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Creating a Plan for Positive Influence Paper



Creating a Plan for Positive Influence Steven Manson LDR/531 20 May, 2013 Andrew Mark
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Creating a Plan for a Positive Influence The top management has assigned a new team to work in a special project for a year along. The emphasis of this work is establishing a plan for positive influence in order to enhance their motivation, satisfaction and performance. Elements as attitudes, emotions, personalities, and values will be observed among the team members to provide with significant differences that help to positively influence the team to achieve the mission and objective assigned. Despite there are a lot of theories that explain the factors to enhance the motivation in the work environment the expectancy theory will apply to this team a positive influence. Motivation is defined according (author) as the spark to lead an individual to achieve his goals through intensity, direction, and persistence elements. This theory establishes how the employee will work hard and to a high level when certain factors play a key role. The factors mentions prior are effort and performance, performance and rewards, and rewards and satisfaction of personal goals. To maintain the team motivation is important established an adequate performance appraisal that focuses in the effort to get good performances. For first instances establish from the beginning a clear concept of the objective of the teamwork and expectation of it. The leader must recognize the importance as the team traits to be success in this work assigning.


Reference Robbins, S.P., & Coulter, M. (2012). Management (11th ed.). Upper Saddle River, NJ: Prentice Hall.

March 31, 2017     0 Comments

Hsm 260 Checkpoint Financial Ratios

Financial Ratios

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Current Ratio

Current Ratio = Current Assets $104,296.00 0.75
Current Liabilities $139,017.00

Long-Term Solvency Ratio

Long-Term Solvency Rate = Total Assets $391,270.00 1.26
Total Liabilities $310,246.00

Contribution Ratio

Contribution Ratio= Largest Revenue Source $617,169.00 0.53
Total Revenues $1,165,065.00

Programs and Expense Ratio

Programs/Expense Ratio= Total Program Expenses ? $716,105.20 0.6
Total Expenses $1,185,008.00

General and Management and Expense Ratio

Total General and Management Expenses ?  ? $468,903.00 0.4
Total Expenses $1,185,008.00

Revenue and Expense Ratio

Revenue/Expense ratio= Total Revenues $1,165,065.00 0.98
Total Expenses $1,185,008.00


Financial Ratios

March 7, 2013

Financial Ratios

|Current Ratio | | | | | | | |
| | | | | | | | | |
|Current Ratio = |Current Assets | |$104,296.00 | | |0.75 |
| | |Current Liabilities | |$139,017.00 | | | |
| | | | | | | | | |
| | | | | | | | | |
|Long-Term Solvency Ratio | | | | | | |
| | | | | | | | | |
|Long-Term Solvency Rate = |Total Assets |$391,270.00 | | |1.26 |
| | | |Total Liabilities |$310,246.00 | | | |
| | | | | | | | | |
| | | | | | | | | |
|Contribution Ratio | | | | | | | |
| | | | | | | | | |
|Contribution Ratio= |Largest Revenue Source |$617,169.00 | | |0.53 |
| | |Total Revenues | |$1,165,065.00 | | | |
| | | | | | | | | |
| | | | | | | | | |
|Programs and Expense Ratio | | | | | | |
| | | | | | | | | |
|Programs/Expense Ratio= | Total Program Expenses | $716,105.20 | |0.6 |
| | | |Total Expenses | |$1,185,008.00 | | |
| | | | | | | | | |
| | | | | | | | | |
|General and Management and Expense Ratio | | | | |
| | | | | | | | | |
| | |Total General and Management Expenses | $468,903.00 | |0.4 |
| | |Total Expenses | | |$1,185,008.00 | | |
| | | | | | | | | |
| | | | | | | | | |
|Revenue and Expense Ratio | | | | | | |
| | | | | | | | | |
|Revenue/Expense ratio= |Total Revenues | |$1,165,065.00 | |0.98 |
| | | |Total Expenses | |$1,185,008.00 | | |
| | | | | | | | | |
| | | | | | | | | |

|CheckPoint: Financial Ratios–Rubric |Possible Points |Points Earned |
|?  | | |
|Current Ratio: |5 |?  |
|Long Term Solvency Ratio: |5 |?  |
|Contribution Ratio:?  |5 |?  |
|Programs/Expense /Ratio- |5 |?  |
|General and Management Expense ratio |5 |?  |
|Revenue/Expense Ratio: |5 |?  |
|( – points if turned in late) -10% for each day late –Turned in: |?  |?  |
|Total |30 |?  |


