The workplace is the part of the organization that is primarily composed of individuals and teams. As mentioned earlier, the law of attraction is applicable to the workplace because of its principles that affect human nature. At this point, difficulty besets the process of determining the relevance between the law of attraction, which is a relatively larger concept, and the employees within the workplace.
Perhaps, a discussion on the studies conducted by Hawthorne would help shed light on the topic at hand. The series of experiments carried out in relation to the Hawthorne studies showed the importance of social factors in the level of employee performance (Rainey 35). According to the findings of the experiments, similar characteristics, which are related to work, are shared by a particular group because it serves as a prerequisite for membership (Rainey 35).
Applying the law of attraction, the groups are more likely to attract employees who have the same characteristics as the rest of the members using the said characteristics as prerequisites for membership in their groups. For example, employees who are geared towards performing excellently and are keen about meeting deadline are more likely to be attracted to one another than to people who are always late and have poor performance. Another example of individuals who are more likely to be attracted through the law of attraction is those who hold grievances towards management.
While there may be political and social factors, their similar experiences, perspective, and attitudes towards work are strong factors that appeal to their likeliness of meeting with one another. After applying the law of attraction to the formation of social groups within the workplace, ample consideration should also be given to another aspect of the Hawthorne studies. Based on the studies, the increase in the performance of the employees is directly related to their association with social groups (Rainey 35).
In effect, the availability of similar characteristics within the members of the social groups is an indirect factor that affects the performance of the employees, which in turn affects the entire organization. Thus, the employees, which include both the managers and the staff, should pay attention towards using the law of attraction in an organization to improve their performance and social relationships. However, it should be noted that the application of the law of attraction in the workplace do not simply exist within voluntary membership into social groups.
Rather, the situation above shows a classic example where the law of attraction can be lifted to provide insights into its impact on employee performance. In simpler terms, the situation is the first study where findings related to the law of attraction can be observed and shows a basic understanding of how it can work within organizations. In present-day organizations, the law of attraction serves a variety of purposes, which includes activities that are still aimed towards improving performance.
Effective Use of the Law of Attraction In organizations, it has a variety of uses that deal mostly with the individuals and the teams, such as improving the work atmosphere, sharing organization’s vision to other employees, planning for motivation techniques, and enhancing teamwork to drive towards effective performance. On the other hand, it can also help the employees in achieving success in their personal and professional lives.
First, the manager, supervisor, or leader is given the power to alter the work atmosphere through the law of attraction (Schuttler and Burdick 341). The work atmosphere is a key factor that the manager can use to enable the people to work better, harbor positive thoughts towards work, and emit positive energy. A manager who is working towards changing the work atmosphere may start by exhibiting positive attitude towards work, increasing his/her efforts in work-related activities, and displaying an increased level of professionalism within the workplace.
An important fact that should be kept in mind is that the traits, behavior, and characteristics displayed by the manager should include the traits that he expects from his/her employees. For this situation, the manager is able to apply the law of attraction by emitting positive energy to attract positive behavior from other employees in the workplace. Second, the law of attraction can also be used to share the vision of the company with the employees (Banner and Gagne 69). The vision of the company serves as the guiding light that directs the efforts of employees towards.
Using the law of attraction, the organization can entice the employees to adhere to such vision by including the dominant principles and notions that are important to the employees. As a result, the employees are able to form a connection between the organization and their jobs and duties. In relation to this, the managers can be used as vessels for carrying positive attitudes and perceptions towards the vision of the company, which are subsequently transmitted to the employees in the workplace.