Creating a Plan for Positive Influence
Daniel E Fulgencio Mota
University of Phoenix
LDR/531 Organizational Leadership
March 28, 2013
Prof. Miguel A Rodriguez, PhD

Creating a Plan for Positive Influence Business model has change dramatically lately. These days are more common for the organizations to use team work or small subunits, also known as department or section formed specifically to perform specific task for achieving different goals in the company. This document proposes will cover several topics concerning to the design of an effective plan to increase team motivation, satisfaction and performance. How the different attitudes, emotions and, personalities may affect the good performance of group and the tools managers can use to alleviate this situations.
Designing and effective Team Before defining a strategy to form and effective team it is important to know fundamentals aspects about team or groups. There are two types of groups formal and informal. This document focused on formal groups. Formal groups are those defined by organizations with the purpose of assigning task to the members of the team for achieving specifics goals. Other important aspect on forming and managing effective teams is the role a leader has for ensuring success of the team. Leaders may improve team performance by influencing and motivating each member of the group. Team performance is strongly related to the level of commitment and motivation members have to achieve shared objectives.
Team Motivation According to Huselid (1995), productivity is influenced by employee motivation and organizational structure. Motivated employees are willing to go the extra mile when critical situations arise and collaboration and commitment is required for completing tasks or process that impact the organization stability and structure.
Define a motivation plan is crucial for guaranteeing success when forming effective team work. Motivated team is willing to do a better job and consequently keep the organization growing. Here are some steps a manager can fallows to motivate a team. Discuss about positive outcomes for achieved team objectives and how this will benefit the group. Assign complex and challenging task to keeping the team motivated and awaken the desire to learn more. Design a plan for developing the cooperation between the members of the team that forced them to work as a unit. Recognize individual effort to the organization for inspiring other members of the team to do a better job.
Team Satisfaction According to Driscoll (1978), there appears to be a relationship between trust and satisfaction. Ashforth and Mael (1989), found that employees who identify strongly with their organizations are more likely to be supportive toward organizational members and thus more satisfied with the group. Hanna and Wilson (1991), stated “The team satisfaction comes from team member’s perceptions.
Satisfied employee is willing to represent the company with pride. An individual who work on a team express satisfaction when the group complete successfully the assigned project. Build trust link inside the core of the group and give participation for decision making are tools that manager may use to foment satisfaction to the group members.

Team Performance Modern organizations are very interested in optimizing internal process for increasing profits and production and reduce costs. The creation of small specialized groups for doing specific task in a short time is an excellent tool for achieving this goal. Gari Yulk (2010), stated “performance of a team depends not only on the motivation and skills of members, but also on how members are organized to user their skills. Performance will suffer if a team has talented people but they are given task for which their skills are irrelevant” . For guaranteeing the effectiveness of the team the manager may use several tools for improving the team performance. If the group was form for operational task a well design training program can be used to transfer knowledge and skills to the members of the work unit. Also regular meeting, once a week must be scheduled with the purpose of getting feedback from team members and communicate important information concerning new task. These meeting should also be used to established trust link between the team that allows them to trust each other and work as a team unit with one goal, one mission and one vision, contribute to the organization success.
Team Attitude Emotion, Value and Personality During the five stages of forming groups, which, according to many authors are forming, storming, norming, performing, and the fifth stage adjourin added by Tuckman in 1977, there are several factors that influence behavior of member inside the team. Factors such as attitude, emotion, personality and, values if handled wisely can be used to influence the correct behavior from each group member, and this way encourage synergy and active participation of each individual for achieving the team’s goals. According to Stephen and Timothy (2011), potential sources of conflict is personal variable, which include personality, emotions, and, values. People high in the personality traits of disagreeableness, neuroticism, or self-monitoring are prone to tangle with other more often, and to react poorly when conflicts occurs. A good design strategy for manipulate good behavior inside teams must be implemented nowadays. In all modern organization there are multi cultures and diversity in team is a reality today. Leaders must have skills to form team group with the right personality or the ability to manage conflicts caused by incompatible personalities. Good personality may improve group synergy but bad personality may damage the unit inside the team. Myers Briggs designed a method called Big 5 for identifying different personalities. These are 1) need for stability factor. This method describes how person responds to stress. 2) Extraversion factor, involves the degree a person may tolerate stimulation from situation and people. 3) Originality factor pay attention to the willing a person has to new experience and ways of doing things in a different manner. 4) Accommodation factor show how we refer to others. And 5) Consolidation favor refers to the effort we push for achieving goals at work. In conclusion there are many factors that influence individual behavior within a team. The skills to manage conflict, differences between team members as a result of different personalities and emotions, are invaluable qualities to ensure the success of the group. A good design plan for influencing the correct behavior and take it to the right direction will guarantee the welfare of the organization.

References
Huselid, M A (1995) The impact of human resource management practices on turnover, productivity and corporate financial performance, Academy of Management Journal, (p. 635).
Hanna, M. and Wilson, G. (1991). Communicating in Business and Professional Settings. McGraw-Hill, New York, New York.
Gary Yulk (2010). Leadership in Organizations (7th Edition). Prentice Hall, New Jersey.
Sthephen P. R. and timothy A. J. (2011) Organization Behavior, Fourth Edition. Prentice Hall. San Diego Sate.
Mael, F. and Ashforth, B. E. (1998). Alumni and their alma mater:Apartial test of the reformulated model of organizational identification. Journal of Organizational Behavior.