Creating a Plan for Positive Influence

Creating a Plan for Positive Influence
Employees can make or break a company. A large business project is getting underway: Learning Team A is chosen for the task. Before the project begins, the team is asked to create a plan for positive influence.
Each member has a distinct personality and different work and personal experiences to bring to the group. The team members will take three self-assessments: DISC (Dominance, Influence, Steadiness, and Conscientiousness), Emotional Intelligence, and the Values and Attitudes Insights. After completion of the assessments, members will discuss the results of the assessments as a whole. reviews
The team will discuss ways to increase motivation, satisfaction, and performance of the team members. The team will also address specific differences in attitudes, emotions, personalities, and values and each influences behavior. Finally, the team will address how to effectively implement each of the differences to positively influence the team and put it in writing.
DISC Results
The team consists of 4 members. The DISC results are as follows. Two of the members, Denise and Cynthia, have a predominately Dominance Style with a sub-style as The Producer. Their tendencies include being told what, when, or how to do something, being reluctant to change thoughts or feelings, and making sure tasks are completed on time. Their growth opportunities include learning to broaden perspectives, being more effective outside comfort zones using methods such as considering other viewpoints and finding different ways to complete goals, showing more confidence in others by assigning meaningful tasks, and scheduling more free time for themselves. The assessment lists the following as ways to improve Personal Empowerment: ask team members for their input regarding completion of the task, get a majority vote when making important team decisions, and be more genuine toward others feelings and their own.
Cheryl exhibits the Cautious Style with a sub-style of The Assessor. Her tendencies include a natural curiosity about people, care what others thing of her, underestimates time required to complete a task, and being intuitive and observant. Her growth opportunities include being more attentive to detail and follow-through, not letting her curiosity get in the way, taking breaks during the day, and when under pressure she should remain positive as this will help control her thoughts and emotions. Her suggested Personal Empowerment Pointers include being attentive to expectations, focus on priorities-sort by order of importance, and take ???me time.???
La Tasha falls into the Interactive Style with the sub-style The Impresser. Her tendencies include achieve results with flair, prefers to share in work and goals, and is concerned with looking bad. Her growth opportunities include pacing herself to better complete tasks in a timely manner, being more selective when making choices regarding tasks, do not hesitate to ask others to complete their portions, and learn to enjoy time-off. Her Personal Empowerment Pointers include pacing herself, maintaining perspective, and taking a stress- management class.
Emotional Intelligence Scores
The emotional intelligences scores drastically varied among Team A members. The scores ranged between 27 and 47. According to the instructions provided with the assessment scores will fall between 10 and 50. People with a low score may have a harder time as a manager, difficulty with sales presentations, and working in a team environment.
Values and Attitude Insights
The last set of assessments scored personal values, job satisfaction, job involvement, and attitude toward workplace diversity. These scores are of a more personal nature and vary from member to member. In one category, attitude toward workplace diversity, scores of each member were comparatively close.
Motivation, Satisfaction, and Performance
According to Robbins and Judge (2007), ???A work team generates positive synergy through coordinated effort. Their individual efforts result in a level of performance that is greater than the sum of those individual inputs.??? Team A realizes each person is an individual and will not react or perform in the same manner of the next member. Reasons include differences in learning styles, personal issues, and moral issues. The team recognizes members can use strengths and weaknesses to learn, teach, and encourage one another. Communication and trust are important to this team as it builds camaraderie. These factors help the teams in ways such as allowing us to feel safe in asking for help in solving problems or issues, giving a nudge to the member who may be procrastinating, or letting the other member know she is doing an excellent job. Motivation is the drive or desire a person uses to complete a task or job. (n.d.) defines motivation as, ???Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal.???
A team charter is an excellent way to share, review, and adopt a plan of action for a specific task. It is a written document with input from each member, stating areas of strengths and weakness, expectations, rules, and problem resolutions. Each member must read and agree to the charter. The charter helps reduce potential problems therefore motivation, satisfaction, and performance are not easily compromised.
Team A members stated her DISC assessment was quite accurate and showed a variety of styles and sub-styles. The assessments with the exception of one proved just how diverse Team A is. Each member states there is a good mixture of diversity and the team works well together. A trusting relationship is in the making because of the excellent communication in Team A.


Hsm 260 Analyzing Financial Statement

HSM 260

CURRENT RATIO= Current Assets/Current Liabilities 104,296/139,017=0.75
LONG TERM SOLVENCY RATIO=Total Assets/Total Liabilities 573,948/171,229=3.35
CONTRIBUTION RATIO=Largest Revenue/Total Revenue 547,896/1,095,792=0.5
PROGRAM/EXPENSE RATIO=Total Program Expense/Total Expense 614,105/1,069,590=0.57
GENERAL and MANAGEMENT & EXPENSE RATIO= Total General and Management/Total Expense 351,000/1,069,590=0.33
REVENUE/EXPENSE RATIO=Total Revenue/Total Expense 1,095,792/1,069,590=1.02
CURRENT RATIO= Current Assets/Current Liabilities 82,058/93,975= 0.87
LONG TERM SOLVENCY RATIO=Total Assets/Total Liabilities 555,610/166,004=3.34
CONTRIBUTION RATIO=Largest Revenue/Total Revenue 912,560/1,525,346=0.6
PROGRAM/EXPENSE RATIO=Total Program Expense/Total Expense 983,541/1,464,541=0.67
GENERAL and MANAGEMENT & EXPENSE RATIO= Total General and Management/Total Expense 351,000/1,069,590=0.33
REVENUE/EXPENSE RATIO=Total Revenue/Total Expense 1,525,346/1,464,541=1.04

