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Week Six Major Project Influence Application Part Two Introduction This paper compares the works of Patrick Lencioni’s The Three Signs of a Miserable Job (2007) with Influencer (2013) authored by Joseph Grenny, Kerry Patterson, David Maxfield, Ron McMillan, and Al Switzler with the intent of illustrating the complimentary applicability to improve employee morale and development, talent retention, and overall business success. In a world of growing job discontentment, despite a rising number of American college graduates, it remains the leader’s obligation to understand what drives behavior and to put together winning strategies to equip themselves and their team(s) with the influential tools necessary to nurture inevitably vibrant communities. …show more content…
Over time, this dull pain can erode the self-confidence and passion of even the strongest people, which in turn, affects their spouses and children and friends in subtle but profound ways… Though it may be difficult to quantify, the dissatisfaction of employees has a direct impact on productivity, turnover, and morale, all of which eventually hit a company’s bottom line hard,” (p. ix – …show more content…
They cannot be fulfilled in their work if their success depends on the opinions or whims of another person, no matter how benevolent that person may be. Without a tangible means of assessing success or failure, motivation eventually deteriorates as people see themselves as unable to control their own fate,” (Lencioni, 2007, p. 222). Challenging a leader to work through problems, as opposed to around them, Influencer enlists the use of key number one, focus and measure, to develop articulate goals that support vital behaviors. “Clear goals aimed at a compelling target can have an enormous impact on behavior because they engage more than simply the brain. They also engage the heart,” (Grenny, Patterson, Maxfield, McMillan, & Swtizler, 2013, p. 18). As The Three Signs of a Miserable Job highlights the importance and reaction of solid measuring tools, Influencer then gives guidance on what constitutes good versus bad, and how leaders should use such tactics to motivate and improve people’s
Satisfaction, feeling of accomplishment and happiness, which are reached in work-life, affect the daily life of a person. In contrast to this condition, dissatisfaction, failure and unhappiness in the work-life may cause some psychological issues. One of th...
Without understand the negative impacts of turnover, a company may be placing itself in a position that will ultimately lead to their demise. We are going to solve our problems and set our company on the path to success, a success that is not only reflected in our bottom line but also our employees’ morale.
In Chapter 1, of The Book of Job, God is depicted as a creator, who not only entrusts his faith into his creation but also as a maker, who is extremely proud of his property. Talking specifically about Job, God demonstrates emotions toward his slave, as he converses with Satan. As God talks to one of his sons, he portrays qualities in which he is revealed as a prideful and faithful creator, towards Job.
The only determination they pertain to is to increase their productivity in order to get more money, but in due time this makes them traumatic and hostile. Undesirable employees have no interest in the work, soon the satisfaction is hard for them to achieve, leading to insufficient motivation.
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
Spector, P. E. 1997, Job satisfaction: application, assessment, causes and consequences, Sage Publications, Inc, California
In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
Core self-evaluation is an individual’s belief “in their inner worth and basic competence” (Robbins & Judge, 2009, p. 86). Positive core self-evaluation employees, who appreciate their inner worth and competence, are more likely to derive satisfaction from their work. While employees with negative core self-evaluations often struggle with job dissatisfaction. The issue of job dissatisfaction, as it relates to core self-evaluation should be a concern to managements and organizations. The problems which may accompany job dissatisfaction are numerous and include - workplace deviants, reduced productivity, decreased engagement in organizational citizenship behavior, lower customer service and satisfaction rates, and slightly increased absenteeism and turnover rates (Robbins & Judge,
In every work place you will find employees who are happy with what they do and employees who are just there to complain and collect a paycheck. My topic for this discussion will cover job dissatisfaction.
A manager or human resources professional is constantly interacting with employees on a daily basis, which allows them to appropriately identify and ultimately to address negativity in the workplace. From employee complaints to inner conflicts between employees, it is often quite apparent when there is something amiss in the realm of employee morale. On that note, it is imperative that the manager learn to identify the symptoms of negativity before it becomes
Motivation is a kind of force which uplifts individuals to accomplish some mutual objectives, either set by the individual or the organization. ¬“Every business either public or private is goal oriented and all efforts are geared towards the successful attainment of their goals and objectives” (Rothberg, 2005). It has been disputed that if individual staffs are not inspired to make effectual use of the capacities found among them during the employment, they might not attain the level of performance that is anticipated from them. (Rothberg, 2005).
By understanding the level of employee satisfaction, the company can have a better chance of delivering positive customer experiences, producing innovative products and services and attaining a good bottom line.” (Gaurav, 2012). Job satisfaction has also been said to be, “some extent a reflection of good treatment. It also can be considered an indicator of emotional well-being or psychological health,” and, “Furthermore, job satisfaction can be a reflection of the organizational functioning,” (Spector, 1997). This is very easy to see because it all depends on how the business treats the employee, if they are treated well the employee will be satisfied with their job and would feel highly motivated but if they are mistreated their emotional well-being will not be good as they think they will be underappreciated and unwanted at their
Job satisfaction is important to both workers and the organization. For an organization, high levels of job satisfaction of its employees make for a workforce that is motivated and committed to high-quality performance. Research shows that an increase in employee happiness has a direct impact on productivity, which in return is a direct connection to a successful business. However, job satisfaction does not come automatically to an organization; it need...
Job satisfaction has acquired a substantial scholarly interest in the study of administration and management (Brewer & McMahan-Landers, 2014). This is due to its linkage to employee attitudes, behavior and productivity. Simply put, more satisfied employees are thought to stick around, produce more and positively impact the work environment (Abdulla, Djebarni & Mellahi, 2011). As in the case of other social scientific constructs, jon satisfaction has suffered from semantic proximity. There is little agreement as to define, conceptualize or operationalize job
As a negative cycle, once the customers’ satisfaction levels are decreased, the financial bottom line of the organization may be decreased. In Singh and Loncar’s example of a hospital and nursing staff, many other negative effects may be had simply from widespread job dissatisfaction among the nursing staff. Lower job performance may increase liability and set the organization up for patient lawsuits, failure to maintain standards may result in loss of or failure to achieve Joint Commission on Accreditation of Health Care Organizations (JCAHO) ce...