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