According to Turner (2017), motivation is vital part of the success of an organization, as it can substantially impact performance culture.Throughout the years, I have observed various motivational factors as well as completed self-assessment questionnaires within the workplace. Based on the results of the questionnaires, and group exercises I have discovered what fits me best. For example, I am motived by the inner goals/ position in life I have set for myself; and in the corporate setting I am motivated by the tangible and intangible rewards such as merit increases, and expressions of gratitude. As research suggests, depending on the position within the organization, the type of motivation may differ (Turner, 2017); thus, it is imperative as a OD consultant to understand the focal point of the issues within in organization, in order to help in the change process. As OD attempts to increase the organizations effectiveness to manage change, it is highly important that the consultant be observant of the culture and the interaction of the all parties. Understanding what drives the performance of employees is essential in problem-solving, especially when there is an issue with management. Jex and Britt (2014), add that being aware of employee preferences, future behavior can be predicted and managed. Furthermore Turner (2017) suggests that some employers will need to critical observe the motivational options that are currently available within the company as it will help with proper utilization of an employees’ skills.

In an organization needing assistance in the change process, it would be the OD consultant’s responsibility to guide management through potential observational, and assessment recommendations. Furthermore, the consultant not only will recommend employee practices, but potential self-assessments for higher positions. This is beneficial as change is a top/down and side to side process, in which motivation can hinder change if everyone involved is not satisfied. For example, managers can be aware of their employee’s motivation cues, but not be motivated by the same factors (e.g. merit increases vs. reaching company benchmarks). It would also be beneficial for consultants to recommend emotional intelligence assessments. This could help as emotion regulation can impact job satisfaction; thus, consultants can help organizations work through specific issues and recommend best practice strategies for mindful actions within the police organization.

References

Jex, S. M., & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner approach (3rd ed.). Hoboken, NJ: Wiley.

Turner, A. (2017). How does intrinsic and extrinsic motivation drive performance culture in organizations? Cogent Education, 4(1). doi:10.1080/2331186X.2017.1337543