All ratios are extremely significant to a human service organization. The ratios alleviate the willpower of the organization in manufacturing the capital or losing funds. The intentions for current ratio are to evaluate the human service organization??™s assets and liabilities. The objective of the long-term solvency ratio is to review the resources of a human service organization of their earnings as they may be anticipated. The intentions for the contribution ratio are to evaluate the human service organization confidence within the organization??™s largest revenue resources. The objective of the programs/expense ratio is utilized by contributors and supporters to formulate the assessment about any funds and/or resources that have been offered or permitted. The principle for general and management/expense ratio is to establish the quantity of a human service organization??™s outflows that will lead towards the direction of the organization??™s goals and objectives. The intentions of revenue/expense ratio will be to resolve an organization on handling the finances. The XYZ Non-Profit Corporation has been advancing with figures from the ratios of the individuals utilizing the expenses for case management, housing, and any other program or services made available. The ratios give the impression that the corporation seems keep doing better year after year. The finances have increased over the years. The cash net increase over the years. By the last year that was reported XYZ Non-Profit Corporation was increased to $219,112 and the more individuals that has been service the revenue over expenses will steady increase. The steady increase from the ratios that have been examined the corporation will enhance the community year after year. XYZ Non-Profit Corporation will continue to prosper and become triumphant, yet profitable human service organization.

XYZ Non-Profit Corporation
Fixed Cost: Rent and Utilities (48,000) + Telephone (24,000) + Other (104,485) + General and Management (351,000) =527,485
Variable Cost: Payroll and Benefits (417,004) + Supplies (125,101) = 542,105/5962=90.93
Break-even Point (PX= A + BX)
183.80X=527485 + 90.93X
183.80X (-90.93x) =527485 + 90.93x (-90.93x)

XYZ Non-Profit Corporation
Fixed Cost: Rent and Utilities (52,000) + Telephone (30,000) + Other (130,000) + General and Management (351,000) =563,000
Variable Cost: Payroll and Benefits (736,541) + Supplies (165,000) = 901,541/6821=132.17
Break-even Point (PX= A + BX)
214.71X=563000 + 132.17X
214.71X (-132.17X) =563000 + 132.17X (-132.17X)
82.54X /82.54=563000/82.54

Line item budgets are helpful to a human service organization because it systematize expenses and profits. The line item budgeting system is the commonly most utilized budgeting system in human service organizations. The objective of line item budgeting is to manage the monetary as an organizational tool to impact their expenditures. The human service organizations financial plan will be annually to compare each year of service. This permits the program administrators, sponsors, donors as well as the human service workers and volunteers to establish the quantity of supplies and other sources to allocate and make limits for several programs. The two areas within the line item budget those individuals that the organization should focus on are the expenses and revenues. The biggest drawbacks of a line item budget are the unbalanced budget being balanced incorrectly. A human service organization wants to help every participant than the resources must be accurate to evade any ruptures within the human service organization. A line item budget is designed to simplify an organizations opt for the right budgeting system.

Performance budgeting system narrates the expenses of programs and services which expose the output performance, program expenses, and the cost per output. Budgeting system is designed to attain the expenses of each level within the organization. The advantage of the performance budgeting system is to enlighten the staff a great deal with inputs and outputs of the organization involving the expenses. Performance budgeting will concentrate on goals, objectives, and missions of the human service organization. The imperative thing about the budgeting systems is the production and connecting of the participants with the human service organization. The disadvantage of performance budgeting system is harder to calculate. Most employees will be unable to calculate the expenses and cost per output in order for the organization to flow effortlessly. The nerve-racking, demanding part of it all is that each and every program will have a calculated budget that must be precise in order to be efficient.

A program budgeting system will communicate the human service organization??™s expenses per program. The program budgeting system evaluates the program outcomes. The cost of the program will be conquering through the results of the organization??™s outcomes. To figure out the human service organization has to obtain the entirety of the financial year which will separate the funding for the programs. This offers the organization a chance to display the cost per outcome. The advantages of the program budgeting systems are the specification of analysis on the outcomes completed by the organization??™s attendance and expenses. This advantage will consent to elevate the level of service within the organization and proficient concerns for the community while establishing longevity. A disadvantage of the program budgeting system is hard to cultivate a good outcome. A human service organization programs will have no universal appraisal recognition since the existence of conformity between the stakeholders and organizations is absent. The human service organization will acquire the expenses for each year and segregate or break up the coverage of programs that is required by the quantity of finances needed to administrate.

The financial support is essential for a human service organization to exist in this society. Without financial support the organization will be in turmoil with no grants and loans. The human service will need support through funding support via grants. Grants come in two forms: (1) Public and (2) Private. Public grants have the most extremist rules and regulations in order to be awarded. Well as private grants can alleviate a human service organization to become more tranquil and stress free.

The funding options can be through raffle tickets, car washes, or grants and loans. The ideas, regardless of how grand or diminutive it may be, is to increase productive ways to acquire funding quickly to apathetic incidents. Fundraisers are measured to be the majority of obtaining resources in a nontraditional fashion. The human service organization needs to rise by submission of services, food, or discounted price services within the community of the XYZ Non-Profit Corporation. These profits are going to the organization??™s longevity. The other funding option would be fundraising. Donators, sponsors, and/or vendors would request to seize fragments within fundraising community would be the midpoint of the human service organization. The human service organization fundraiser would advertise booths, stands, or tables for a price that will help with financial backing.

The XYZ Non-Profit Corporation will also have grants and loans that they can apply for in order to receive a substantial amount of finances. There are plenty of grants and loans that may apply for, but the human service organization will have to do the research and find the right grants that relate to their goals, objections, and missions. The grants will also have rules and regulations that the XYZ Non-Profit Organization will have to abide by in order to be rewarded. XYZ Non-Profit Corporation can maintain to assist more individuals each and every year and however still formulate an extensive profit.


