a) Self-Defeating Thoughts
Self-defeating thoughts or attitudes are negative incentives that reduce our confidence to perform tasks and sabotages success. They primarily lower our potential. Dealing with self-defeating thoughts entails changing attitudes and maintaining positivity
b) Self-defeating point of view are often irrational and gave no grounds on reality. Dealing with them entails adopting positive practices and reinforcements. The cognitive aspect of the ABC model of attitude components is used to deal with self-defeating thoughts through doing away with stereotyping of work and people. Instead, we should try before making assumptions that we cannot. The practical component entails dealing with feelings and emotions that stop us from making an effort. Self-defeating thoughts can be minimized through positive incentives that what one does will benefit them in the end. The behavioral component entails how attitudes affect how we behave. In dealing with self-defeating thoughts, one can shape their behavior by changing their attitude towards certain phenomena. It can be achieved by understanding the complexity between relationships of attitudes and behavior.
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Expressing positive emotions is a strategic tool for improving social interactions in the workplace.
Marketing
Managers can enhance positive emotions in the marketing department in organizations by identifying the dispositional personality traits, which define employee personality traits. Negative and irrational people can affect the rest of the marketing employees, which can diminish the positive mood in the workplace.
Managers can encourage positive emotions by refraining from using harsh language, which only serves to demean an employee’s motivation.
They should reward employees to encourage positive competition. They should encourage a happy atmosphere, as marketers generally display happy and anticipation emotions.
Sales
Sales flourish through the display of positive emotion. Managers can improve positive emotion in the sales departments by creating an enthusiastic, visualizing success, and having reaffirming thoughts environment.
Educating the employees on the need to show clients the benefits they will gain from owning that product.
Sales’ pitching to customers widely uses the negative approach where salespersons present products as cures or preventions to the client’s most significant pain.
Production
Managers in the production department should ensure that employees are contended with the working environment to maintain an efficient process.
Feelings of exhaustion characterize the production department. Therefore, managers should practice reassurance of employees and empathize with their conditions.
Managers should be confident leaders in the production department. They should be selfless and acts as team leaders. The production department employees need constant motivation to work efficiently.
Strategies managers use to enhance company values
Financing
Managers can outline strategies for identifying and disposing of obsolete inventories, to better operating results.
Managers should implement a reduction of administrative expenses to show financial leadership.
They can support customers with credit facilities and grant affordable, prompt payment discounts.
Design
Managers can improve the department values by embracing change. Employees may have new and better methods of designs. Good managers should open a platform where people can share their ideas.
Managers should practice flexibility in the finance department. Providing employees with flexibility reduces turnover and improves morale.
They should get rid of motivation killers in search of problem areas that adversely affect employee motivations.
Data Management
Leveraging technology into a business is the best strategy managers can implement in data management. Technology limits mobility and increases productivity.
Data quality should be the driving force of the department. Good data is that which is suitable for the task. It should be complete, valid, and consistent.
Managers should employ the defense versus offense approach, which focuses on ensuring data security, privacy, and integrity.
Finding a way to solve a problem and overcoming challenges is my biggest motivation. Challenges are present at work or home and finding ways to overcome them is the most significant incentive. The process entails finding deterrents of normal day-to-day activities and identifying possible and manageable ways of dealing with them. The first step is to embrace the reality of life with its many problems. Subsequent steps include checking feelings, accepting successes and failures, maintaining loving relationships, and practicing gratitude.
In an instance where anyone had no reason to worry about food and bills, the logical and rational thing to do would be to help others. If someone is taking care of your needs, then it is good to give back. The other thing would be to be appreciative to the parties involved in ensuring your well-being.
Internal resources that help me expand and connect include a sense of self-efficacy. It entails personal belief in my capacity to execute behaviors necessary to produce specific performance attainments. Intuition is the other internal incentive that drives me to connect. There are certain instances, which require instincts rather than conscious reasoning. Self-esteem is the ultimate resource that I use to evaluate myself and establish self-worth before relating with other people. Having an optimistic attitude allows me to be positive in day-to-day interactions with people.
A manager can develop strategies to identify the motivations of employees towards work through the following three ways;
Challenging work- the employees who are challenged in a positive way become intrinsically motivated to better their performance. Challenging work tests the control and ownership of the subject.
Ability to choose- managers can present employees with a variety of tasks and allow them to choose the areas they are well versed. Different employees have individualized approaches to completing tasks.
Creating a forum where employees can participate in decision making will help managers identify what motivations the employees have about advancing or making changes to the organization.
a) The tragedy of the Commons
The shoe company Nike was producing shoes that wear and release the chemical components into the ground where worms eat it. The commons, in this case, are the chemical compositions of the shoes. The company was looking into disassembly where all components of the shoe could be recollected back and used in some way to remake the product.
b) Solutions
According to William Braun’s applications of archetypes, Nike implemented planning through going back to the source vendors and telling them their goal was to use the product as food for something somewhere in reducing toxins. Their “re-use a shoe” program where the rubber is cut from the shoe and re-used suggest the improvement. They are proud to announce the product-line of ‘Nike Considered,” a philosophy of design showing the life of a shoe and make improvements in making recyclable shoes. The process reduces toxins found in shoes by using unilateral materials. The strategy is using waste from old shoes to create raw materials for other products. Their goal is to make fully recyclable shoes that do not pollute. Michael Braungart asserts that we can use materials back into cycles to avoid losing soil. The more materials we use, the more the waste, which is better for the other products that could be made from recycling.
