Saturday, March 2, 2019

Reflection Paper on Organization Behavior

kiwiberry2900 3/9/2013 MGMT 541 Self-reflection paper want Motivation represents psychological processes that cause arousal, direction, and persistence of voluntary actions that are goal directed. there are substantial decreed relations between blood line typesetters caseistics, satisfaction, and motivating. business enterprise characteristics of Variety and Task Signifi freighterce were found to be particularly classical to employee satisfaction and penury.These are examples that almost bothone will encounter in reliable life Job design and job enrichment My officiate experience when I was in yarn-dye was with the Taxation Bureau. Initially I was assigned usual work in the department such as doing assess adaption for the new companies and I wasnt motivated. The job was simple, just checking and cataloging all of the documents that the fellowship representatives provided, and giving them the application forms. I also answered related questions and followed up after( prenominal) the companies with the tax license were sanctioned.At this job position, the adroitness varieties were very limited. The routine work was just following the rules and did not need any professional judgment. after(prenominal) a month or so, I felt bored. Besides the skill variety, the job also lacked autonomy. Sometimes I just went out for or so reason, probably there were several company representatives were waiting for me, while opposite time there is nobody show up in a hearty day. As a young woman, I cant further myself in the job, anyone can do it. I had no progress, no satisfaction about the job and no intrinsical motivation.Although the tasks were significant to the whole bureau, it is toughened to see our bigger function of the presidential term. In the end, after I pleased the human resources department several times, I was renounceed to join early(a) department. A lot of young pile did not like to be fixed on a general position which would not allow them to accumulate the professional experience and explore the deep side of the field, and that oftentimes cave ins a problem in the hierarchical organization. Equity theory The move Taxation Bureau in which I had worked for much than 10 stratums is a hierarchical organization including a lot of levels.It is the administrative and solicitude body that carries out the states taxation activities within the administrative jurisdiction of Shanghai Municipality. Its main functions and responsibilities include implementing state taxation laws, regulations and codes, researching and formulating tax development plans and annual work plans for local taxation. The administrative position involves supervise every months tax declaration and collection and devising sure the money will be transferred into the state treasury gibe to the related laws, regulations and codes.There are 26 branches attached to the taxation bureau, and over myriad employees working in the shanghai taxation bur eau. Big organizations necessitate more comparison between people, or between branches. People from every voice seek to get equal benefits out of their input. There are a lot of couples in Shanghai taxation bureau. So if near branches gave the premium to their employees, everyone in the whole system knew it. And afterwards other departments will copy the policy to motivate theirs. That reflected the equity theory.From the equity theory, an one-on-ones motivation level is correlated to his perception of equity, fairness and justice practiced by the perplexity. The higher an individuals perception of fairness is, the greater their motivation level and vice versa. In the higher up context, I remembered that the branch attracter who first gave the tribute will emphasize the special task they open completed, in order to stimulate his employees who remove experienced high level hardship or difficulties. But other branches will spotlight their bear achievements in the assignmen t, ultimately got the identical bonus to protect or comfortableness their own morale in the workplace.In the year-end evaluation, every branch or individual will assess their own projects and achievements in the whole year and the human resource care would amaze overall balances and give antithetical levels of reward. While some(a) job positions comparatively have more opportunities to make achievements, others have less. Under that kind of situation, the management carried out the policy of job position rotation, therefore, almost every qualified employee with education history of financial and accounting would have the opportunities to rotate their positions. This policy is motivational, Extrinsic motivation and intrinsic otivation At my department people were driven by extrinsic motivation. We compared the bonus income, the benefit to others and calculated the upcoming income or vacation. We also expected to be promoted and got high level benefits. As if that is the core o f our daily tasks. Sometimes we did some project according to superiors will rather than the hearty information to avoid offending the loss attractor. We even did not consider whether the end point was meaningful or not. Although the department management wanted to motivate the employees and gave the deliver cards to everyone before the festivals, we were not satisfied.We wanted to get more benefits analyse with employees at other branches. From the theoretic framework, these are hygiene factors which would not make people satisfied. Sometimes we got into research projects and worked with the other teammates. These were independent projects. The person in charge the project totally explained the purpose of the project and we felt we got snarled and engaged. We were em force played to use our own way to collect data, analyze it, and retire the conclusion. We felt very satisfied in these projects.We cooperated with each other, attracted by the task, and we can focus solely on the project without complicated inter individual(prenominal) relationships inwardly of this kind of temporary group. Further more, it was different from our routine job, which gave us the chance to widen our view, enrich the job content, therefore satisfying all the teammates. This emplacement is like intrinsic motivation. Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on external pressures or a desire for reward.Leadership From my experience, people want to motivate each other. He should build up himself first, has a long-term vision about the organizations, sets a goal for himself, matches the big environs and has the necessary ability or expertise in some area. accordingly he should also be authorized to be a leader. He may use his social skill and other ability and management resources to motivate people, and bring them together to a higher level. In my personal ex perience, I met good leaders as well as expectant leaders.When I was a volunteer in a nonprofit organization at Chicago, I was elected as a member of the bestride of trustees. In this setting, the president is our board leader and he displayed a common bad leader profile. First of all, he is not a use model. He should have a positive attitude, and be supportive to every volunteer, but unfortunately he always escaped working hard and treated other volunteers like slaves. Secondly, he did not consider the opinions of other board members, he liked to be self-centered and lack of empathy. This character embodied in his schedule and his arrangement.He had no expert power, his personality is stately and he even played tricks in the nonprofit organization, which made everybody astonished. this instant he had lost in the election for the board members. Admittedly, the situation above is very unique. Generally most authorized leaders have some attractive traits such as self-awareness, self-confidence, social skills and persuasive abilities. At the same time, they fully understand the organization goals. But different leaders have their own personal features. My friend Fan is a director of the analyze department.I had been in his department for 3 years, and we became friends in the end. Fan is a veteran, he had little professional knowledge in auditing, but he knew management well. His job is to motivate all the auditing group leaders and auditors. He utilise his legitimate power at first to assign tasks to every group. afterward the tasks were finished, he gave all the evaluation report to every group with the divine service of his assistant. At the same time, he used his reward and referent power. He always kept the department on the way of organizational goal, showed his positive attitude, gave everybody most extent of autonomy.He also used his personal relationship to get hold of for the best interest of our department. That is why he got everyones respec t. In his department, morale is very high. Nobody wanted to leave. Ahthough Fan is a good leader in most aspects except his professional knowledge, he cant exert his expert power in his leadership. A great leader is a natural leader, who can exert his idealized influence power to his followers, and help to set common goals for the whole organization, incorporate, motivate followers, have them a clear picture of the future, make them active beyond the call of the duty.Bibliography Kreitner, Robert, and Angelo Kinicki. organisational Behavior. Boston, MA Irwin/McGraw- Hill, 1998. Print. Equity Theory of Motivation. Equity Theory of Motivation. N. p. , n. d. Web. 09 Mar. 2013. Welcome to Shanghai Municipal constituent of State Administration of Taxation. Shanghai Municipal Office of State Administration of Taxation. N. p. , n. d. Web. 09 Mar. 2013. W. Chan Kim. Fair Process Managing in the Knowledge Economy. (n. d. ) n. pag. Web.

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