Implementing Breaks in Work - Personal Statement Example

 The employees got a chance to know each other better while they shared food during those short breaks.

2.

            Many theories of motivation can be used to increase employee performance. Three theories of motivation that can help increase employee performance are Maslow’s hierarchy of needs, equity theory, and expectancy theory. Maslow’s hierarchy of needs is based on a pyramid that ranks the five most important needs of workers. The five needs in order of importance from least to most important are physiological, safety, social, esteem, and self-actualization. By identifying the needs that drive each employee a manager can better find the things that motivate each of his employees. Equity theory was developed by John Stacey Adam in 1963. Equity theory states that “when people feel fairly or advantageously treated they are more likely to be motivated; when they feel unfairly treated they are highly prone to feelings of disaffection and demotivation” (Yourcoach, 2010). Eliminating income discrepancies among workers with similar work experience and educational credentials is a great way to motivate workers since the staff will feel they are equally valued. Vroom’s expectancy theory is based on the assumption that motivation is associated with the belief of the employee in regard to effort and performance considerations.

3.

            I was in the middle of an ethical dilemma a few years ago due to misbehavior by my supervisor. There was a promotion in the firm and several in-house candidates applied for the position including myself. A rumor surged that the son-in-law of one of the executives was going to get the job due to preferential treatment based on family connections. The supervisor denied the rumor, but at the end of the day, he gave in to political pressures within the firm and gave the job to the son-in-law of the manager. I did not like the lack of ethics illustrated by this firm. When my contract expired I stopped working for that firm.

4.

            In the past, I worked at an employer in which miscommunication caused a lot of problems among the staff. The company had a human resource population of 30% Hispanics and about 1/3 of them did not speak English. The reason the Hispanic employee population was so high was that the company received special incentives to hire more minorities. A lot of the managers were not bilingual and the language barrier became a huge issue at this firm. When the company signed the incentive package they should have hired a few extra bilingual supervisors.