POSITIVE INFLUENCE

Creating a Plan for Positive Influence

Creating a Plan for Positive Influence

Introduction

This paper focuses on a project that creates a plan for positive influence. The estimated completion period of the project is one year. This plan is intended to boost team member's performance, motivation and satisfaction. Further some differences are discussed between the emotions, attitudes, values and personalities among the people we work with. These differences greatly influence one's behavior. However, it is important to deal with these differences tactfully so they may have a positive influence.

It is about conceiving a plan for affirmative influence. In this paper the dissimilarities in mind-set, strong sentiments, feature, and standards will be discussed. In this paper there will be a consideration on how these dissimilarities leverage behavior. Finally there will be a consideration on how the dissimilarities can be competently directed into the design to positively leverage the team.

Discussion

Element of the dare intrinsic to functioning with others is the unknown demand it puts on members to forget themselves as separate persons and collaborate like a team. Each member conveys a different personality in conjunction with a variety of understandings that might be incredibly diverse from those of others (Robbins & Judge, 2007).

The team all together might share a similar background, common interest, or as slight as the uneasiness in being positioned in a group to perform on a mission they might relatively follow alone. The team should so be aware of everybody's diverse qualities and share an admiration for those capabilities prior to any success can be had as a team (Bowles, D. & Cooper, C., 2009).

The question arises that, “Why do members of organizations engage in acts that constitute deviance from an acceptable mode of employee behavior?” The famous scholars of ethics management say there is an ongoing debate that has been going on for a long period of time, as to if the decision of misbehaving, such as, to make an unethical decision is considered more of a role of “bad barrels” or “bad apples”. Robbins and Judge ( 2007) argue that neither the organizational and societal perspectives nor an individual alone can fully give explanation of organizational misbehavior. Most, indeed, propose explanations that integrate both perspectives. (Mone, E. & London, M., 2009) That is, organizational misbehavior is a role of circumstances and of a person.

Robbins and Judges (2007), explain in detail that a mind-set of an individual displays that how persons give the impression about something. An attitude of a person displays his sentiments about certain things or certain people. There are majorly three elements of an attitude. These elements are namely, cognitive, behavioral and affective (Robbins, & Judge, 2007, p. 74-75).

Emotions are a kind of feeling that an one-by-one has in the direction of certain thing or someone. Emotions can be shown through how and one-by-one feels when they glimpse certain thing he or she likes or detests or how he or she feels when they glimpse someone. For demonstration, a partner strolls in the shop where and one-by-one works ...