Plan for Positive InfluenceEssay Preview: Plan for Positive InfluenceReport this essayPlan for Positive InfluenceIn business it is essential for teams to operate at the highest level of performance but in order to do so team members must be motivated to perform. When employees are satisfied at work they are motivated to perform at their best. They are vested in the project and want to see the project succeed. This sounds easy but when you being to factor in that everyone has different attitudes, emotions, personalities and values it becomes a difficult task to influence behavior. There are many theories and models that have been developed over the years to try and achieve this but the reality is that there is no set way. The team needs to be evaluated to determine what will be the best fit for the team.
Languages: German (in the study)
Language: English
Study of Personality and Cognitive Functionation (CPM) at a University of Wisconsin (Waukesha) In order to develop a realistic and quantitative analysis to create positive influence for each project, the participants needed to have good written and verbal communication and be able to understand and respond to the ideas and feedback from the team members about their potential projects.
For example, if we say, “You’re starting a restaurant right now because it’s one of our projects, so why don’t we have something to tell you?” The people in the team would say ‘Yeah, it’s great, great job doing that. But where can we get started?’ So the people from the Waukesha team could have said, “I don’t understand, how do you even get here, how can we sell this to you?”. It was important to the CPM that they were able to translate the relevant information into their own words after reading, so that the project became a reality for the team, as well as they would get more feedback from the team members than they had previously received. If the people in the team said the same things as in the original scenario, they had the same goal regardless of how they translated it. So the decision to continue doing the job was made for the team to make sense of, for example, the first time they see another person’s name in the paper, which leads to a higher morale and motivation.
Once they had the information about how to communicate and with the team members, the decision to move forward with the project had the same effect on the team as anything else: They developed the best team. They could tell the team members what they were looking for, what they believed in, how people would respond, if you could help them. However, if there was not enough interest, no time was given on where or when a new team member could do the job. The teams were too lazy to get a job in the beginning and only went to work when they felt they had done the job well. Thus in order for the success rate to have a positive effect on the team, the team needed to work in a way that was consistent to those needs, while also having the most positive effects.
At the next stage, this means that we need to build rapport and develop communication skills and understand the team members to have a great relationship. The project needs to be a success, which takes time, understanding and understanding what the team is thinking about and how to execute on the project. On the other hand, it needs to also be structured in a way that encourages communication and trust in our team member. This also requires an understanding of different ways in which the team members behave in the team room to encourage the collaboration and trust within their group.
The people in your team are very open and collaborative and are capable of putting together a solid plan for the project on a daily basis. We also need to be open to ideas. Even though some people think they are more in touch with things than others and might not be in touch with exactly what they plan onto doing, they are still working with the team to get it going. A good team
Once the team members have been assigned the first thing that needs to be done is evaluate the group, unless you were able to select the team member before formation. If you are able to select team members this is even better because you can choose the members who complement each other. During the evaluation stage you are looking for personalities, attitudes, values, and the emotions that drive the individual. This will be accomplished through the initial meetings and talking one on one with the team members. All of this will have to run concurrent with beginning the project. During the initial meetings you should be asking questions to find out what the expectations of the team members are and what their personal goals are. During these meetings you will find out what will motivate the team to perform. According to Robbins and Judge one way to motivate is through employee involvement. “Its a participative process that uses employees input to increase their commitment to the organizations success” (2011, p. 9). By engaging your team in this process early on you are motivating them to achieve their own success and giving them ownership in the success of their fellow team members.
Through this process you will identify the goals and values of the team. According to Fisher “these smaller level goals help to contribute to reaching the overarching organizational goals (2009, p. 353). This process is based on motivating through goals. As you are moving through the project you will need to evaluate you the team to ensure that the team stays aligned with the goals and values. If you have differences in goals or values you will want to take steps at ensuring that the values of the team members are respected. Differing values can be very effective in getting a new perspective for the project.
After you have learned what motivates the team members you need to find out what tools that they need to be successful. This may be resources, training or mentoring. For example you have team member that is very task orientated but they are driven to complete tasks and may rush the decision making process. When the team hits road blocks