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SLP - WORK MOTIVATION - Essay Example

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This is because I am self-motivated rather than motivated to work by my boss or supervisors. Coming up with a working schedule in my place of work is a privilege…
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SLP - WORK MOTIVATION
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2 2 4 3 5 4 4 5 6 5 7 3 8 3 9 5 10 5 11 5 12 4 13 4 14 3 15 4 Total score 57 Score: 45-59 = generally Y-theory management
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60
60-75 = strongly prefers Y-theory management
1. How do your two scores relate to your experience at work?
Based on the scores obtained above, they depict my commitment to the job that I normally do happily on daily basis. This is because I am self-motivated rather than motivated to work by my boss or supervisors. Coming up with a working schedule in my place of work is a privilege to be able to deliver quality job within appropriate and set time. Therefore, I always try to be creative in planning my job tasks as well as coming up with varied ways on how to tackle it successfully. This is by having some targets that I aim to achieve with my capability not only to please my superiors by have inner satisfaction. In acquiring addition skills in training, I have applied them in my work place to make it more presentable. When encountering some hardships and problems, I always consult my boss regularly regarding any troubling issues though not all the time he is ready with an answer. Being inventive with some ideas to which I share with my boss before tackling my job, has contributed to the current success. Regular meetings with him aimed at discussing as well as highlighting how I can improve my working skills has also played a significant role, which aligns with my scores so far obtained.
2. Is there anything in the work context that can change your personal score?
Based on the content and figures above depicting my commitment and the freedom I enjoy at my work place, I believe, if my employer starts giving rewards and appraisals to employees, this score would rapidly improve. For instance, incentives like new promotions opportunities if one achieves a certain goal set by the employer. This will motivate a healthy competition among employees to vie for the new positions though in terms of outstanding respective performances (McGregor). Another aspect encompasses if the employer regularly increases employees’ based on merit, this will motivate one to work extra hard and do a presentable job accordingly. This is especially in introducing overtime remunerations for extra worked hours will encourage employees to work even hard. Praising and recommending employees work will motivate and encourages one to keep on working hard within a working institution.
Management should involve employees in decision making by listening to their suggestions about what they feel and think (Chapman, 2014). This will be a great privilege towards making employees feel honored and thought of positively by their superiors. If the employer comes up with a plan to pay for extra training for employees to acquire additional skills to improve, their work quality I strongly believe this can improve the personal score of an individual (McGregor). Dialogue between employers and employees should be priority during each juncture a collective decision is essential (Chapman, n.d).
However, I feel that the employer should conduct an exit interview when an employee leaves his or her job. Such that, he or she is capable of discussing the exiting person’s views concerning the organization to make any necessary changes. Working without interference from my boss would be great so that in future I am capable of relying on my own. This is in developing more of my skills but ask for help if I need it in occasions of varied predicaments. In addition, increased consultation and friendliness between my employer and me would be of great help towards delivering quality services.
Reference
Chapman, A. (2014). Frederick Herzberg motivational theory: Frederick Herzbergs motivation and hygiene factors. Retrieved from Chapman, A. (n.d). Abraham Maslows Hierarchy of Needs motivational model. Retrieved July 27, 2010 at: http://www.businessballs.com/maslow.htm
McGregor, Douglas, (2014). Theory X and Theory Y: Understanding Team Member Motivation. Minds Tools Limited. Retrieved from Read More
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