...unmotivated and unhappy in their jobs. According to research by Investors in People in 2017 1 in 3 UK workers are not happy in their current jobs and 1 in 4 are actively searching for a new job. Job satisfaction has become increasingly important in the workplace, a high job satisfaction can lead to higher motivation and higher productivity in employees. Cropanzano and Wright (2001) found that less happy employees are more sensitive to threats and are more defensive around co-workers, this could lead to fallings out with co-workers and could affect the performance of team working tasks with in the workplace. Employers are starting to realise the importance of job satisfaction...
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...for Positive Influence LDR/531 – Organizational Leadership January 31, 2011 A Plan for Positive Influence This week assignment was to complete three assessments and create a plan to increase motivation, satisfaction, and performance of a team that could be applied in a business setting. I will address how motivation, satisfaction, and performance are related to each other. Next, I will address specific differences in attitudes, emotions, personalities, and values in the learning team and how it influences behavior. Lastly, I will address how those differences can be implemented to positively influence the team. Motivation, Job Satisfaction, and Performance Motivation can be defined as the processes which account for an individual’s intensity, direction, and persistence of effort towards a goal (Robbins & Judges, 2007 pp. 186). Motivation positions an individual’s efforts directed to achieve goals and cultivate persistence. Persistence validates how long an individual will dedicate efforts to achieving a set goal. Job satisfaction can be defined as a positive feeling about one’s job resulting from an evaluation of its characteristics (Robbins & Judges, 2007 pp. 30). Job satisfaction is subjective towards the nature of work, promotions, salary, supervision, coworkers, and relationships. Performance is standards for an individual’s behavior in the workplace that help them perform effectively. When people are highly motivated it leads to job satisfaction and eventually...
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...How does personality influence employee job satisfaction and organizational commitment? Introduction Organisations over the years are facing one of the toughest challenges of having a committed workforce in order to feature in the worldwide economic competition. Besides that, the leading challenge in management is how to assign suitable working position for employees. An employee who is satisfied with their job would perform and commit to their job and organization. Schultz and Schultz (2001) define personality traits are unique; this is because it can be internal or external aspects of a person’s character that will influence behavior. Personality traits are an important construct that has been used to predict job commitment (Judge,Heller & Mount, 2002). Besides that, personality five-factor model is also correlated with overall level of job satisfaction experienced by employees (Judge et al, 2002). Early researches tend to focus on job satisfaction as the key attitude related to employee behaviour such as job commitment and turnover (Locke, 1976).The relationship between job satisfaction and organizational commitment has been investigated extensively (Okpara, 1996) found that overall job satisfaction is significantly positively correlated with organizational commitment. However, it does not mean job satisfaction and organizational commitment is same. The objective of this assignment is to discuss and explore how personality traits can influence Job Satisfaction and Organisational...
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...Attitudes Attitudes, Job Attitudes, Personality and Values Attitudes Evaluative statements or judgments concerning objects, people, or events Cognitive Component The opinion or belief segment of an attitude Affective Component The emotional or feeling segment of an attitude Behavioral Component An intention to behave in a certain way toward someone or something 1 2 Nature of Evaluations Underpinning Attitudes • Attitudes not represented on single continuum e.g. totally +ve to totally –ve • Rather, evaluate attitude objects on both positive and negative dimensions (Cacioppo et al 1977) – – – – positive attitude = Hi +ve reaction & Lo -ve reaction negative attitude= Lo +ve reaction & Hi –ve reaction indifference = Lo +ve reaction & Lo –ve reaction ambivalence = Hi +ve reaction & Hi –ve reaction The Theory of Cognitive Dissonance Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitudes Individuals seek to reduce this gap, or “dissonance” Desire to reduce dissonance depends on: • Importance of elements creating dissonance • Degree of individual influence over elements • Rewards involved in dissonance 4 • Since evaluations of attitude objects ‘automatic’ some consider attitude formation to be a reflex e.g. Chaiken et al., 1996 – But range of personal and social factors influence nature of our evaluations Measuring the A-B Relationship Recent research indicates that attitudes (A) significantly predict...
