Creating positive Performance Environment ppt

Motivation Motivation Topic 5 Topic 5 Creating Positive performance Creating Positive performance Environment Environment By MIB. Tran Thi Ai Vy By MIB. Tran Thi Ai Vy Faculty of Commerce and Economic Faculty of Commerce and Economic Hoa Sen University Hoa Sen University Study Questions Study Questions • Avoiding De-motivational Management Avoiding De-motivational Management • Emotional approach: Which Part are Your Employees on? Emotional approach: Which Part are Your Employees on? – A Case in Point 1 A Case in Point 1 • Fixing the Emotional Frame Fixing the Emotional Frame • Check the mirror: How Your Behaviour drivers Their Attitudes? Check the mirror: How Your Behaviour drivers Their Attitudes? – A case in Point 2 A case in Point 2 • The Feelings Paradox The Feelings Paradox • Managing the Factors You Do control Managing the Factors You Do control • The Power of Interpersonal Behaviour The Power of Interpersonal Behaviour • Other Influence. Other Influence. • The Eyes of the Beholder The Eyes of the Beholder • Conclusion Conclusion Avoiding De-motivational Avoiding De-motivational Management Management Here are some common actions which Here are some common actions which should not be done in workplace should not be done in workplace • Raising voice Raising voice • Threatening to withhold opportunities Threatening to withhold opportunities • Warning Warning • Micro management by providing lots of Micro management by providing lots of specific direction specific direction • Negative feedback Negative feedback Avoiding De-motivational Avoiding De-motivational Management Management • Taking work away Taking work away • Giving duplicate assignment Giving duplicate assignment • Putting the loudest, assertive (quyết đoán) and Putting the loudest, assertive (quyết đoán) and directive person in charge of a shift, team, or directive person in charge of a shift, team, or project to make it done. project to make it done. • Causing employees stressed by questions when Causing employees stressed by questions when they can finish work they can finish work • Poor interaction with employees unless work is Poor interaction with employees unless work is going wrong. going wrong. Emotional approach: which Emotional approach: which part are your employees on? part are your employees on? Emotional state Negative positive Stimulus Open Response Good performance Resistant Response Poor performance • Positive feeling brings us happiness, enthusiasm, Positive feeling brings us happiness, enthusiasm, confidence, pride, pleasure and view changes as confidence, pride, pleasure and view changes as opportunities. opportunities. • Negative feeling cause us unhappiness, stress, Negative feeling cause us unhappiness, stress, anger, sorrow, depression and pessimism (bi anger, sorrow, depression and pessimism (bi quan) and resistant response. quan) and resistant response. • So emotional state is one of the primary factors So emotional state is one of the primary factors which impact on good or poor performance which impact on good or poor performance . . Emotional approach: which Emotional approach: which part are your employees on? part are your employees on? A Case in Point 1 A Case in Point 1 • Juania has good experience in other Juania has good experience in other stores stores • But new employees did not cooperate with But new employees did not cooperate with Juania. Juania. • All techniques of incentives that were All techniques of incentives that were effectively applied in other places do not effectively applied in other places do not work in this store. work in this store. • They almost do not trust on manager’s They almost do not trust on manager’s leadership and have negative emotion and leadership and have negative emotion and resist opportunities of changes. resist opportunities of changes. • So what should Juania do? So what should Juania do? Fixing the emotional frame Fixing the emotional frame • Motional communication to approach Motional communication to approach positive, self- motivation positive, self- motivation • Emotional intelligence: Emotional intelligence: – Ability to recognize and manage how people Ability to recognize and manage how people are feeling in workplace. are feeling in workplace. – To understand if employees have shifted to To understand if employees have shifted to intrinsic motivation, a survey 1-3 in chapter 1 intrinsic motivation, a survey 1-3 in chapter 1 should be done. should be done. Checking the Mirror: How your Checking the Mirror: How your behavior drivers their attitudes behavior drivers their attitudes • Emotion is the key determinant for people’s Emotion is the key determinant for people’s productivity. productivity. • But it can not be controlled because feeling is But it can not be controlled because feeling is personal problem. personal problem. • What a manager can do in this situation is What a manager can do in this situation is provide an indirect influence by pictures or provide an indirect influence by pictures or posters or slogans that describe expectation of posters or slogans that describe expectation of positive, cooperative or motivated state from positive, cooperative or motivated state from employees. employees. A case in Point 2 A case in Point 2 • Office is facing many problems such as Office is facing many problems such as salary, poor working condition, up setting salary, poor working condition, up setting feeling. feeling. • Employees do not see a challenge as an Employees do not see a challenge as an opportunity. opportunity. • Employees given opportunities to join in Employees given opportunities to join in the project may be motivated, excited or the project may be motivated, excited or irritated (phát cáu), resentful or resistant irritated (phát cáu), resentful or resistant [...]... 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. .. 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,... 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 1 Hiam, A 2003 Motivational management: inspiring your people for maximum performance USA: AMACOM 2003 . Motivation Motivation Topic 5 Topic 5 Creating Positive performance Creating Positive performance Environment Environment By MIB. Tran Thi Ai Vy By MIB state Negative positive Stimulus Open Response Good performance Resistant Response Poor performance • Positive feeling brings us happiness, enthusiasm, Positive