Positive Influence

Plan for Positive Performance

In a business setting, individuals find that it is necessary to step outside the box and embrace diversity. When creating a strong team environment, it is necessary to take into account the individualized attitudes, emotions, personalities, and core values that each member will bring to the team. These differences will cause employees to approach problem solving and project planning from different angles. Team motivation and satisfaction have a direct effect on performance. In the following plan, the steps to increasing motivation, satisfaction and performance within a team setting will be explained.
Motivation is defined by Robbins and Judge (2007) as ???the processes that account for an individual??™s intensity, direction, and persistence of effort toward attaining a goal.??? In a team environment, managers must recognize different motivators to help the team stay on track. When motivating a team, it is important to set clear expectations of what is expected and to break a task down into small parts. Presenting a team with a large project and allowing the group to break things down will help to motivate people who have a dominant personality style. Employees with a dominant personality style are motivated by taking charge and delegating. Breaking it down into smaller parts will also help the project seem less overwhelming and more manageable. Each individual will have input as to where they will contribute. By allowing this input, employees will choose the area that they excel in and the project will come together smoothly. By leveraging the strengths of the team as a whole rather than trying to improve weaknesses, the team will be more motivated doing what they do well. Motivators can be internal or external. Recognition is a form of internal motivation. By positively recognizing the contributions of individual team member??™s managers are reinforcing behaviors in a positive manner. This type of recognition serves two purposes, modeling desired behaviors and correcting undesirable behaviors. External motivators include things like money, promotions and benefits. People who are motivated by external factors are more productive when they are working toward additional compensation or a raise or additional responsibility in the form of a promotion.
Satisfaction is a more difficult thing to measure and improve upon. Job satisfaction is defined as ???a positive feeling about one??™s job resulting from an evaluation of its characteristics??? (Robbins and Judge 2007). The reason it is difficult to measure is that it relies on the employee to honestly observe their job and can be affected by employee attitudes. Before an attempt can be made to improve satisfaction, there needs to be a clear understanding of what causes an employee to feel satisfied and what areas can be improved upon. ???Interesting jobs that provide training, variety, independence, and control satisfy most employees??? (Robbins and Judge 2007). Satisfaction can be improved by allowing team members to collaborate on which area of the project they find most interesting rather than assigning tasks at random. Having the right people doing the right jobs will have an impact on job satisfaction levels. Personality also plays a role in job satisfaction levels. Employees with a negative personality are likely to be unhappy regardless of how rewarding the job may be. Positive employees on the other hand are happy to do work that they find satisfying. Managers can help remedy this situation by maintaining a positive attitude that will help to influence the team environment.
Having motivated employees doing the right jobs will increase performance. The link between motivation and performance seem to be an obvious one. If individuals are highly motivated, they will perform better. In turn, better performance may well lead to a sense of achievement and result in greater motivation. Thus the relationship between motivation and performance can be a mutually reinforcing one. Employees that are not motivated will not strive for higher levels of performance. As managers, it is important that unmotivated employees are recognized and that the situation is being worked through to get the employee back on track. One way to do this is to have a conversation with the employee to uncover the root cause of the issue. Most often, stress is a key player in performance issues. Employees with competitive personalities can run into this type of situation frequently. With high levels of motivation to succeed also comes higher pressure. Setting clear guidelines on when the task or project is to be competed and adding members to the team that are strategic and planners will help to relieve some of the pressures of finishing on time.
Learning team B is comprised of Kim, Dan, Neville and I. Based on our individual assessment results, we are motivated by accomplishment in one form or another. This is good for our team because we are all motivated to complete tasks and we work to be better than the rest. This motivation is internal, based on our values and beliefs. We have a diverse segment of personality types. Dan and I are dominant themes, Kim is an interactive style and Neville is a cautious style. The traits we have in common are that we all get tense under pressure and are naturally predisposed to chase accomplishment or completion of a goal. Some of the differences within our team are that Kim and Neville are concerned about what people think, feel, and expect according to the simulation, while Dan and I are more direct and results oriented. This is a good balance for our team because Kim and Neville can help Dan and I to bring emotions into decision making when necessary and we can help them to take the emotions out.
In summary, this positive influence plan to improve motivation, satisfaction and performance will take into account the diverse personalities of our team. The best form of motivation for our team environment will be verbal recognition to reinforce expected behaviors in a positive manner. Breaking down the project into smaller parts and delegating to each an area they find interesting will help to motivate by allowing for individual strengths to be used in the most efficient way possible and lead to higher satisfaction within the team. The team must help to manage each other when the pressure gets to heavy. Helping other team members to alleviate stress will lead to a more productive team. By implementing the strategy around motivation, satisfaction and performance, team members will be committed to doing quality work.
References
Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior. Retrieved
from ecampus.phoenix.edu.

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