Plan for Positive Influence Ldr/531

Topics: Management, Employment, Organizational studies Pages: 5 (1236 words) Published: February 21, 2010
Plan for Positive Influence

University of Phoenix

LDR 531

The evolving nature of the 21st century organization occasioned by the emergence of viral technology and its effect on human thinking and behavior has required the alignment of applicable methods and styles that are adaptive to current reality. This reality is goals set by business organizations and the methodology for achieving them. Behavioral science prescribes several mechanisms to increase employee motivation, job satisfaction and performance as means to achieving set objectives. This plan clearly defines differences in attitude, personalities, emotions and values will be examined to create a behavioral plan that would increase motivation, satisfaction, and performance within an organization.

Motivation, job satisfaction and performance are driven by: the employer and employees. Employers control the output provided to the employees and the employee bring morels, values, personal beliefs, education, and experience. Increasing employee motivation can increase job satisfaction and performance. “Motivation refers to forces within an individual that account for the level, direction, and persistence of effort expended at work (Schermerhorn, Hunt, and Osborn, 1997).” Motivation is the key to creating an environment in which optimal performance is possible (, 2010).

It is the responsibility of the organization to develop employees in a way that maintains and increases motivation, job satisfaction, and performance. The best way to begin this is through the selection process by offering candidates personality test or expanding the interview panel to include additional peers or leaders to provide feedback to ensure the company and candidate are the right fit for one another. The organization has a responsibility to provide new employees with a clear view of what he or she needs to perform in his or her role, provide an avenue for employees to communicate respectively with managers, leaders and peers and explain the pay and benefits provided for the job performed. Managers will work with employees on a regular basis to set and redefine goals as necessary.

The vast differences employees bring to an organization require managers to maintain open communication with employees to maintain and increase organizational behavior. Maintaining positive correction and guidance provides employees with clearly defined expectations and a solid foundation. Once an employee is integrated into the organization, it is the responsibility of management and leaders to increase employee satisfaction, motivation, and performance. When an employee receives praise and recognition, he or she becomes more productive he or she will not consider leaving the company, have fewer sick days, fewer accidents on-the-job, and will better serve the customer (Rath, 2004). A Gallup survey revealed 61% of American workers received no praise at work last year. The number one reason for an employee to leave there job is because he or she feels unappreciated (Eikenberry, 2009). Verbal recognition is a very powerful tool to increase employee performance is through praising and complimenting an employee's hard work; it will not only will make an employee feel valued, but also it will help maintain a positive work environment. Last, verbal recognition can be altered to fit each individual need because one employee may require public recognition whereas another prefers recognition privately.

To maintain the foundation a manager should continue discussion with employees to help him or her understand and reach his or her goals and advance to the next. In an effort to increase job satisfaction an organization must provide avenues that allow employees to analyze their career wants and needs. No two people will have the same expectations so conversing with peers about what they expect to gain from a current or future career may not be beneficial, as a...

References: Columbia Electronic Encyclopedia, 2007. Columbia University Press. Retrieved January 17, 2010 from:
Eikenberry, K. (2009). Giving Employee Feedback: Praise Matters. Retrieved January 17, 2010 from:
Medical Review Board. (2007). Job Satisfaction: Find Satisfaction At Your Current Job. Retrieved from http://strees.aboutcom/od/workplacestress/a/jobsatisfaction.htm
PEERPAPERS: Job Satisfaction and Motivation (2010).
Rath, T. (2004). The Power of Praise and Recognition. How Full Is Your Bucket. Retrieved January 17, 2010 from:
Shukla, A. (2009). Why have Profit Sharing? Entrepreneurship. Retrieved January 17, 2010 from: (2010). Employee motivation. Retrieved from
Stringer, J. (2006). Employee Surveys Increase Employee Performance. Retrieved January 17, 2010 from:
Great paper that met the requirements of the assignment. Very professionally written and easy to follow. Great job, again.
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