Attitudes, emotions, and personality's influence on employee motivation

¶ … attitudes emotions influence behaviors -Explain ways personality values influence behaviors -Create a plan increase employee motivation, satisfaction, performance -Discuss topics comfortable -Discuss struggle -Discuss relate organiazation (human resources) • Use ONLY present tense! NO PAST TENSE a -write requested. Sources

Behavioral Influences

The influences of attitudes and emotions on behaviors

The behavior of individuals is influenced by several factors. Some of the most important factors that influence human behavior are represented by upbringing, education, personal experience, the environment, learned behaviors, their thinking style, and others. These factors basically shape the general lines of human behavior. There are also other factors that influence it.

The attitudes and emotions of individuals influence their behavior on contextual basis. In other words, the behavior of individuals can be different in situations that have little difference between them. This is because during the situations in case, the individual can be affected by certain attitudes and emotions that require certain behavioral responses. This can be observed in the case of individuals that respond violently when someone asks them a casual question, simply because they are going through negative emotions caused by other events. In other situations, the person can respond calmly to such casual questions because they are in relaxed moods and emotions. Therefore, it is important to analyze the context that determined the behavior of individuals at certain points.

Employees motivation plan

In order to improve the performance of employees, the company must develop a plan that can increase their motivation and satisfaction. This is a difficult objective to reach. This is because the numerous differences between individuals regarding their values, personalities, attitudes, emotions, and behaviors require different stimuli. This means that employees have different needs and preferences that must be addressed by different issues. The company must identify these needs, and develop a strategy that satisfies them.

But the strategy cannot be developed for each employee in case. Therefore, it is important to develop a motivation strategy that is flexible and addresses the different needs of numerous employees (Fargus, pp. 45). Certain employees are simply motivated by financial motivation. This means that their performance is significantly influenced by their salary and by the bonuses they receive (Griffin, pp. 509). In such cases, it is important to establish performance standards that these employees reach. Based on their performance, they receive performance bonuses. These employees are easy to motivate, to control, and to evaluate.

There are also other employees that are motivated by other benefits. They are interested in having a company car, mobile phone, and others. This is usually the case of employees that need such benefits for their work. This helps them do their work.

Other employees are interested in their development. In such cases, the company invests in training programs intended to develop their skills. There are also other benefits to this strategy. By investing in their development, the company shows their trust in these employees. This determines them to increase their self-esteem and to improve their performance.

There are employees that are interested in receiving certain perks from the company, like paid holidays, subscriptions to gyms, spas, and other relaxation centers. These employees are not easy to satisfy. This is because they have needs that are on higher levels in comparison with other employees that have primary and secondary needs.

It is difficult to develop such a strategy. This is because the different needs and preferences of employees are addressed by different approaches. In addition to this, the different values of employees determine them to respond to different motivational factors. In other words, employees are motivated by different factors. What motivates certain employees, does not motivate others. Therefore, the company analyzes the behavior of employees and identifies their personality, their values, and the emotions that affect them.

The company struggles with identifying these issues. This is because in order to identify them, the employees must provide this information. In case they do not want to offer such information about themselves, it is difficult for the company to identify their motivational factors. This means that it is difficult to develop a motivational strategy that can increase their satisfaction. It is important to develop strategies that influence employees and their productivity.

Reference list:

1. Fargus, P. (2000). Measuring and Improving Employee Motivation. Pp 45. Prentice Hall. Retrieved March 18, 2013 from http://books.google.ro/books?id=-0VYAAAAYAAJ&q=employee+motivation&dq=employee+motivation&hl=ro&sa=X&ei=8V9HUdn1NIvltQbJooCoAw&ved=0CEkQ6AEwBQ.

2. Griffin, R. (2000). Management. Pp. 509. Cengage Learning. Retrieved March 18, 2013 from http://books.google.ro/books?id=7_NuZvMEvdgC&pg=PA509&dq=employee+motivation&hl=ro&sa=X&ei=8V9HUdn1NIvltQbJooCoAw&ved=0CFgQ6AEwCA#v=onepage&q=employee%20motivation&f=false.