Positive Influence

Creating a Plan for Positive Influence
Katrina A. Bennett
September 5, 2011
Dr. Debbie Nichols

Creating a Plan for Positive Influence
With all of the different ethnic backgrounds in the work place, we must be prepared to deal with employees and their attitudes, emotions, personalities, and core values. 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.
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).
Attitudes, Emotions, and Personalities
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. When creating a plan to increase an employee??™s motivation, satisfaction, and performance you must first realize that every employee has different personalities and values. If you take the time to create a positive work environment, then the employee satisfaction and performance will fall right into place. There are ten ways to creating a positive work environment. They are:
1. Build Trust- Setting a good example by modeling the behaviors that you expect them to follow. Work side by side with them and show compassion, enthusiasm and set realistic goals.
2. Communicate Positively and Openly- Listening to what your teammates have to say and value their opinions by asking for ideas how they can contribute individually and as a team.
3. Expect the best from your Staff- Set high expectations and treat them as if they are capable of achieving those expectation and they will rise to the occasion.
4. Create Team Spirit- Let each member knows that they are a valuable part of the team and you need everyone to cooperate to meet the specific goals.
5. Give Recognition and Appreciation-Give praises for good job performances and show appreciation for things by saying thank you.
6. Give Credit and Take Responsibility-Always give credit to the team for success and when things go wrong take ownership and ensure they get the proper training for the future.
7. Be Approachable- Always be ready and willing to listen. If concerns are raised then deal with them in a timely matter. Calling people by name, smiling and making eye contact also helps when talking to your associates.
8. Provide a positive Physical Environment- Make sure the work place has bright lights, it??™s clean and work area is spacious and is stocked with proper tools.
9. Make Staff Evaluations a Positive Experience-Praise them for doing a good job and thank them for being a part of the team. Have them to write down things they feel they are doing well and things they feel needs to be improvement.
10. Make it Fun-make the work place happy by celebrating together the success of the company, birthdays, having a baby or buying a house or a new vehicle. Plan gatherings outside the work place so teammates can relax and get loose.
Great managers are able to create productive teams through positive influence. We have learned from this paper that motivation is the key to creating a positive work environment. Also employees and employers should take an active part in the assessment and evaluation of employee attitudes, emotional makeup, personalities and personal values. Attitudes are indicators that can predict employee behavior, job performance and job satisfaction. There are managers who have learned the fine art of balance between motivation, satisfaction, and performance by working with employee??™s individual personalities, attitudes, emotions, and values. Organizations need to employ more of these managers within their organization for greater employee satisfaction and loyalty, which in turn produces a more productive performance by the team. This plan is not the kind that can be put into place and left as is. To gain optimal results from an organizational plan, it requires constant review and change to adapt to the changing economy, technology, organizational structure, and employees. I believe if this plan is followed then you will not only increase your employee??™s motivation but their job satisfaction and performance will increase as well. It is all about how things are presented to the individual, listen to them and find out exactly what will motivate them.

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Robbins, S. P., & Judge, T. A. (2011). Organizational Behavior(14th ed.) Upper Saddie River, NJ:
Pearson/Prentice Hall.

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