Creating a Plan for Positive Influence
Dustin Pearlman
LDR/531
June 14, 2011
Creating a Plan for Positive Influence
For the purpose of this paper, there are certain “constant variables” required when charged with creating a plan for positive influence. These “constant variables” will imply specific, consistent ingredients necessary in “breeding” a healthy, emotionally satisfied team striving for the same organization goal. This goal, while which? ultimately benefits the organization, must also give team members some semblance of relevance, satisfaction and inclusion. The following is a theoretical overview to the components required to create a positive plan of influence in the business environment. Bear in mind the following plan will not entail every detail because the very science of organizational behavior is manifold; rather an overview is given here. Looks like a great beginning – a good lead in, with a short sentence that previews the rest of the paper.
Attitude, mood, emotions, personalities and values all impact employee contribution. Managers must take a holistic approach for employee influence and to do so, managers should consider how these elements induce and mold the behavior of the team.
Core to any job are the Job Characteristics. According to the model (JCM) these integral elements: Skill Variety, Task Identity, Task significance, Autonomy and Feedback should certainly rest at the base of a motivational plan. Developed by J. Richard Hackman and Greg Oldham, the Job Characteristics Model states that “five (5) core dimensions can describe any job.” You need a citation here (author, year, page or para no.) because you have a direct quotation. In summary, The JCM illuminates the physical aspects of job characteristics and provides accurate determinants to meaningful emotional behavior. With these fundamental elements a manager can begin to assess “variables” (that these behaviors may vary from...