Creating a Plan for Positive Influence

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Creating a Plan for Positive Influence

University of Phoenix

March 15, 2010

Creating a Plan for Positive Influence

In every workplace environment, there will be a diversified collection of people that represent different cultural backgrounds, along with people who hold different political perspectives and different religious views. With all of these differences, employees bring their individual attitudes, emotions, personalities, and core values. Because these elements all shape employees’ behaviors in the workplace, it is essential that both organizations and employees make themselves fully aware of these differences and the impact it has in the workplace. When managers gain such an understanding, they are enabled to create a workplace environment that lends itself to motivation, satisfaction, and ultimately improved performance (Robbins & Judge, 2007).

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 respectively with managers, leaders and peers and explain the pay and benefits provided for the job performed. Managers will work with employees on a regular basis to set and redefine goals as necessary.

The vast differences employees bring to an organization require managers to maintain open communication with employees to maintain and increase organizational behavior. Once an employee is integrated into the organization, it is the responsibility of management and leaders to increase employee satisfaction,...

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