A_Plan_for_Positive_Influence

A Plan for Positive Influence ORGANIZATIONAL LEADERSHIP A Plan for Positive Influence A company’s management has to find ways to positively influence their employees to keep them motivated, their morale up, satisfied with their jobs and their performance up. A company or management team must identify any negative issues and turn them into opportunities. Once the issues have been identified and the opportunities weighed the executive team should create a vision to help serve as a guideline to better define the goals. Also, once the issues are identified corrective action must be addressed in order to successfully implement strategies to achieve their goals. One issue that affects a company is that employees are not given scheduled performance reviews in order to let them know how well or bad they are doing. Employees are apt to perform better and have more awareness whenever they have an idea of what the production is like. Just by providing feedback of an employee performance will allow management to make corrective actions and identify areas of strengths and weaknesses. To result in mutual gain, through Emotional Intelligence, managers can build and sustain relationships that are effective if they know how to deal with people (suppliers, subordinates, clients, superiors and peers) at the emotional level. Today in the workplace it is important to enhance the work quality for each individual or team because of the vast differences with employees. Team members or individuals’ satisfaction and increased performance motivation factors is a plan that will enhance the work environment of the workers and should be measured and implemented. To view the kind of personalities, values and traits that exist among the team members should be assessed in order to help the plan become effective. Through better management of their employees, managers will have a good idea of how to enhance the organization from this assessment. In order to keep the company’s workers motivated, performing their best and satisfied, a report will illustrate how to achieve this and help the organization reach its goal. The key component to any organization’s success is its’ employees. An organization must strive to go above and beyond to further provide their employees with options and incentives that will motivate them to perform their jobs thoroughly along with the benefits and monetary compensation that are offered and this will lead to enhanced performance and personal satisfaction. Depending on the goals and the stage of each employee, their motivations can be very different. Most organizations will not try to motivate the employee on an individual basis but will try to find the best way to motivate them as a group. Once the organization discover the behavior styles of the employees they will save time and resources by providing an inside view of what to do to get them to perform as well as what limitations need to be extended. When you get right down to it, sometimes meeting the needs of employees is not always money. Some people feel that their jobs provide them with a sense of purpose and do not mind, in fact, they would prefer to earn less money. But there are some people that feel that as long as they are living a comfortable lifestyle for themselves and their families from the salaries they receive, they could care less if their jobs were filled with the most mundane tasks. There are some that want both the sense of purpose from their jobs and the financial rewards to go along with it. Motivations differ from employee to employee, so a company’s focus shouldn’t just be on what the motivations are but they should focus on whether the employee has or do not have motivation. But just what is motivation' “Motivation, according to Wikipedia the Free Encyclopedia (2001), is the activation or energization of goal-oriented behavior. Motivation is said to be intrinsic or extrinsic. Intrinsic motivation has been explained as internal factors that you can control. Extrinsic motivation comes from outside of the performer. Money is the most obvious example, but coercion and threat of punishment are also common extrinsic motivations” (Motivation, para. 1). There will always be a diversified collection of people that will represent all walks of life, different religious views, hold different political perspectives, from different cultural backgrounds, races, creeds, colors and colors. With all of these differences, employees bring individualized emotions, core values, attitudes and personalities. It is of the utmost importance that the organization and the employees are fully aware of these differences and the impact it has in the workplace and that the employees’ behaviors in the workplace are shaped by these elements. Developing employees in a way that increases performance, motivation and job satisfaction is the responsibility of the organization. To ensure that the company and candidate are the correct fit for each other, the selection process has to offer feedback through offering candidates a personality test or expanding the interview panel to include additional peers and/or leaders. A clear view of what he or she needs to perform their role and provide an avenue for them to communicate is the responsibility of the organization to provide the new employees with.   Dunaway (2007), “Frederick Herzberg and translates his landmark research into eight practical leader-behaviors consistent with the research. Those behaviors are: (1) creating a leadership platform; (2) becoming the principal-learner and principal-teacher about leadership; (3) affirming and teaching the powerful roles of organizational beliefs, vision, and mission; (4) leading and modeling reciprocity of accountability; (5) building collegiality around problems of practice; (6) emulating the actions of successful coaches; (7) developing the cultural understanding and affirmation that leadership and growth bring discomfort; (8) developing a sense of professionalism throughout the organization consistent with professionalism as demonstrated in and expected of other learned professions. Herzberg identified six factors he designated as intrinsic motivators or growth factors. They are (in order of most to least motivating) achievement, recognition, work itself, responsibility, advancement, and growth. These factors, if present, lead to increased levels of job satisfaction and motivation (Herzberg, 2003)” (Eight Leader Behaviors That Increase Motivation, Morale, and Performance...And One That Won't, para.1). References Wikipedia The Free Encyclopedia. (2001). Motivation - Wikipedia, the free encyclopedia. Retrieved from http://en.wikipedia.org/wiki/Motivation Dunaway, D. (2007). Connexions - Sharing Knowledge and Building Communities. Rice University. Retrieved from http://cnx.org/content/m15614/latest/ ----------------------- A Plan for Positive Influence 4