The concepts
WRITTEN COMMUNICATION
5
discussed in the article may be used by managers to improve the productivity of their
employees by using the theories of motivation in the practice of management and the
methods of motivation to encourage their employees. The paper aims at convincing managers
that employee motivation is significant for the success of an organization because motivated
employees are always the most productive.
There are many feedbacks I received from the last week’s discussion. In some of the
feedback, there were issues such as not talking about the importance of the topic and their
impact on the performance of an organization. I will use this information to improve the
quality of the message by including them in the paper. I will address the issue of the
importance of the topic to help in convincing the readers. I will also discuss the advantages
and the disadvantages of the subject of discussion to an organization.
WRITTEN COMMUNICATION
6
References
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of
applied socio-economic research, 5(1).
Lazaroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, 97.
Nohria, N., Groysberg, B., & Lee, L. (2008). Employee motivation: A powerful new model.
Harvard business review, 86(7/8), 78.

Purchase answer to see full
attachment