Creating a Plan for Positive Influence

Creating a Plan for Positive Influence
Vishal Sood
University of Phoenix
Harold Van Alstyne
December 09, 2008
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Creating a Plan for Positive Influence
Success of any team depends on its team members to have a positive influence towards each other. If a member of a team has a negative attitude, it affects the performance of whole team. Creating a teamwork is a challenging job. Every team member is dependent on each other to perform his or her task to achieve team goal.
Team is made up of team members and leading a team towards company??™s common objective is a daunting task. Every member of a team possesses different characteristics and talents that need to be utilized to its advantage.
Our learning team is comprised of three members. The names of our team members are Judy, Carol and Vishal. All three member??™s have different personalities and values to demonstrate.
As a team leader it is important to keep members of the team focused to perform at the highest level. Motivation, team satisfaction and performance are all related towards the success of the team in a large group project.
Motivation is defined as ???Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal??? (Business Dictionary, 2007-08). Motivation is an important factor that drives team member to perform their job to the best of their abilities. Lack of motivation among team members hampers productivity and damages growth prospect.
Team members can be motivated through various ways. Attending personal development workshop and seminars increase the level of personal motivation. Members are also advised to listen to inspirational speeches and socialize with positive people. It has also been seen that financial incentive is a big motivational factor in increasing person??™s motivation level.
Understanding human behavior in an integral part of developing motivation plans. The two most famous theories that have been developed to understand human behavior are Maslow??™s hierarchy of needs and McGregor??™s theory X and theory Y. These theories have analyzed human wants which has made it easy to develop new motivational techniques.
Maslow??™s hierarchy of five needs that exists are physiological, safety, social, esteem, and self-actualization. Each need when substantially satisfied the next need becomes dominant.
McGregor??™s theory X ???The assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform??? (University of phoenix, 2007).
McGregor??™s theory Y ???The assumption that employees like work, are creative, seek responsibility, and can exercise self-direction??? (University of Phoenix, 2007).
Both these theories help understand human behavior to implement effective motivational plans to motivate team members. All the three members of our team have different attitude, emotions, personalities and values. All these separate attributes needs to be understood in order to motivate team to achieve set goals.
Personality says a great deal about a person. Personality is defined as ???somebodys set of characteristics: the totality of somebodys attitudes, interests, behavioral patterns, emotional responses, social roles, and other individual traits that endure over long periods of time??? (Personality, 2007). All three members of a team have different personalities.
Carol is very organized, compulsive, private, trustworthy and practical whereas Judee is Innovative, individualistic, versatile, and entrepreneurial. Vishal is people oriented, creative and optimistic. Attitude is everything. Attitude plays a very important role determining the behavior of an individual. Carol and Judee both are optimists whereas Vishal is more realists. Different attitude leads to a different behavior in an individual.
Both my team members have high emotional intelligence score. They both have score over 40. ???Emotions are intense feelings that are directed at someone or something??? (UOP, 2007).
People with high emotional intelligence score have ability to perceive acurately, evaluate, express and regulate emotions and feelings. After taking an assessment my score was little less than Carol and Judith.
Each of us has different values. Values are ???beliefs of a person or social group in which they have an emotional investment (either for or against something).??? Carol values happiness and education as her number one priority. Judee values truthfulness and knowledge as her number one priority and Vishal values truthfulness and happiness as his number one priority. They all values different things in life and that is what make them differ from each other.
Although all our team members have different attitude, emotions, personalities and values but they all have one thing in common which is desire to succeed at any cost in any given project
To succeed in a project a specific plan needs to be designed and implemented to increase motivation level of a team member. Some of the specific plans that can be implemented are financial incentive, more paid time off, room for advancement and recognition.
Since all our team members have different attitude, emotions, personality and values they all will be motivated through different plans. Since Carol values education, talking to her about room for advancement will motivate her to work harder which eventually will improve her performance as well as team. Similarly Judee and Vishal can also be motivated through talking about financial incentive and promotions.
Every individual in a team is different from other team members and they all produce different behavior due to their different attitude, emotions, personalities and values. Team members can be motivated by talking to them about the things that they value the most. Motivated employee is more satisfied and thus gives far better performance than unmotivated employee which eventually leads to the success of an organization.

Business (2007-08). Retrieved December 04, 2008 from:
Robbins, S. P & Judge, T.A. (2007). Organizational behavior (12th e.d.). Retrieved December 04, 2008 from:
Personality, (2007). Retrieved December 04, 2008 from:
Values. (n.d). Retrieved December 04, 2008 from:


