Chapter 10: I found myself asking the importance and justified place of certain subjects. For example as I discussed with my group, I don’t believe optimism should have a strict place within the business environment. It is always helpful to an individuals’ personality and sometimes on projects and work you feel there is no end. The optimistic light at the end of the work tunnel can be a motivator but with all things considered, realism is necessary within management. In addition, I do not agree with the concept of positive and negative stereotyping. In previous readings we have been introduced to thin slicing which in a way can be seen as a possible positive stereotype but even then that is a stretch. We all stereotype. We grow up learning and building stereotypes from out generational hand me downs. It happens without you even realizing.
One topic that was very interesting to me was selectivity. I have learned about selective hearing and research where an individual only looks for or hears the sections of a topic that benefit their argument. I can completely agree with this concept when it comes to research papers or such simply because you want the argument you are representing to be a strong, vocal argument so it makes sense to have this concept introduced.
When thinking of the Pygmalion effect, I noticed it to be true when it comes to myself and the general manager. Before I was fairly new within my job. I did not hold seniority and I did not have an important level in the chain of command. Over the years I have gained seniority and grew on the level of command but I tie it strongly to my interactions with the general manager. Before I did not feel noticed or important but after his generous delegation to me of new projects at work, I feel more important and noticed. In addition, the General Manager will reward you with tickets to sports games or give yo gift cards to Wawa if you completed a topic he saw as important and above the call of duty. His reward and noticing the work put into the project motivates me to go above and beyond.
Self Assessment 10-2: I discovered that my personality preference is ISFJ. I am more of a introvert who makes decisions off of sensing, feeling and judgement.
Self Assessment 1-3: I was not surprised to find that I am moderately satisfied with my job as well as moderately dissatisfied with my job. I know this is not the job I want for my future and many days it has more of a negative effect on me than a positive one but I do still enjoy the work and my coworkers.
Self Assessment 10-4: My final score came out to be a 35 which is leaning more towards the political side. I found this to be slightly contradicting of the previous idea that I exhibit introvert behavior.
Self Assessment 10-5: My final score summed up to 72 which leans me more towards type A behavior. Although I do not currently have an abundant understanding of the types or behavior and personalities, I have found myself asking why and this is leading me to do research outside of class.
Chapter 11: The chapter on motivating for high performance stuck with me because with the end of the semester wrapping up I am finding myself in need of not only motivation for my groups but also myself. Now is not the time to lay back. Now is the time for high performance to finish this semester out strong. With that being said I took greatly to the suggestion that “Leaders who want to motivate employees should focus on meeting the followers needs, not their own. I found I have successfully done that just recently when a group member would be unable to meet at a future meeting day for a group video so myself and the rest of the group meet his needs and recorded the video in advance so we would all be satisfied.
Further on in the chapter there is a section on the acquired needs theory. The acquired needs theory states that employees are motivated by their needs for achievement, power and affiliation. I feel i identify the most with this their. for an example, I was motivated to volunteer my free time (which is incredibly limited) to a different department within Radley. The Radley Collision Center needed some extra help this week and since I volunteered my time I then felt motivated to take on this new job mostly because I wanted the ability to say I can successfully work within ever department and facility in the Radley name. The motivation was not based on me simply trying to help out but more of a goal of furthering my rank at the top of my position.
Self Assessment 11-1: After participating in the self assessment I found i focus more on motivating factors than maintenance factors. One thing I believe to be an influential variable into the self assessment is my age. At this point in time with completing college and being young I feel my position within the work place is far from being a permanent or constant career so within my point in life I am not surprised I am more motivating factors oriented.
Self Assessment 11-2: The section I scored the highest in was achievement. Again this came as no surprise since as previously mentioned, I identify with personal achievement and motivation rather than making friends. You will nev er be able to please everyone, so focus on the goal.