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...Creating a plan for positive influence Plan to improve the performance of a soccer team within one season (one year) which has been underperforming for a few years and has just been purchased. Team collaboration is a challenge organizations encounter because of various personalities, attitudes, emotions and values of the individuals that make up the team. A team is a group of people with a full set of complementary skills required to complete a task, job, or project. The team members should be willing to plan strategically to achieve the desired goals. To positively influence a team to improve performance, the team has to be well motivated, motivation usually leads to job satisfaction and job satisfaction comes with the end result being improved team performance. First there has to be goal setting which every member of the team can relate to. This goal is to improve prove performance in one year. Next we have to bring together the individuals that would help achieve the pre determine goal. The first team member should be the team leader (coach) who has a record of being able to motivate his team members. Then we bring in the team members each with attributes which he can bring to help the team achieve its desired goal. Motivation: Motivation refers to the force (effort) within a person that affects the direction, intensity, and persistence of voluntary behavior. Intensity describes how hard a person tries; this is a major element when we talk about motivation. We also...
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...Planning for Positive Influence LDR/531 Business Law Traci Stevenson Instructor: Rovella Phillips May 27, 2013 Abstract Our team has been assign a project that will take one year to complete. To have a successful work experience and get the job done there are factors that we must consider. Start by creating a plan to increase motivation, satisfaction and performance. We must start also by evaluating each team member attitudes, emotions, personalities, and values and how they influence behavior. Diversity is in the workplace and it is necessary to improve the value of effort from each individual on the team. The three elements in a business setting to making goals achievable are motivation, satisfaction, and performance. This paper is to prepare a plan and apply it in a business setting in increasing the performance, satisfaction and motivation of all members of a team. Throughout the paper will be addressing the differences in motivation and personalities discover in team collaboration and how each influence behavior. Introduction When working in a group there is various types of teams that are found in many settings. Regardless of the setting of the team, accepting and appreciating the similarities and differences of the teammates can contribute more effectively and improve productivity as a whole. Creating a plan that will influence organization positively is important for management in an organization. Teams need to understand the objectives of the task and know...
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...Plan for Positive Influence Through various behavioral assessments employers can determine best practices to improve employee motivation, satisfaction, and performance. Measurement tools can include assessments of employee personality traits and characteristics, work behaviors and attitudes, and job involvement and satisfaction. By using the information gathered from these assessments, employers can develop comprehensive plans to improve relational processes to bring together different individuals to work together in productive ways. For example, employees who have differing values, personalities, and emotional intelligence can learn new behavioral patterns to successfully collaborate in the workplace. Team members completed several example assessments to determine behavioral factors such as predominant personality style, emotional intelligence, and attitudes regarding job satisfaction, involvement, and workplace diversity. Employers can use personality assessments to determine how employees will work in some areas (Robbins & Judge, 2007). For example, personality styles of the team were dominant and interactive; indicating that team members would be complimentary when dealing with clients. According to data outlined in the DISC Platinum Rule Behavioral Style Assessment, individuals with interactive personality styles possess skills that are influential with developing relationships to accomplish goals and are more relationship-oriented then task-oriented (Alessandra...
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...Creating a Plan for Positive Influence LDR/531 December 14, 2012 Creating a Plan for Positive Influence The objective of this paper is to create a plan for positive influence that may be applied in a business setting and that would increase a group or team’s motivation, satisfaction, and performance. The topics of discussion will concentrate on specific attitudes, emotions, personalities, and values that the members of the team will collaborate with, and address how each difference influences behavior within the business setting. In a business setting there are three essential factors that team members need so that they increase productivity and a constructive business environment. Additionally, the leader in the team setting must make certain that the members are inspired to complete the task by motivation. Next the norms must be set so that the team understands what is acceptable and what will not be, and agreed upon by each member. The agreement on the acceptable standards will influence the members’ behavior with the least amount of external controls. According to (Robbins & Judge, 2011, pg. 285-286), “norms are acceptable standards of behavior within a group that are shared by the group’s members.” Motivation The three key elements of motivation are direction, intensity, and persistence. Intensity describes the passion a person has about the designated task; this is the element most individuals focus on when thinking about motivation. However, the intensity...
