Here are some common actions which should not be done in workplace Raising voice Threatening to withhold opportunities Warning Micro management by providing lots of specific direction Negative feedback | Motivation Topic 5 Creating Positive performance Environment By MIB. Tran Thi Ai Vy Faculty of Commerce and Economic Hoa Sen University Study Questions Avoiding De-motivational Management Emotional approach: Which Part are Your Employees on? A Case in Point 1 Fixing the Emotional Frame Check the mirror: How Your Behaviour drivers Their Attitudes? A case in Point 2 The Feelings Paradox Managing the Factors You Do control The Power of Interpersonal Behaviour Other Influence. The Eyes of the Beholder Conclusion Avoiding De-motivational Management Here are some common actions which should not be done in workplace Raising voice Threatening to withhold opportunities Warning Micro management by providing lots of specific direction Negative feedback Avoiding De-motivational Management Taking work away Giving duplicate assignment Putting the loudest, assertive (quyết đoán) and directive person in charge of a shift, team, or project to make it done. Causing employees stressed by questions when | Motivation Topic 5 Creating Positive performance Environment By MIB. Tran Thi Ai Vy Faculty of Commerce and Economic Hoa Sen University Study Questions Avoiding De-motivational Management Emotional approach: Which Part are Your Employees on? A Case in Point 1 Fixing the Emotional Frame Check the mirror: How Your Behaviour drivers Their Attitudes? A case in Point 2 The Feelings Paradox Managing the Factors You Do control The Power of Interpersonal Behaviour Other Influence. The Eyes of the Beholder Conclusion Avoiding De-motivational Management Here are some common actions which should not be done in workplace Raising voice Threatening to withhold opportunities Warning Micro management by providing lots of specific direction Negative feedback Avoiding De-motivational Management Taking work away Giving duplicate assignment Putting the loudest, assertive (quyết đoán) and directive person in charge of a shift, team, or project to make it done. Causing employees stressed by questions when they can finish work Poor interaction with employees unless work is going wrong. Emotional approach: which part are your employees on? Emotional state Negative positive Stimulus Open Response Good performance Resistant Response Poor performance Positive feeling brings us happiness, enthusiasm, confidence, pride, pleasure and view changes as opportunities. Negative feeling cause us unhappiness, stress, anger, sorrow, depression and pessimism (bi quan) and resistant response. So emotional state is one of the primary factors which impact on good or poor performance. Emotional approach: which part are your employees on? A Case in Point 1 Juania has good experience in other stores But new employees did not cooperate with Juania. All techniques of incentives that were effectively applied in other places do not work in this store. They almost do not trust on manager’s leadership and have negative emotion and resist opportunities of changes. So what should Juania do? Fixing the emotional .