Hsm 260 1.Assignment Reading a Balance Sheet

1. Assignment: Reading A Balance Sheet
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Read the background information provided in Appendix B.
Open Appendix D XYZ Nonprofit Corp-this can be found in the Course Materials section under Week 4. CAUTION: Be sure to look at the tabs on the bottom of the spreadsheet and make sure you are on the Balance Sheet
| 2002 (A) | 2003 (A) | 2004 (A) | |
ASSETS | | | | |
Current assets | | | | |
Cash | $2,576.00 | $20,904.00 | $86,971.00 | |
Investments | $12,000.00 | $12,000.00 | $12,000.00 | |
Accounts Receivables, net | $88,764.00 | $47,884.00 | $199,905.00 | |
Prepaid expense | $956.00 | $1,270.00 | $4,026.00 | |
Total Current Assets | $104,296.00 | $82,058.00 | $302,902.00 | |
| | | | |
Property and equipment, net | | | | |
Land | $192,300.00 | $193,372.00 | $193,372.00 | |
Furniture and equipment | $59,135.00 | $61,053.00 | $92,267.00 | |
Leasehold improvements | $35,539.00 | $23,380.00 | $110,463.00 | |
Total property and equipment | $286,974.00 | $277,805.00 | $396,102.00 | |
| | | | |
TOTAL ASSETS | $391,270.00 | $359,863.00 | $699,004.00 | |
| | | | |
| | | | |
Current liabilities | | | | |
Accounts payable | $74,826.00 | $39,951.00 | $104,201.00 | |
Accrued payroll and related liabilities | $57,888.00 | $45,954.00 | $66,359.00 | |
Note payable (current portion) | $6,303.00 | $8,070.00 | $166,161.00 | |
Capital lease obligation (current portion) | $0.00 | $0.00 | $312.00 | |
Total current liabilities | $139,017.00 | $93,975.00 | $337,033.00 | |
| | | | |
Note payable (long term) | $0.00 | $0.00 | $1,904.00 | |
Capital lease obligation (long term) | $171,229.00 | $166,004.00 | $0.00 | |
| | | | |
Total liabilities | $310,246.00 | $259,979.00 | $338,937.00 | |
| | | | |
NET ASSETS | | | | |
Unrestricted | ($38,418.00) | ($105,127.00) | $27,202.00 | |
Temporarily restricted | $119,442.00 | $205,011.00 | $332,865.00 | |
| | | | |
Total net assets | $81,024.00 | $99,884.00 | $360,067.00 | |
| | | | |
TOTAL LIABILITIES AND NET ASSETS | $391,270.00 | $359,863.00 | $699,004.00 | |
| | | | |
* Look at Fiscal Year 2002 and answer the following questions:
1. What 4 items make up the current assets The four items that make up the current assets are cash, Investments Account Receivables and net prepaid expenses.
2. What is the amount for each current asset listed The amount of current assets listed are
| |
Cash | $2,576.00 |
Investments | $12,000.00 |
Accounts Receivables, net | $88,764.00 |
Prepaid expense | $956.00 |
3. What is the total amount for all current assets The total amount of current assets for the 2022 fiscal is $104,296.00.
4. What 3 items make up the longer term assets Three longer term assets are
Land |
Furniture and equipment |
Leasehold improvements |
5. What is the amount for each longer term assets listed The longer term assets listed are
Land | $192,300.00 |
Furniture and equipment | $59,135.00 |
Leasehold improvements | $35,539.00 |
6. What is the total amount for all longer term assets listed The total amount is $391,270.00
7. What 4 items make up the current liabilities The current liabilities are
Accounts payable |
Accrued payroll and related liabilities |
Note payable (current portion) |
Capital lease obligation (current portion) |
8. What is the amount for each current liability listed
Accounts payable | $74,826.00 |
Accrued payroll and related liabilities | $57,888.00 |
Note payable (current portion) | $6,303.00 |
Capital lease obligation (current portion) | $0.00 |
| |
* What is the total amount for all current liabilities The current liabilities are $139,017.00.
10. What 2 items make-up longer term liabilities listed Two long term items listed above are
Note payable (long term) |
Capital lease obligation (long term) |
11. What is the amount in each longer term liability The amount for each long term listed is
Note payable (long term) | $0.00 |
Capital lease obligation (long term) | $171,229.00 |
What is the total of the longer term liabilities The total amount is $310,246.00.
12. What is the total amount of all liabilities The total amount of all Liabilities is $310,246.00.
13. Which is greater, the assets or liabilities The liability is more than the assets.
14. Is the financial position for the organization at this point positive or negative It??™s negative at this point. The assets is what the company has then is worth cash value and it is currently less than the liabilities.

March 30, 2017     0 Comments

Creating a Plan for Positive Influence

Creating a Plan for Positive Influence

LDR531- Organizational Leadership
February 25, 2010
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When creating a plan for positive influence, teamwork is very essential tool because it brings about a great reward furthermore if team work is not well established it will not be carried out effectively. Meaningful work as a team does not just happen, teamwork is as a result of several quality works been put together to attain a successful result. Impressively working together as a team is all based on the active contribution of a good leader in terms of communications, roles play, resolving conflict, and procedures.
Impressive leadership is the major role to the success of a team, the leader of the team has to create a positive working environment. It is a vital responsibility on the part of the leader to be a good example to the other member of the team so that they can e ale to copy the leader good works; also good attitude to work is highly encouraged in other to motivate workers to doing there best.
“Coming together is a beginning. Keeping together is progress. Working together is success.???(Henry Ford).
Another crucial point in work place is Diversity among various type of people in the work place this happen on a daily basis it occurs as a result of different believes, ages, background, educations and lot more, this brings about the uniqueness that work out perfection and difference aspect of propounding solution to problems and achieving task. More so everyone in the team has a kind of different personalities, emotions, attitude and values and what motivate individuals differ from another. When we understand the exact thing tat can motivate any member of the team it will enhance productivity, and make up satisfactions in the working environment.