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...Employee satisfaction is an important factor for managers within any organisation, creating and obtaining satisfied employees not only increases job performance but also undoubtedly increases the performance of the organisation (Abu-Shamaa, Al-Rabayah & Khasawneh, 2015). An employee’s satisfaction is usually derived from job satisfaction and personal attitudes towards the organisation and its superiors. The debate is whether managers can create happy, productive and satisfied employees or if this notion of employee satisfaction is based upon biological makeup. Research has suggested that managers can create satisfied employees and that having an authentic leadership style in relation to attitudes and job satisfaction is effective in creating a happier and healthier work environment (Wong & Laschinger 2012). Employee satisfaction and job satisfaction are closely interrelated, Job satisfaction is defined by Locke (1983) as being a positive statement about employee’s thoughts related to assessments of job and job experiences (Tepret & Tuna 2015) and can be obtained by mentally challenging work, extrinsic and intrinsic rewards, supportive working conditions and supportive colleagues (Robbins et al 2014). Job satisfaction is an attitude and is distinguished with cognitive evaluation, which include affect (emotion), beliefs and behaviours (Ali, Edwin & Tirimba 2015). Attitudes reflect how we feel about something, they are evaluative statements that can be either positive...
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..._ Taylor & Francis G K Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory CA. Arnolds and Christo Boshoff Abstract Improving the job perfomiance of employees has been the focus of many motivation theories, especially the need theories. These theories have however been questioned because of a lack of research on the causal relationship between need satisfaction and job perfonnance. Research on the link between the need satisfaction-job performance relationship and individual personality differences among people has also been neglected. This study addresses these research gaps as far as the intervening influence of personality variables on the need satisfaction-job performance relationship is concemed. The present study investigates the influence of need satisfaction (as suggested by the Alderfer theory) on self-esteem (the personality trait) and the influence of self-esteem on perfonnance intention (the surrogate measure for job performance) of top managers and frontline employees. The empirical results show that esteem as a personality variable exerts a significant influence on the job performance of both top managers and frontline employees. These and other findings provide important guidelines for managers on how to address the motivational needs of top managers and frontline employees in order to improve their job performance. Keywords Job performance; esteem valence; existence needs; relatedness needs; ...
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...Positive Influence Paper LDR/531 Organizational Leadership University of Phoenix Positive Influence Paper Organizations create teams to provide a framework that will assist in increasing their employee’s involvement in problem solving, decision making and planning to better meet the organization’s goals. In order for teams to successfully improve the effectiveness of the organization, they must be mission and goal focused. When teams are actively involved in the organization, employees have a better understanding of why decisions are being made, and leaders will gain more employee participation and support with plans, when employees assist with decision making and problem solving ideas within an organization it gives them an ownership of the changes being made. Leaders have a responsibility to the organization and their team to increase the team’s motivation, satisfaction and performance. In order to do this leaders must present a positive influence to the team and they must consider the various attitudes, personalities, emotions, and values of the team members and address how the team members can be productive with the various behaviors. Attitudes Attitudes are an individual beliefs, behavioral intentions and feelings toward an event, person or object. Attitudes logical thinking and reasoning, they are expressed through our judgments. Because an individual’s attitudes have involved a person’s thoughts they mostly remain...
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...Running head: CREATING A PLAN FOR POSITIVE INFLUENCE Creating a Plan for Positive Influence There are many attributes that need to be looked at concerning either a small or large project such as an individual’s personality, effort, involvement, and a person’s style. In teams, no one person works or thinks alike and each member will contribute to some way or another. It was obvious that some of the team attitudes were very much alike, such as the involvement that the team will put into our work based on mixing professionalism and personal life. In teams, no one person works or thinks alike and each member will contribute to some way or another. The assessment helped to target where an individual could best fit into a project and what weaknesses need to be developed. With different attitudes and personalities it is essential for everyone to influence the team positively. Though everyone is different there were some similarities on the assessment. One similarity that stood out was how involved we are in our work, and how hard we tried to separate our work lives from our personal lives. This type of personality can be beneficial when it comes to working on projects as a person needs to be focused and dedicated. There are many roles within a team, such as leadership which needs a person who is efficient and has structure; a second role is interacting that can help with giving ideas or one that can be able to complete different tasks. If all individuals contribute...
