The final theme of One Minute Re-Direct emphasizes more of the applied side of Organizational Behavior. Specifically, when setting goals it is important to understand the operational, strategic, and structural factors that define what jobs are and what is necessary to successfully complete the associated tasks and duties.

Then, following up with these goals by understanding how people think, feel, and respond to internal and external influence in the process of managing positive job behaviors is necessary for making sure those positive behaviors develop and continue.

Finally, when it is necessary to correct behaviors that undermine those goals and may be considered negative (both in being successful in performing the job and/ or creating a positive work environment), we must understand how to do so in a way that is both effective and appropriate. Specifically, job performance is a function of both our willingness and ability to perform the tasks and engage in the behaviors that the organization considers desirable. As such, understanding how constraints on our performance may be imposed internally and externally will help us to better understand how stress, politics, group influence, and communication effectiveness play a role.

please complete the following:

1. Identify what you believe are the major sources of work-related eustress and distress in an organization that you are familiar with. These can be at the individual job level or in general.

2. In what specific ways do you feel power and politics in that organization relates to the sources of employee eustress and distress that you identified in Q1?

3. If you were to identify poor performance or behavior from a subordinate, what approach would you take to communicate the ‘re-direction’ of such behavior given what you identified in Q1 & Q2? To answer this question, please describe what you feel is a common behavior observed in and organization that often requires correction. Then, describe what communication approach you feel is or would be most effective in re-directing this behavior to one that is more positive (both operationally and/ or socially).

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