Another major role that organization has been able to discover is motivation, since motivations allows for measuring both the productivity and job satisfaction. Looking at what generate motivation such as recognition, growth, learning, accomplishment and opportunity for achievement, motivation allows team member to have enthusiasm for their work and it encourage high performance and satisfactions in business set up.

We have different type of meaning and definitions for the word motivations; it can be looked into as a factor, energy or trait. Motivation is what pushes someone to do whatever it takes to acquire something (
Motivation is the element that stimulates the desire in people to be interested and engaged to a role or job; is what moves people to perform continues effort towards achieving a particular goal. Motivation is the behavior that incites an action (
The word Motivation may be seen as external and internal. External motivations allow a person to be motivated by recognition and rewards from forces that are external such as cars, money and many more. While internal motivation is done for a person to motivate the particular individual to get to a certain height for his or her own benefit, this is determine by the individual personal goals and values.
In other to motivate a better understanding in a working environment there are several types of motivational theories one of which is the Mc Clelland theory of need developed by David Mc Clelland and associate. These type of theory has is based on three specific types of needs which are affiliation, power, and achievement , there is need for achievement because individual has the desire to do great things and more efficiently perform better than expected when is been focused on achievement. They are very kin about setting goals that can cost them a task that is challenging also been able to profound solutions to problems, and entertain feedback for proper concentrations. More so there are certain needs for power which is the ability of individual to impact, control, and influences other people. Peoples that taste for power loves to always be in control and are the competitive type. Looking at the third aspect which is affiliation, everyone loves and wants a friendship, desired relationship and cooperative situation that bring about a mutual understanding. (David McClelland).
Looking at the survey that was done in the year 2003, we can deduce that the overall best motivator for workers is not money, thou there are some tops factors that workers count as important which will be mention as follow, firstly we look at training which helps employee to have more skills to be marketable and having the privilege to make choices in terms of assignment. Another aspect which could be considered as the second is flexibility and time off which is the second point this allows employee for employees to balance up there personal life with there responsibilities to there work.
The third aspect is the appreciation stage everyone love to be recognized and valued, and to see credibility been giving to works done by them from there superior. While the fourth is authority and autonomy which gives workers the confidence that there decision is trusted and accepted in the innovation of new ideas.
The last one which is the fifth one is the time spent by employee with there managers, those times are been treasured by employee, because it is a very sensitive time to listen to the view about certain situation from the employee aspect and be able to reach a conclusive end to attain the best possible solution. (B. Nelson, 2003).
When motivation is increased in a work place this allows for job satisfaction employees will be delighted to perform excellently and it will enhance productivity. Furthermore it is very essential for companies to motivate there workers thou it might be difficult most times since individuals are been motivated by different things, but organization will have to work on that aspect to attain a positive result. Testing personality will be a vital tool to be used when embarking on motivation theory, because it will assist in constituting a well developed plan to activate positive influence so that motivation can be increased coupled with performance and satisfaction.
The following name are members of team A Gaby, Linda, Ryan, Phillip, , paying more attention on there personality test Gaby and Linda are: Impresser and Interactive style they are always motivated when they win with flair, they love to be on the wining side and also considered other people feelings they get nervous about those who are procrastinating instead of doing something, some other factors judge people by their strength to make things happen. There is a very high tendency of doing a lot of work when there is a greater risk or reward ahead, not minding to share the goals and work with others, in respecter of the looks that is been put on but anticipating to do the best, been restless, and working the best they could for the strength of enthusiasm, optimistic and motivation. Their weaknesses are disorganized, careless, poor follow-through (Disc assessment).
Ryan and Phillip they are the adventures part of the Dominance Styles: they are very direct and less guarded than other dominance styles. The number one thing that gives them motivation is independence and dominance because they are willing to go extra miles by there sacrifice of quality for quantity and they are also goal getters. Their self- confident makes them to do mistake without affecting their self esteem. They are always willing to challenge others and are not afraid of confrontations. They are very conscious about getting things done, they express their self with the ability to get things done on time and makes things happen also focusing on strengths and successes, more likely by taken shorter ways and some time be forceful and less of team oriented under pressure.(Disc assessment).
Another helper of the Interactive style is Gaby who is very open and not very direct than other interactive styles. However the major factor that motivates her is friendship, she find it difficult to pressure others or forcing them to do things, she is very sensitive when there is criticism, also very patient and deliberate when solving issues, her sensitivity to criticism always affect her relationships, another area is her tendencies to avoiding conflict with others, avoiding tension with others, caring and responsible, projecting ad empathizing, confidence and trust in others, positive environment, prefer people oriented, listening to others and sharing her own view.
Assessing individual personalities according to the assessment and motivation theory the main focus for these particular team will be more of there strength and needs. Ryan and Phillip falls under the needs of power according to David Mc Clelland???s theory. The better role for them will be to lead the team: and it will result to a bit of challenge when both leaders start competing with each other. We can see that Linda and India are very near to the need of achievement theory, because they have the will power to work but also love recognition; therefore it is essential for them to make good impression. Motivation technique is to be emphasize to there contribution to the team generally with a simple ???great job??? or ???excellence??? According to the theory Gaby falls into the category of affiliation, the important thing that gives her motivation is working in an environment that makes her have good relationship and working with people, A better idea is conducting a meeting whereby it not just work related but also the environment that allows for sharing with each other, establishing sense of unity, interested in knowing one another, also opportunity to share goals.
Another very important factor is communication because it is necessary for interpersonal interaction, which is most important for the team, when communication is open it gives opportunity to express feelings, share ideas, and understand each other view and also sharing ideas.
However based on the survey of B. Nelson??™s team appreciation and time flexibility can be included as one of the plans. There can also be recognition in terms of seminar when everyone will be able to learn about motivation, business related topics, leadership, gift card, celebrating someone??™s birthday at lunch, and also recognition in terms of email.
Roles definition is very essential in a team because it is compulsory to delegate which role each member has to takes, having in mind there strength, opportunity, personalities, weakness, which will assist to balance every needs that the team has and delegating the right person for each tasks.
There is job satisfaction hen you can see people has positive expression concerning there job, the main reason for learning about behavior is to be able to challenge people to work and influence them to get an excellent result. By creating a better place to work there are better chances that a valuable employee will have a good attitude towards his or her job increasing job satisfaction (Robbins & Judge, T. A. 2007).