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...A Plan for Positive Influence Teamwork is defined as an action performed by a group of people to develop goals and achieve a mission (Robbins & Judge, 2011). Working in teams is an advantage because the productivity of diversified people, working on the same task, is always greater than one person. For years, organizational leaders have recognized the value of having employees work in teams (Robbins &Judge, 2011). Companies who have choose teamwork, have expressed that the performance and work production have increased. Team work can improve job satisfaction and achievement for employees. An example of this, working in teams improves employees’ performance and also makes the work enjoyable to them. The biggest advantage of working in teams is the workload is shared among the team members. Team members will create a plan for positive influence. This plan will discuss the differences in attitudes, emotions, personalities, and values as well as how these differences influence behavior positively in a business setting. The plan will also adopt a plan for increasing motivation, satisfaction, and performance in a team. Attitudes, emotions, personalities, and values are different with each team member. Recognizing the strengths, weaknesses, values, and personalities can help in determining what each team member can provide and how each team member can motivate each other to complete the task. Motivation, satisfaction, and performance are necessary in a business setting...
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...2 1.2 Personality 2 1.3 Methodology 2 2.0 Job Satisfaction 3 2.1 Definition and relationship to turnover 3 2.2 Locus of control 3 2.2.1 Definition 3 2.2.2 Internal LOC Vs External LOC 4 2.3 Two-Factor Theory 5 2.3.1 Definition 5 2.3.2 Motivators Vs Hygiene factors 5 2.3.3 Application of the theory 5 3.0 Organizational Commitment 6 3.1 Definition and relationship to turnover 6 3.2 Value Congruence 6 3.2.1 Definition 6 3.2.2 The effect of value congruence on the three types of organizational commitment 6 3.3 The Five Factor Model 7 3.3.1 Definition 7 3.3.2 The effect of the model on the three types of organizational commitment 8 4.0 Conclusion 9 5.0 Recommendations 10 6.0 References 11 1.0 Introduction 1.1 Purpose of the report The purpose of this essay is to provide recommendations for the human resource practitioners to increase employee job satisfaction and organizational commitment in the company by taking into account the personality of an employee and his/her influence on job satisfaction and organizational commitment. 1.2 Personality Personality is defined as the sum total of ways in which an individual reacts to and interacts with others (Robbins & Judge, 2012). In modern organizations, management has started to take employee’s personality in to consideration in order to increase the effectiveness and efficiency of employees to improve the employee’s performance resulting in higher levels of job satisfaction and organizational...
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...Lecture 1: 1. What Are Organizations? Organizations are social inventions for accomplishing common goals through group effort. * Social Inventions mean that their essential characteristic is the coordinated presence of people. The field of organizational behaviour is about understanding people and managing them to work effectively. * Goal Accomplishment: organizational survival and adaptation to change are important goals. The field of organizational behaviour is concerned with how organizations can survive and adapt to change. Example: People have to be motivated to join and remain in organization; carry out their basic work reliably, productivity, quality and service; be willing to continuously learn and upgrade their knowledge and skill; and be flexible and innovative. * Group Effort: organizations depend on interaction and coordination among people to accomplish goals. The field of organizational behaviour is concerned with how organizations to get people to practice effective teamwork. 2. What Is Organizational Behaviour? Organizational behaviour refers to the attitudes and behaviours of individuals and groups in organizations. 3. Goals of Organizational Behaviour are effectively predicting, explaining, and managing behaviour that occurs in organizations. * Predicting organizational behaviour and events. * Explaining organizational behaviour and events in organizations. (Why event occur). * Managing organizational behaviour by...
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