Draw out Your Future - Essay Example

 Abstract This paper explores three behavioral developmental mechanism including the rational-motive model, the self-concept theory, and the reward/punishment model, suggested in the journal article "A Leadership's Guide to Why People Behave The Way They Do," written by James G. Clawson, Johnson & Higgins Professor of Business Administration Emeritus, University of Virginia. Other journal papers support validation of those models that Clawson proposed for the purpose of internal reinforcements certain human behaviors at organizational structure. Then, the research discuss that people could use those models to motivate our conformity to oneself's goals to be successful in their personal level and their own professional level. Keywords: the genetic endowment, the rational-motive model, the self-concept theory, and the reward/punishment model. Literature Review Robbin and Judge states that "companies that make themselves lean can be more agile, efficient, and productive-but only if they make cuts carefully and help employees through the process" (479). It means that an organization should consider internal reinforcements rather than external reinforcements because it is correlated with Clawson's argument on why people behave. Similarly, Clawson believes that the genetic endowment, the unfulfilled emotional holes and the human memes form one's personalities. As a result, Clawson comes up with the rational-emotive model, the reward and punishment model and the self-concept model as reinforcement mechanism designed for organizational structure. Clawson finds one of internal reinforcements accordant with the rational-emotive model. This model claims that we could use events, perceptions and observations, set of values, assumptions, belief and expectation (VABEs) to influence oneself's own conclusion, lead to their emotions and end up with their projected behaviors. For example, an observed behavior results from an absorption of opinion leader's reaction to certain situation and the object act like "a leader's point of view" (Clawson). Moreover, affective events theory suggests "work events trigger positive or negative emotional reactions, to which employees' personalities and moods predispose them to respond with greater or lesser intensity (Robbins and Judge, 135). It drives to analysis that we could correct organizational behavior that a leader should show to complete task to employees. Therefore, managers could instruct employees' behaviors by affecting their motives. Besides the genetic endowment, a child's unfulfilled "emotional holes" shapes what they are enfor in the future. The self-concept theory proposes that our ideal self, self-image, and self-esteem could determine how people perceive how to act in certain situation because "the more our self-image overlaps our ideal self, the better we feel about yourself" (Clawson); thus, achieving self-the self-esteem in Maslow's Hierarchy Needs becomes one of motivation (Clawson, 2001; Robbins and Judge, 2013). Moreover, there is positive correlation of the parental conditional regard can promote internalization of behavior regulation, but the internalization will take the form of introjection, rather than identification or integration, and will result in controlled regulation (Assor and Roth). Also, the self-accordance theory considers the degree to which people's reasons for pursuing goals are consistent with their interests and core values (Robbin, 222). Therefore, an organization could generate motivation tailored for each individual in a framework of that they are perceiving about themselves. As the emotional holes makes someone afraid of missing opportunities, we learned “the being the "best" at anything would get us the adoration we craved internally” (Assor). Therefore, the reward and punishment model is the main motivation using in interpersonal relationship. However, the reward and punishment model does not offer the best option because "one person's reward may be another person's punishment" (Clawson). For example, alumni meeting could be the reward for someone that are successful in a certain aspect of life and the punishment for someone that "withstand the burden of delivering all of the dream they had in mind while in school" (Saloner). Therefore, even though human has developed defense mechanism when we are threatened, the reward and punishment model still stay useful for organization in dealing with their employees (Clawson).Therefore, an organization should employ reward and punishment for certain behaviors to discipline employees. In a conclusion, the human motivation models, reviewed by Clawson, are valid because other scholar works concludes similar results. Thus, leaders could maximize employee performance and satisfaction by taking individual difference into account in the workplace (Robbins and Judge, 486). Nonetheless, those methods should not be limited in organizational structure. Therefore, one could apply the rational-emotive model, the self-concept theory, and the reward and punishment model in our own personal life and professional life to achieve more accomplishments in their life. Discussion According to Lambert, "With the passage of time and the exposure to experience, an erosion of superior layers of the personality can take place. Part of your life are exposed that were hidden from you, which you have no Avenue to appreciate." People should gain more experience in their life to understand themselves as a self so that they could know how to react to events. Moreover, the possibility of that your personality could be distorted, replaced or unconnected to yourself. Therefore, it is important for a human discovering their hidden potential as a part of their life's motivation. Besides following our self-preservation, one could use motivate themselves and others with the reward and punishment model in workplace daily activities. You could influence own self by "being fierce when you're doing something important" (Snyder). To force yourself to the real professional world, we could give us some treat as “an intermediate reward” when we harvest some positive outcomes and we blame ourselves when you are against our supervisors's objectives (DiSalvo). Similarly, we could compliment others when they do for us some favor as the reward to them. Therefore, we could power our brain and influence others in response to more positive sides in life. Conclusion and Future Study Appreciation of how people behave the way they do applies behavioral reinforcement in one's personal life and own professional life. Even though human behavior methodology just start be used in organizational level because it is contemporary, expensive to confirm, and complex to acknowledge; however, individual could research, study, and use some basic models in their life as an extracurricular study beside technical training skills in any field. Bibliography Assor, A., Roth, G., & Deci, E. L. (2004, February). The Emotional Costs of Parents' Conditional Regard: A Self-Determination Theory Analysis. Journal of Personality,72(1), 47-88. Clawson, J. G. (2001). A Leadership's Guide to Why People Behave The Way They Do. DiSalvo, D. (2011). What makes your brain happy and why you should do the opposite. Amherst, NY: Prometheus Books. Lambert, C. (2001, March 1). The Talent for Aging Well. Harvard Magazine. http://harvardmagazine.com/2001/03/the-talent-for-aging-wel-html Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior. Melbourne, Vic.: Pearson Australia. Saloner, G. (2015, January). In Pursuit of a Rewarding Life. Reward. Snyder, B. (2015, January 23). Gates Foundation CEO: Good Intentions Aren't Enough. Retrieved November 13, 2016, from https://www.gsb.stanford.edu/insights/gates-foundation-ceo-good-intentions-arent-enough. Read More