Creating Positive performance Environment

Motivation Topic 5 Creating Positive performance Environment By MIB. Tran Thi Ai Vy Faculty of Commerce and Economic Hoa Sen University Study Questions Avoiding De-motivational Management Emotional approach: Which Part are Your Employees on? A Case in Point 1 Fixing the Emotional Frame Check the mirror: How Your Behaviour drivers Their Attitudes? A case in Point 2 The Feelings Paradox Managing the Factors You Do control The Power of Interpersonal Behaviour Other Influence. The Eyes of the Beholder Conclusion Avoiding De-motivational Management Here are some common actions which should not be done in workplace Raising voice Threatening to withhold opportunities Warning Micro management by providing lots of specific direction Negative feedback Avoiding De-motivational Management Taking work away Giving duplicate assignment Putting the loudest, assertive (quyết đoán) and directive person in charge of a shift, team, or project to make it done. Causing employees stressed by questions when they can finish work Poor interaction with employees unless work is going wrong. Emotional approach: which part are your employees on? Emotional state Negative positive Stimulus Open Response Good performance Resistant Response Poor performance Positive feeling brings us happiness, enthusiasm, confidence, pride, pleasure and view changes as opportunities. Negative feeling cause us unhappiness, stress, anger, sorrow, depression and pessimism (bi quan) and resistant response. So emotional state is one of the primary factors which impact on good or poor performance. Emotional approach: which part are your employees on? A Case in Point 1 Juania has good experience in other stores But new employees did not cooperate with Juania. All techniques of incentives that were effectively applied in other places do not work in this store. They almost do not trust on manager’s leadership and have negative emotion and resist opportunities of changes. So what should Juania do? Fixing the emotional frame Motional communication to approach positive, self- motivation Emotional intelligence: Ability to recognize and manage how people are feeling in workplace. To understand if employees have shifted to intrinsic motivation, a survey 1-3 in chapter 1 should be done. Checking the Mirror: How your behavior drivers their attitudes Emotion is the key determinant for people’s productivity. But it can not be controlled because feeling is personal problem. What a manager can do in this situation is provide an indirect influence by pictures or posters or slogans that describe expectation of positive, cooperative or motivated state from employees. A case in Point 2 Office is facing many problems such as salary, poor working condition, up setting feeling. Employees do not see a challenge as an opportunity. Employees given opportunities to join in the project may be motivated, excited or irritated (phát cáu), resentful or resistant The feeling paradox Feeling of employees has powerful impact on performance so manager need to manage their feeling. On the other hand, feeling is personal problem so manager is not directly responsible for it Managing the Factors You Do control Manager’s mood is strongly influenced on people in workplace. If manager is feeling good, enthusiastic, he/she may create positive environment Oppositely, if manager is tired, his/ her negative feeling may do spread through employees in workplace. Manager should control his/her feeling The case of the good humor man Herb Kelleher - Founder of Southwest Airline was described by CNN as “The clown (hài, hề) prince of CEOs” with good humor. He create a corporate culture by the attitude with wonderful sense humor that was impacted whole organization.His employees have become famous in making jokes in flights. They were singing in-flight announcements to the tune of popular theme songs. Southwest is consistently named among the top five Most Admired Corporations in America in Fortune magazine's annual poll. They really create their flight funny. Exercise 2-1 to find out yourself emotion. The Power of Interpersonal Behaviour Interpersonal behavior is the ways people interact with each other. Manager’s behavior is the way he/she acts around employees Make employees’ opinions involved in problem solving. Effort to invite their participation to seek their valuable idea and create interest in their work. The Power of Interpersonal Behaviour In the case of Juanita, although her idea were properly very excellent, she did not invite employees who have experience in this store to involve in their plan. It causes their feeling less exciting in. The second case is also, manager did not conduct well in term of interpersonal communication before approaching the assignment of new project. He should make them clear current conditions and opportunities in the new project. Other influences The feeling and behavior of other employees. If some employees are negative, unhelpful, uncommunicative, they can bring to negative impact to workplace and cause resistance in improvement process. After effort of balancing in feeling, behavior and good interaction, manager should intervene (can thiệp) if negative things haven’t been removed. Physical environment The Eyes of beholder (khán giả) Employees have their perception (sự nhận thức) of manager’s feeling, behavior, peers, working environment and others. But what manager feel may different with what they feel. Make sure you understand them and they understand you, too. Conclusions Emotion plays important place in performance. Good emotion brings productivity and poor performance may be caused by negative feeling. Manager can not directly control employees’ feeling but he/ she can indirectly manage it by other ways such keeping their mood good, controlling their behavior, applying the tool of interaction of communication, creating good working environment and keeping an eye of beholder. References Hiam, A. 2003. Motivational management: inspiring your people for maximum performance. USA: AMACOM 2003