Creating a Plan for Positive Influence
Renee Ransom-McGowan
University of Phoenix
Organizational Leadership/LDR 532
Dr. Judith Kafantaris, DPA, MBA
September 10, 2008
Creating a Plan for Positive Influence
There is no shortage of pop-psych books and motivational speakers who will tell you a thousand and one ways to light a fire in an employee’s belly. But what do you do when the fire goes out and none of those thousand and one ways seem to work any more? Given the constant barrage of pep talks and posters, slogans and free advice on the topic of motivation, there should certainly be at least a couple of core principles that predictably work every time (Intelligent Life on the Web, n.d., p. 1). [Your introduction should provide an overview of what you will be writing in the paper. Give the reader some information to guide him or her.]
What is motivation? A good working definition of motivation is this: motivation represents a measurable increase in both job satisfaction and productivity. The motivated worker does his job better and likes it more than those employees who are not so motivated. What generates real motivation is the first set of factors mentioned: opportunities for achievement and accomplishment, recognition, learning and growth, having some say in how the job is done and worthwhile feedback and work (Intelligent Life on the Web, n.d., p. 3).
High performance, motivation and satisfaction are three extremely important elements in a business team setting. With more competitive working environments, fortune 500 organizations have emphasized their focus on human resources and leadership as two other important elements of an organization. Diverse factors tha ...