Law of Attraction in the Workplace: Existence and Effective Use

Abstract

The law of attraction defines the tendency for attraction between two things, objects, or individuals because of the common defining factors. In relation human beings, the law of attraction can be used to determine the interrelationship between employees within the workplace. Likewise, it is a powerful tool that enables managers to influence the employees and enhance their performance in relation to the job. The use of the said law falls under a variety of purposes related to both professional and personal roles in the workplace.

The areas where the law of attraction is used in the workplace includes improving the work atmosphere, sharing organization’s vision to other employees, planning for motivation techniques, enhancing teamwork to drive towards effective performance, and achieving success in the employees’ personal and professional lives.

Terms of Reference

The report was written in partial fulfillment of the requirements of [subject/course] in the Higher Colleges of Technology. The report evaluated the existence of the law of attraction in the workplace and the strategies that can be used by the employees to use it effectively. Library and online research was done to gather relevant books and electronic sources to complete the paper.

Introduction

Within the realm of natural sciences, the law of attraction states that, “if two particles of matter are placed at any sensible distance apart, they attract each other with a force which is directly proportional to the product of their masses and inversely proportional to the square of the distance” (Routh 1). On another and simpler note that can be applied to everyday life, Hicks and Hicks defined the law of attraction to be a condition where anything that matches based on similar characteristics are compelled to be attracted (30). Likewise, Grissom and Kimbro (116) defined it to be a combination of “attraction and action” where a person attracts the activities carried out in relation to his/her thoughts.

All of the definitions and characterizations provided in relation to the law of attraction shows that its use is not restricted within a particular field of study or practice. With particular note on the last two statements, the law of attraction is shown to be applicable towards human beings, more specifically in the setting of the workplace. The primary purpose of this paper is on identifying the existence of the law of attraction within the workplace and the strategies that would help the employees in using it in an effective manner.

Existence of the Law of Attraction

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 Gagné 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.

Third, the law of attraction can also be used by managers to enhance the level of motivation within the workplace (Adams 58). According to Adams, the thoughts that are harbored by a person subsequently turn into results (58). The author recommends that the manager should focus on positive thoughts towards motivation and avoid pondering about the lack of motivation within a workplace because doing so helps in achieving positive results (Adams 58).

Aside from this, employees with low levels of motivation emit negative energy in the workplace, which requires immediate action from the manager. Allowing people to become de-motivated with work tends to affect the atmosphere in the workplace that also affects the motivation levels of other employees who previously did not have any reason to be de-motivated. A remedy for this problem includes actions from the managers to increase the levels of motivation among the employees in order for them to exhibit a positive energy that also affects other employees in the workplace.

Fourth, the manager can encourage members of a particular team to engage in positive thoughts and working relationships in order to enhance the productivity of the team (Institute for Management Excellence). In line with the law of attraction, it is assumed that the thoughts of a member can affect the thoughts of other people. Considering the fact that employees within a team work together more frequently than the rest, the likelihood of adopting the same line of thinking is highly possible. For example, an employee, who thinks that the project that their team is working on is going to be successful, is able to encourage the other employees to think the same way that would greatly help in doing the tasks assigned.

Also, an employee that performs according to the responsibilities assigned can affect the way his/her teammates perceive the tasks given to them. On the other hand, an individual who thinks that the project is doomed to fail will more likely fail in his tasks and affect the ability of others to succeed in the tasks related to the project. Likewise, negative thoughts about the team activities may also affect the overall success of the project and the willingness of people to work.

Lastly, the employees and managers can use the law of attraction to help them in achieving professional and personal success (Edwards 222). Based on the law of attraction, the employees should be careful in selecting the people whom they spend a considerable amount of their time in the workplace.

Where it is possible, an employee should work with people who provide positive thoughts towards work. Likewise, the employee should be reminded that it is important to become associated with employees who exhibit good professional habits because it also affects their attitude. In addition to this, the employee should also be careful in considering the values of the organization or team that he/she would join because it can affect his/her general outlook towards his/her career.

Conclusion

The law of attraction states that a person, thought, or objects are attracted towards another person, thought, or objects based on similar characteristics. The use of the law of attraction is extensive in relation to human beings because of its applicability in daily interaction and association with other people. In relation to this, the law of attraction can be used for the purpose of understanding employees within the workplace and in recommending strategies for using the law of attraction for effective purposes.

Among the uses of the law of attraction include as improving the work atmosphere, sharing organization’s vision to other employees, planning for motivation techniques, enhancing teamwork to drive towards effective performance, and achieving success in the employees’ personal and professional lives. The use of the law of attraction for several purposes directly affects the performance of the employees in the workplace because of its contribution towards increasing positive thoughts, perceptions, visions, and behavior towards work.

Indeed, the law of attraction is understood in terms of its appeal to the behavior of people to be attracted towards others. The said law can be used for the purpose of improving the performance of people within a workplace. In addition, it is a powerful tool that is made available for the managers.

Works Cited

Adams, Bob. Streetwise Managing People: Lead your Staff to Peak Performance. Avon, MA: Streetwise Publication, 1998. Print.

Banner, David and Gagné, Elaine. Designing Effective Organizations: Traditional and Transformational Views. Thousand Oaks, CA: Sage Publications, 1995. Print.

Edwards, J.M. The Law of Attraction for Sales: How to Connect the Dots to Get What You Want. Round Rock, Texas: InterSkillMedia Publishing, 2009. Print.

Grissom, Daniel and Dennis Kimbro. Step Up!: How to Win More and Lose Less in Business! Garden City, NY: Morgan James Publishing, 2008. Print.

Hicks, Esther and Jerry Hicks. Ask and it is Given: Learning to Manifest Your Desires. Carlsbad, CA: Hay House, 2008. Print.

Institute for Management Excellence. The Law of Attraction at Work. Itstime.com. Institute for Management Excellence, 2009. Web. 16 May 2010.

Rainey, Hal. Understanding and Managing Public Organizations. San Francisco, CA: Jossey-Bass, 2009. Print.

Routh, Edward John. A Treatise on Analytical Statics. Cambridge: Cambridge University Press, 2010. Print.

Schuttler, Richard and Jake Burdick. Laws of Communication: The Intersection where Leadership Meets Employee Performance. Hoboken, NJ: John Wiley & Sons, Inc., 2010. Print.