A_Plan_for_Positive_Behavios

Creating Positive Behavior In The Workplace Rasaunda Davis February 14, 2011 Abstract: In this paper the subject to discuss is how attitudes, personality, emotions, motivation, job satisfaction and performance correlates with an organization overall productivity and how they can enhance each situation to improve the organizations outcomes. Introduction: Organizations that focus on the team and what makes the team works has an effective collaboration among team members. It can be a huge challenge when an organization is aiming to collaborating multiple personalities, emotions, attitudes and values into one system, and maintain motivation, satisfaction and performance within the organization. An organization should outline how to obtain such a system in place and focus on what will work for the organization and the team. Discussion: Motivation is “the processes account for an individual’s intensity, direction, and persistence of effort toward attaining a goal” (Judge & Robbins 2007, p. 187). An organization needs to focus on how to motivate an individual goal to a team goal. First step is to discover what motivates the team to work together and attain a common goal. The organization should offer rewards and purposeful goals. The rewards will give the team the ‘intensity’ to work hard, which will be the ‘direction’ that will be beneficial to the organization, and maintain ‘persistence’ in the team setting. Most individuals like the reward system whether it is money, career gain or recognition of all their hard work. “Motivated individuals stay with a task long enough to achieve their goal” (Judge & Robbins 2007, p. 187). A genuine task for any organization is how to get the team to stay motivated after the task has been completed. Creating an environment that employees consider important to them is a key factor (Nelson 2003). Individuals like to seek out opportunities that will increase their skills in the organization and choose their assignments (Nelson 2003). An organization can offer educational programs such as paid tuition, seminars and online programs that will help them grow in or out the organization. Individuals enjoy acquiring a flexible schedule that will allow them to work around their personal lives (Nelson 2003). An organization can offer paid time off for their employees to attend to personal issues. The paid time off can be accrue according to the hours spent at work. Personal praise will be part of the organization goal to recognize the team, and letting them know how much the organization value their time, work, and effort (Nelson 2003). Fourth thing that motivate employees, is increasing autonomy, and authority in the job (Nelson 2003). When an organization increase autonomy and authority it shows employees that they trust them and their decision-making skills (Nelson 2003). The last step is the time a manager spends with the team (Nelson 2003). When a manager spends time it displays acknowledgement and ‘validation’ (Nelson 2003). It also gives employees time to provide feedback, and give a manager time to answer question, concerns and offer advice (Nelson 2003). Job satisfaction is a” positive feeling about ones job resulting from an evaluation of its characteristics” (Judge & Robbins 2007, p. 79). “A person with a high level of job satisfaction holds positive feelings about a job, while a person who is dissatisfied holds negative feeling about the job” (Judge & Robbins 2007, p. 79). Job involvement is one way an organization can help their employees’ job satisfaction level (Judge & Robbins 2007). The first step to get employees involved in the organizations outcome is assigning duties or small tasks. This will allow employees to get involved, feel part of the organization and feel important or self worth. It also level off the hierarchy system in the organization because everyone has a role and every role is important for the organizations to attain their goal. The next step that involved job satisfaction is pay and incentives. An organization should review the market rate for each position within the company. The recommendation is staying just a little above the market rate to maintain employee retention and attract future qualified candidates to the company. Employees should feel the work they do is fairly compensated. In addition incentives should be equal to or better than competitors. Mentally challenging work plays a significant role in job satisfaction (Judge & Robbins 2007). Individuals prefer work that is not redundant and offer them the chance to use their skills that they developed through school or previous employees (Judge & Robbins 2007). An organization who offers the freedom, skill usage and feedback to their employees is a mentally challenge that most employees will enjoy (Judge & Robbins 2007). Coworkers and managers support increase job satisfaction because the need for ‘social interaction’ (Judge & Robbins 2007, p.94). An organization will focus on creating a friendly environment by focusing on cohesion among all employees from all levels. The company will focus on creating a safe and comfortable environment to increase job satisfaction (Judge & Robbins). This will be done by employee suggestions. Employees will the opportunity to make suggestion on how to improve the working environment through a series of meetings, questionnaires, and one-on-one meeting with management. Personality can be related to ones environment and heredity in which an organization has no control over (Judge & Robbins 2007). In business “personality as sum total of ways in which an individual reacts to and interacts with others” (Judge & Robbins 2007, p. 106). Because an organization has no control over one personality it is best for the organization to hire the best fit for the company. Attitudes are something that people can adjust in different situations. An organization should seek out employees with positive attitude. This is why the interview process is extremely important. To ensure the company has chosen the correct candidate they will do as series of interviews along with a behavioral examination. “Distributors need to replace employees who are coasting coasters and steady producers and focus on the peak performers and the penetrators who like to take risks, and strive continuously to fine tune both the organization and their own performance” (Frichti 1986, p. 37). Performance has been link to motivation, goal setting, team building, and organizational commitment (Chiu 2005). For an organization to increase performance and productivity these things mention previously need to be established first. Conclusion: An organization should focus on the overall practices in the organization that include motivating employees, job satisfaction, personality, attitudes and performance to establish a good organizational behavior. Reference Alimo-Metcalfe, B., & Bradley, M.. (2008). Cast in a new light. People Management, 14(2), 38. . Chiu, Shan-Kou (2005).  The linkage of job performance to goal setting, work motivation, team building, and organizational commitment in the high-tech industry in Taiwan. D.B.A. dissertation, Nova Southeastern University, United States -- Florida. Frichtl, P.  (1986, March). Team Effort Depends on Communication with Players. Industrial Distribution, 75(3), 37.  Judge, A., T. & Robbins, P. S. (2007). Organizational behavior. Prentice Hall, Inc. Janz, B. D., Wetherbe, J. C., Davis, G. B., & Noe, R. A. (1997). Reengineering the Systems Development Process: The Link Between Autonomous Teams and Business Process Outcomes. Journal of Management Information Systems, 14(1), 41-68