Plan for Positive Influence Ldr/531
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 (staff@incentives.com, 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
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 (staff@incentives.com, 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
References: Columbia Electronic Encyclopedia, 2007. Columbia University Press. Retrieved January 17, 2010 from: http://encyclopedia2.thefreedictionary.com/Profit+sharing+plan Eikenberry, K. (2009). Giving Employee Feedback: Praise Matters. Retrieved January 17, 2010 from: http://www.sideroad.com/Leadership/giving-employee-feedback.html 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). Peerpapers.com Rath, T. (2004). The Power of Praise and Recognition. How Full Is Your Bucket. Retrieved January 17, 2010 from: http://gmj.com/content/12157/Power-Praise-Recognition.aspx Shukla, A. (2009). Why have Profit Sharing? Entrepreneurship. Retrieved January 17, 2010 from: http://www.paggu.com/entrepreneurship/why-have-profit-sharing. staff@incentives.com. (2010). Employee motivation. Retrieved from http://www.incentivequotes.com/employee-motivation.html Stringer, J. (2006). Employee Surveys Increase Employee Performance. Retrieved January 17, 2010 from: www.webpronews.com/expertarticles/2006/08/25/employee-surveys Great paper that met the requirements of the assignment. Very professionally written and easy to follow. Great job, again.