David McClelland: Ch.6 ??“ Robbins, S.P & Judge, T.A (2007) Organizational Behavior (12th ed.) Upper Saddle- River, NJ: Pearson Education.


Hsm 240

Week One: Origins of Social Policy and Programs


1.1 Explain the application of problem analysis categories to social problems.

1.2 Identify contemporary social problems locally and nationally.

Course Preparation
Read the course description and objectives.

Read the instructor??™s biography and post your own.

Read Appendix A.

Read Ch. 1??“2 of Social Policy and Social Programs.

Participate in class discussion.
Ongoing (4 days per week)

Discussion Questions
Respond to weekly discussion questions.
*Discussion question responses will not count towards the class participation requirement and will be evaluated separately.
Tues. (Day 2)
Thurs. (Day 4)

Social Problems
Write three separate paragraphs addressing the following:

?· Write definitions for the words problem, policy, and program, within the context of human services. Then, give a brief example for each definition.

?· Make a list of five to seven social problems that you consider most critical for the United States to address. Write one to two sentences describing the extent of each social problem.

?· Locate an agency or organization that addresses one of the above social problems. You must use this same agency throughout the course, so select one that is interesting to you and that has enough public information, online or on site, that you may eventually analyze the entire agency and its programs. For example, choosing a street-front church that collects and delivers clothing for the poor will probably not have enough information for you to analyze. An established nonprofit or government organization, however, may have sufficient information on its website. Provide an overview of the agency. Include the link if you found it on the Internet.
(Day 5)

Week Two: The Legislative Role



2.1 Justify judicial decisions.

2.2 Summarize the judiciarys role in shaping public policy.

Read this week??™s Electronic Reserve Readings.

Court Decisions

Resource: Electronic Reserve Readings
Review one of the three Electronic Reserve Readings for this week.


Creating a Plan for Positive Influence

Team C was requested to complete three self-assessments individually and report back to the team with his or her results. Based on the outcome of each individual??™s DISC Assessment, the assignment was to prepare a plan designed to increase the motivation, satisfaction, and performance of the team in a business setting. Differences in attitudes, emotions, personalities, and personal values as well as how these differences can influence the behavior of the team will also be discussed. This paper will also reveal how individual differences can influence the team positively.
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Creating a Plan for Positive Influence
The job of a manager is to accomplish things through others in the workplace. To do this, the manager has to motivate employees, provide employee satisfaction, and encourage good employee performance. Motivation is defined as ???the processes that account for an individual??™s intensity, direction, and persistence of effort toward attaining a goal??? (Robbins & Judge, 2007, p. 186). Motivation includes positive reinforcement, effective discipline, treating others fairly, satisfying employee needs, rewarding positive job performances, and setting work-related goals. Employee satisfaction is determined by measuring how happy a worker is with his or her job and the working environment. Morale among workers can be a tremendous benefit or detriment to a company; therefore, managers and leaders should try to create a positive working environment.
Teams are defined as a group of individuals who interact with each other to achieve a common goal or purpose. Teams should consist of members who complement each other in a way to maximize their strengths to obtain a specific goal. Increasing a team??™s performance depends on knowing each team member??™s strengths and weaknesses, showing him or her that his or her work is valued and that the leader is trustworthy. The leader should be able to empower him or her to make some decisions and reward the team??™s efforts, especially if the team is successful. Different personalities on a team can also affect job motivation, satisfaction and performance.
Behavior Influences
Behavioral assessments play a critical role in ensuring high employee performance. According to Guerci (2009), some of the benefits of behavioral assessments are determining strengths and weaknesses, team building, finding the right fit for a job, creating a supportive work environment, and motivating employees. Learning Team C consists of five women and one man. The DISC assessment revealed each team member??™s predominate behavior style as follows: two members were dominance, two members were interactive, one member was steadiness, and one member was cautious. The dominance and interactive styles are both fast-paced whereas the steadiness and cautious styles tend to be slower-paced. Management??™s recommendations to increase motivation, satisfaction, and performance are based on these observations. Because the dominance style tends to make quick decisions and the cautious style wants to analyze situations prior to making a decision, both behavior styles will need to make adjustments in his or her style to become adaptable. For the dominance style members, management will encourage them to follow rules, explain their decisions so others will understand, and help them encourage other team members. For the interactive style members, management will assist them with prioritizing, encourage them to express their ideas and help them make decisions in a timely manner, and provide feedback in the form of positive reinforcement. Management will challenge the member with the steadiness style to take risks, express her ideas openly, find different ways to do things, and compliment her often. Management will assist the member with the cautious style by encouraging her to share her knowledge with others, set deadlines and stay on course, and help her to be less critical by letting her know it is acceptable to make a mistake.
According to Yukl (2006, p. 201), ???emotional intelligence is another important trait for effective leadership. Emotions are strong feelings that demand attention and are likely to affect cognitive processes and behavior.??? The members of Team C scored close to forty or higher in this area, which suggests a high emotional intelligence while their values and attitudes score varied in range on job satisfaction. ???The most important thing managers can do to raise employee satisfaction is to focus on the intrinsic parts of the job, such as making the work challenging and interesting??? (Robbins & Judge, 2007, p. 93).
Success in business and life depends on a person??™s attitude and how he or she handles lifes challenges and opportunities. Teamwork, collaboration, good communication, positive attitudes, and adaptable personalities help motivate people, develop greater self-confidence and increase self-esteem. All of these traits combined provide a solution for success in the business world as well as a person??™s personal life.

