Examples of Positive Contributions in a Job

by Audra Bianca, Demand Media

Considering that employees enter an organization with their own combination of intelligence and personality -- which are fixed traits -- as well as emotions and self-esteem--which are transient states, there is a potential for them to feel happy and engaged at work. Employees will encounter different situations in the workplace that may increase their positive behavior. If employees are happy, they will increase the level of positive organizational behavior. That's why it's crucial that employers offer different programs that encourage employees to be happy and engaged.


Some organizations are concerned with their social responsibility. They want to give something back to society and to operate with more transparency. These are proven ways to earn the trust of consumers. Some professionals even select employers based on their perceived social responsibility. For example, an organization can sponsor a program that pays employees to provide a service to the community. An example program involves sending bank representatives into local schools to teach young adults basic skills in personal finance. This kind of a program makes a positive contribution to local schools and increases the reputation of the employer. It also gives employees a chance to give back to the community.


Employers count on employees to help them cultivate a cadre of future leaders. This is much easier when an employer invests time and resources in creating a formal mentoring program linked to its central goals. New employees, especially those entering a profession for the first time, need a person they can talk to and get advice from as they adjust to the new employer, which is called onboarding. The mentor provides a sounding board and may share specific skills that an employee needs to succeed. Mentors make a positive contribution by passing on their knowledge and expertise and helping new employees feel included in the organization.


Many organizations expect that managers will use their roles to help employees understand why their positive contributions are valued. A traditional focus is on the employer's staff recognition and reward programs. However, something that managers can do every day is invite employees to give their input into decisions that affect their department. Managers who ask for input and never act on it are just going through the motions, which does not benefit employees. If they use suggestions by employees and then share how they used them, employees feel their input is valued by the organization.


Many kinds of employee development programs enable employees to better themselves professionally and make a positive contribution. A learning organization creates many ways for employees to request additional training; attain a minimum level of readiness, which is usually determined by a supervisor or staff trainer; and then get assigned to additional responsibilities. Some programs do not immediately qualify an employee for increased compensation, but over time, employees who pursue these opportunities will advance by impressing their bosses with their additional skills.

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