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.....jobs that I had that were not motivating, but one in particular was an office job that involved mind-numbing work. It checked a lot of boxes for jobs that you don't want to do and I could not get out of there quickly enough. The office was a large, open space, a true cubicle farm, but without partitions, more open. So it was noisy. The lighting was terrible fluorescent. Everybody there was a lifer. I have never heard so much complaining about Mondays, and talk about Hump Day, and that sort of negativity. Nobody really wanted to be there but nobody seemed all that motivated to leave, either. For a young person looking to build something, it was just awful.Barrick, Mount and Li (2013) wrote a paper discussing the role of personality, job characteristics and experienced meaningfulness. They argue that "personality traits initiate purposeful goal strivings" and essentially make the point that when job characteristics are aligned with these personality traits, the worker experiences meaningfulness. By logic, the misalignment between job characteristics and personality creates meaninglessness. This is really what I experienced. The personalities of people working there were such that most of them accepted their...
So there was this element of depression but for the most part, no conflict, whereas for me it was this direct conflict between my personal ambitions in life and what could ever be achieved in that environment. The main role of people there was to double-check paperwork, and my role was mortgage forms. I was contributing to literally nothing other than making sure that no major errors were happening in these forms, and nobody in that place was on any sort of positive career track, not even the managers.
Job design, and aligning personality type with job design, is important because some people, given their personality type and career expectations, are simply not a good fit for certain jobs. Some people are well-suited for mundane, routine work, but for people who are not such job design really only creates motivation to leave, not motivation to perform.
Herzberg's two-factor theory (NetMBA, 2010) argues that there are factors that lead to dissatisfaction and factors that lead to satisfaction in the workplace. This theory highlights why certain factors do not increase work satisfaction -- those factors being good is the default condition employees will…
This sense of authority also enhances feelings of autonomy. 3. Feedback is available at all levels: from the supervisor, clients and co-workers. Performance is clearly observed and attributed to the employees, facilitating a fair performance appraisal and development of an incentives program. Such processes are made even more efficient by the implementation of an efficient goal-system. As suggested above, the goals are established at individual level, at the group of employees
Workplace Motivation This paper investigates the issue of motivation as it applies to an organizational setting. The research regarding motivation in the workplace has been a major area of investigation that is of interest to corporate leaders, managers, organizational psychologists, and educators. The issue that this paper will discuss has to do with the particular factors that managers and leaders can address to increase the motivation of their workers to perform as
The Herzberg two-plane model that includes an upper plane of "motivator" factors, which are those factors that lead to high job satisfaction are compared to the "hygiene" factors that are enablers of stability in any work environment. Motivator factors include achievement, recognition; work itself, responsibility, advancement, and growth, while hygiene factors include company policies, relationships with supervisors, work conditions, salary, relationship with peers, personal life, and relationships with subordinates,
Organizational Behavior & Culture Complete summary of chapter 4 The chapter illustrates that the perception process is based on stages such as stimulation, organization, registration, and interpretation. The individual's acceptance and awareness levels for ascertained stimuli play critical roles in the perception process. The authors add that receptiveness towards certain stimuli remains highly selective in limiting a person's existing personality, motivation, attitude, and beliefs. People select various stimuli that satisfy certain needs
ERG and Herzberg's Motivational Theories: The life of Steve Jobs The response to the death of Steve Jobs can be described as nothing short of extraordinary. Mourners placed flowers at Apple stores all over the world. How can this be explained, given the fact that Apple was a commercial product that people bought, not a spiritual movement? The answer is that in his design philosophy Steve Jobs made use of ERG motivational
Employee Motivation Job Satisfaction Employee Motivation and Job Satisfaction There is great interest in understanding the phenomenon of satisfaction or dissatisfaction at work. (Spector, 1997) However, it paradoxically, despite the dramatic proliferation of scientific literature on the job satisfaction, can not speak, however, a parallel progress in investigations, as the progress made? and are not very rewarding significant. (Furnham et al., 2005) The job satisfaction comes from being in the last year's one