Guerci, J. (2009). Behavioral assessments and employee performance. Retrieved on January 30, 2010, from website:
Robbins, S. P., & Judge, T. A. (2007). Organizational behavior (12th ed.). Upper Saddle River, NJ: Pearson Education.
Yukl, G. (2006). Leadership in organizations (6th ed). Upper Saddle River, NJ: Pearson Education.


Hsm 240 Goals and Objectives

Goals and Objectives
Demetrius Wren
HSM 240 Public Policy Services in Human Services

Goals and Objectives of the Salvation Army

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Due to the fact that many human service organizations and programs are receiving funding from either public or private sources, producing results that can be measured is necessary. In order to produce these results successfully, organizations need to set in place their goals and objectives. One of the main purposes for human resource organizations is to help the well being of people in the community, therefore having a clear and defined set of goals and objectives is necessary in order to be relevant and successful. The success and significance of the Salvation Army is proven by their longevity being one of the oldest human service organizations circa 1865. Not only does the Salvation Army explain its goals and objectives clearly, they also have a proven track record of results that are favorable throughout the world. The Salvation Army is widely recognized and respected throughout the human service industry and the world. Their goal is to ???assist those who are homeless, abused or disadvantaged in pursuit of its goals: serving the most people, meeting the most needs and doing the most good???. They are also well known for their disaster relief services, youth services, soup kitchen, senior services, rehabilitation services, emergency services and a slew of other programs to help the community. The Salvation Army has set a purpose and is very effective at continuing to be a relevant force in the human service community.

The Salvation Army is a global organization established in 1865 with the same mission; preaching the gospel and meeting the human needs without discrimination. The objectives of the organization is the advancement of the Christian religion??¦ of education, the relief of poverty, and other charitable objects beneficial to society or the community of mankind as a whole. The goals that they have set are long term; as the organization continues to grow the need for long term development and more modern facilities are constantly under review. They are also diligent in making sure that they have highly qualified staff and because they have embarked on a path of social betterment for the poor, they operate in the most skilled, practical and cost effective ways. In my opinion, the Salvation Army??™s goals and objectives are both manifest and latent. The manifest of this program is to provide services to people that will help them have a better quality of life. By providing programs such as youth ministry, senior services, worship opportunities, disaster and emergency services is reasonably expected to be an improvement to those who are socioeconomically challenged. Their latent goals are to eliminate the issues that are plaguing the world such as homelessness, hungry families, those who have been affected by natural disasters, etc.

Goals and objectives are similar however there are some integral differences that separate and clarify each. Goals are more general and abstract whereas objectives are more concrete, operational statement about the desired outcome. The Salvation Army??™s overall goal is to stabilize living conditions by providing food, shelter and housing, utility assistance and basic needs for families and individuals who are temporarily unable to provide for themselves. The objectives focus on a specific target market such as the homeless, senior citizens, missing persons, etc., with specifications of what resolutions are needed in order to improve the quality of life for the target market.

One of the programs that the Salvation Army focuses on is disaster recovery throughout the United States. Each year the Salvation Army helps millions of Americans in several disasters response efforts. The Salvation Army??™s role in disaster relief services consist of Emergency Preparedness – Aiming its focus quick responses and educating other disaster professionals on how to prepare for emergency situations, Immediate Response ??“ Preparing pre-staging areas and entering into impacted areas once it has been approved to do so, and Long-term Disaster Recovery ??“ which consists of coordinating with government officials to develop long term strategic disaster recovery plans and continuing to provide immediate response services. Usually being one of the first respondents on the scene when there is a natural disaster of any sort, helping and giving relief to those affected. The overall goal and objectives for this specific program is to make sure that they are meeting the basic needs of those affected.