Plan for Positive Influence
Wendee Aardema, Jamie Snead, Annemarie Browning, Keitrick Clark, Adrienne Threatt University of Phoenix
In every workplace environment, there will be a diversified collection of people that represent all different walks of life. There will be people from different cultural backgrounds, along with people who hold different political perspectives and different religious views. With all of these differences, employees bring their individualized attitudes, emotions, personalities, and core values. Because these elements all shape employees’ behaviors in the workplace, it is essential that both organizations and employees make themselves fully aware of these differences and the impact that it has in the workplace. When managers gain such an understanding, they are enabled to create a workplace environment that lends itself to motivation, satisfaction, and ultimately improved performance (Robbins & Judge, 2007). Organizations need managers that can take the diversity that is present, the good and the bad, and make it work to their advantage by providing positive influence to obtain desired results. This essay will give solutions to those leading individuals by offering a plan for positive influence. It will incorporate ways to increase motivation, satisfaction, and performance in the workplace. It will also address the differences in attitudes, emotions, personalities, and values, as well as how these components influence behavior.
Increasing Motivation, Satisfaction, and Performance
Employees have different needs and different desires which create different motivational problems for all employees. A manager must resort to different means of motivating employees based on diversity, culture and goals. Motivation is defined as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal (Robbins & Judge, 2007). I am personally motivated by advancement opportunity or goals. I tend to set small goals to achieve the larger, more difficult, unattainable goals. I enjoy constructive criticism and feedback because it lets me know if I am not performing to standards. I need some type of intervention to get me back on track. According to Chapter 7 Motivation: From Concepts to Application, Expectancy theory argues that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual (Robbins & Judge, 2007). The satisfaction of a job is based on many factors, which correlate with motivation and performance. I have never personally come across anyone who was completely satisfied with their employer, company, boss or manager when they lack motivation or job performance skills. According to Chapter 7 Motivation: From Concepts to Application, In summary, the key to expectancy theory is the understanding of an individual’s goals and the linkage between effort and performance, between performance and rewards, and, finally, between the rewards and individual goal satisfaction. As a contingency model, expectancy theory recognizes that there is no universal principle for explaining everyone’s motivations. In addition, just because we understand what needs a person seeks to satisfy does not ensure that the individual perceives high performance as necessarily leading to the satisfaction of these needs. (Robbins & Judge, 2007) In laymen terms, being satisfied and recognized for performance will motivate and lead to job satisfaction. While serving in the military, I was rewarded for many achievements based on performance and the ability to motivate the airmen around me. I always involved my airmen in decisions and used their feedback to accomplish the missions or task. As a result, a satisfactory working environment was created. Performance is complicated because it involves...
References: Robbins, Steven P. & Judges Timothy (2007). Organizational Behavior: Attitudes and Job Satisfaction. Ch. 3. A Pearson Education Company, Prentice Hall Inc.
Robbins, Steven P. & Judges Timothy (2007). Organizational Behavior: Motivation Concepts. Ch. 6. A Pearson Education Company, Prentice Hall Inc.
Robbins, Steven P. & Judges Timothy (2007). Organizational Behavior: Motivation: From Concepts to Applications. Ch. 7. A Pearson Education Company, Prentice Hall Inc.
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