Professional And Personal Leadership Planning Paper

Professional and Personal Leadership Planning

This report will detail challenges the organization is facing regarding employees and strategies to mitigate these challenges and promote a more positive, sustainable, and productive work environment. A plan will be formulated to enhance employees’ motivation, job satisfaction, and performance.
Specifically, this paper will address the following:
1. Factors that contribute to a positive, sustainable, and productive work environment.
2. Ineffective strategies employees by the organization that do not promote a positive, sustainable, and productive work environment and do not promote a strong organizational culture.
3. Effective strategies employees by the organization that promote a positive,
sustainable, and productive work environment as well as a strong organizational culture.
4. The relationship amongst organizational commitment, job satisfaction, and performance.
5. Intrinsic and extrinsic motivation and its influence on individual performance
6. Effective management interventions that strengthen employee satisfaction, motivation, and emotional well-being, including various types of feedback and feedforward methods.
7.
Types and characteristics of communications managers might use to positively influence an individual’s motivation, job satisfaction, and performance.
Factors that Contribute to a Positive Work Environment
Three factors that contribute to a positive, sustainable, and productive work environment are:
Positive thinking: According to Cabrera (2012), the way we think affects our emotions and behavior. It also affects the environment around us. Thinking about success can lead to success through a positive focus, optimism, forgiveness, and gratitude.
Positive relationships: According to Cabrera (2012), having close, trusting relations creates happy people. Positive relationships are key for our effectiveness. To truly develop positive relationships, you must respect and appreciate, recognize, trust, and be generous.
Empowerment: According to Cabrera (2012), people must feel empowered to do their work. A positive work environment has clear instructions of what is required of staff and the support is there to successfully complete those tasks. Empowerment involves clarity, support, and autonomy.
Ineffective Strategies for a Positive
Environment Two examples of ineffective strategies that are currently used by the organization that do not promote a positive, sustainable, and productive work environment are:
Not engaging employees: management often makes decisions without engaging employees first.
Employees are kept out of the ‘loop’ until the decision affects them, whether positively or negatively.
Not listening to employees: management does not listen to employees’ future goals. They do not engage employees to see what they like about their jobs, and what they do not like about their jobs. One example of a strategy that does not promote a strong organizational culture is:
Not putting your people first: making business a top priority is on the forefront of this company’s goals. Employees are treated as a role first and an individual second. Specifically, the company fires and hires people quite frequently, which proves they are always ‘replaceable.’
Effective Strategies for a Positive Environment Two examples of effective strategies that will promote a positive, sustainable, and productive work environment which can replace the above mentioned strategies are:
Employees should be engaged: According to Colquitt, Lepine, and Wesson (2015), employee engagement is crucial to keeping a positive, sustainable, and productive work environment. When employees are invited to contribute their ideas and the lines of communication are open, they begin to appreciate their work more. Employees like knowing what is going
on.
Management should listen to employees: According to Colquitt, Lepine, and Wesson (2015), managers should give employees the chance to speak. If an employee is not satisfied with their job, but believes nothing is being done to change that, they may look elsewhere. You can lose valuable employees by keeping the ‘doors’ of communication ‘closed.’ One example of a strategy that promotes a strong organizational culture that could replace the above mentioned strategy is:
Management should put people first: According to Colquitt, Lepine, and Wesson (2015), putting people first leads to productivity and positive outcomes. Employees feel less stressed when they know that the company has their back. When employees feel cared about, they work harder. This positive attitude trickles throughout the entire organization (corporate culture).
Organizational Commitment, Job Satisfaction, and Performance