But it can also trigger burst of positive energy as an anger to another person/company can increase productivity and this kind of person will work more to be more successful than his competitors. Thus, not only positive emotions are important in the workplace. Second term that needs to be define
Positive results were noticed when the leader-member exchange theory was used. The theory suggests that employees are more motivated by transactional leadership style as opposed to other styles. An unexpected interaction effect was discovered. The study should by reviewed by change agents. Jensen, M. M. (2003).
Conflict is a process in which two persons or groups realize that their interests are not the same with the others or realize that they might be negatively affected by the other person or team (Mukherjee, 2009, p.239). Conflict can be created due to incompatible goals or which methods to use in order to achieve the goals. Conflict is a behaviour which has a purpose to hinder the achievement of a person’s goals (Mullins, 2005, p.96). Moreover, conflict disintegrates the normal and expected states of steadiness and harmony in an organization (Martin, 2005, p.746). In organizations there are types of conflict which may arise such as the intrapersonal, interpersonal,
For example if the leader gives the subordinate attributes which are positive like integral, hardworking, then the theory says that the co-worker is highly preferred. On the other hand, if the leader gives negative attributes about the coworker like lazy, then it will be concluded that the co-worker is not highly preferred, (Hersey and Blanchard, 1969). This theory is also considered as effective in terms of its predictability. Its effectiveness has been popularized because it provides an assessment of the situational favorability. In relation to the situational favorability contingency theory provides a framework on the
widely conceived that factors that influence an employee 's organizational commitment most include ethically related elements such as fairness at work, utmost care and concern for employees, trust level on employees, and goodwill of the organization. To conduct the research, a regression analysis was done to study the effects of these determinants on the various dimensions of job satisfaction. The results indicated that overall, both the forms - implicit and explicit institutionalization of ethics tended to have a positive impact on the dimensions of job satisfaction. However, it was found that implicit ethics institutionalization influenced job satisfaction and its determinants in a more significant manner. There is a growing
Both of these factors will influence the employee 's motivation. Since their position and relationship, it is very strategic if the development of an individual employee performance starts from the improvement of work motivation. 4.3.3. The Effect of Leadership Training on Job Performance The result of the research with the analysis of PLS shows that Leadership Training has a positive influence on Job Performance of 0.050 with a significance level of 0.487 which indicates that leadership training has a positive but not significant effect on Job Performance of Echelon III officers of West Nusa Tenggara Provincial Government. This finding shows that directly leadership training cannot fully improve the work performance of
Charismatic leadership is a leadership style that is identifiable but may be perceived with less tangibility than other leadership styles. Often called a transformational leadership style, charismatic leaders inspire eagerness in their teams and are energetic in motivating employees to move forward. The after excitement and commitment from teams is an enormous asset to productivity and goal achievement. The negative side of charismatic leadership is the amount of confidence placed in the leader rather than in employees. This can create the risk of a project or even in an entire organization collapsing if the leader leaves.
The study found that, leader behavior in both transactional and transformational leadership had a significant influence on employee satisfaction. In terms of employee performance, the analysis revealed that both directive and achievement-oriented leader behavior was more convenient in a transactional leadership style setting. It was also demonstrated that participative and supportive leader behaviors were significant and positive in a transformational leadership
According to Thompson et al., management’s crucial tool for creating organizational engagement and commitment is the appropriate design of the reward structure. Barrier. M argues that performance recognition has a greater impact on motivating low level employees than monetary remunerations. Thus, expressing appreciation is more significant for employees and has a higher motivational impact. In fact, the real question that managers should be asking themselves is which type of rewards maximizes employees’ motivation for a better job performance?
The importance of positive emotions in workplace have been a debatable subject that is still under many evaluations and experiments under the term psychological capital which is a constructive body consists of efficacy, hope, optimism and resilience. Researchers are working to expand the contributions of psychology to go beyond mental illness and personality disorders in order to develop both the quality and efficiency of organizational work field. In a previous study of Avey, Luthans and Youssef (2009), they suggested the positive relationship between positive Psychological Capital (PsyCap) and Organizational Citizenship Behavior (OCB). Employees with higher positive emotions showed more desirable OCB such as altruism, courtesy, sportsmanship, conscientiousness and civic virtue. Previous studies also explored ways to elevate PsyCap through brief work interventions, however, this research proposal is aiming to investigate the relationship between positive PsyCap and desirable OCB in organizations and workplace.