Creating a Plan for Positive Influence

Performance, Motivation, and Satisfaction

LDR/531 Organizational Leadership

January 21, 2012

Daryl Korinek

A Performance, Motivation, and Satisfaction Plan

An affirmative authority plan is an important item or tool that a manager should have to appraise his or her workforce. By embracing group building training, giving out accomplishments in support of well-done jobs, obtaining worker satisfaction evaluations, and conducting employee appraisals companies would be able to include this evidence to the authority plans. This plan supports low-stage plus older-stage administration that enhance confidence, motivation, performance, and satisfaction of corporation's workers. According to the Business Dictionary, (2010) motivation is an "internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal" (p. 884). Without a lacking of motivation, workers merely loses awareness in their obligation in addition occupation performance could be sternly absent. The Business Dictionary, (2010) states that performance is an "accomplishment of a given task measured against preset standards of accuracy, completeness, cost, and speed" (p. 1003). Job satisfaction should stem from the workplace for a worker to uphold his or her good judgment of motivation in addition to maintain job performance next to an advanced level. Business Dictionary, (2010) states that satisfaction "contentment (or lack of it) arising out of interplay of employee's positive and negative feelings toward his or her work" (p. 1193).

Attitude Influence

Attitudes within an office at time can be something from tame to aggressive at any moment in times. Supervisors have a responsibility toward workers in addition to the corporation to keep attitudes in agreement with the corporation's desires and ought to formulate or modify accordingly to avoid these problems from occurring at a later date. David Maister conducted a study, where 5600 individual were questioned "can worker attitudes be revealed to be measurably correlated by means of monetary accomplishment? The answer, as the study shows, is an unequivocal "Yes"!" (Maister, 2001, p. 17). Employees with bad attitudes can significantly affect not just the business but other employees around them. Attitudes affect only what an employee allows him or her to and attitudes have the uncanny ability to manifest it onto another employee. If an employee possesses a negative attitude in the workplace, other employees may change his or her attitude negatively. Vice-versa applies as well concerning positive attitudes. If management can keep individuals in a more positive attitude, as Maister (2010) has revealed, managers can openly influence the bottom line and enhance productivity, job performance, workplace satisfaction, and other monetary features of the corporation (p. 30).

Emotional Influence

Another key factor that affects employee attitudes is emotion. Emotions can be used by organizations to affect both positive and negative change including work performance, motivation, and satisfaction. According to Gerson, (2002) "Emotions must be managed to keep a healthy staff and a growing bottom line" (p. 1). Management sets the standards for emotional behavior in the workplace. Creating a positive emotional environment, managers can open the doors of communication and can demonstrate leadership through example. Although positive emotional state is the ultimate goal of a manager; management must beware of the impacts both positive and negative have on employees. According to a study conducted by the (University of Missouri, 2002) moderation is the best way to handle both positive and negative emotions in the workplace (University of Missouri, 2002). Managers should attempt to be proactive in their attempts to remove negativity, and stress from the work environment. Managers should be sensitive, possess appropriate training, procrastinate less, handle time more proficiently, never go on the defensive, correspond successfully, and guide by example. Managers should be role models for other employees, meeting with employees on an individual basis, scheduling regular interval meetings, aid to prevent employee hostility, identify unwanted behaviors in the workplace, and attend as well as send employees to stress management courses are beneficial.

Personality Differences

Personality differences are matters that managers cannot