There are multiple occasions that one encounters a scenario that is difficult to overcome, and it only takes someone else’s effort or an external factor to progress. In such a situation, the person does not only get liberated to move on but also identifies the missing thing that was brought by the other individual. This discovery is essential to a self-driven individual because it is an aid to be more productive and successful. This is more applicable in the job market where there is a mixed alliance of career seekers. Some of these job seekers strive to fulfill their ambitions while others digress from their aspirations. Nevertheless, one ought to understand that individuals tend to be motivated by a variety of things. One of the reasons for the lack of ambition among different people is because they are demotivated. Therefore, business leaders should have a clear understanding of organizational behavior to have a better understanding of employees in the work setting. This is best explained using a real-life scenario that I encountered during my first attachment in the data entry department, Deloitte Company.
The joy of getting a paid attachment in a leading organization is the same as that for being employed. In my first attachment, the excitement I had was contributed by several factors. First, the organization was offering to pay a monthly stipend, which is comparable to the salaries that most firms pay their young professional employees. Secondly, the organization is reputable for providing the best practical experience in all its departments. Finally, I was optimistic that the company could offer a permanent job after I have completed my studies. These were the primary motivating factors when I reported on the first day at the organization’s headquarters. However, during the first month, I realized that it had become boring to wake up every day to perform the same tasks. These repetitive tasks of data entry were becoming drudgery and demotivating with time. I started wondering how I will bear with this for three months. However, at the end of the month, I was recharged by two things. First, I received my stipend on time, which helped in settling outstanding bills such as rent and electricity. Secondly, the paycheck motivated me to look forward to welcoming another one in the following month. Additionally, I had the opportunity to share my experience during the first month with my supervisor. Consequently, I talked to my superior about my predicaments as well as my nice experiences at the firm. Essentially, the supervisor recommended to the management that I should be taken to another department, which involved the generation of data based on future predictions. Besides, the supervisor set up daily goals in the department. As such, my task advanced from just keying data in a machine to predicting data. This meant that I had to be innovative and creative each day because it involved doing research. This motivated me each day because I had something new to learn each day as my creativity increased further than I could ever imagine. For the three months, I remained focused and motivated while awaiting my assured stipend at the end of each month.
While better pay is a critical factor of motivation in a work setting, job satisfaction plays a significant role, but it is not the ultimate factor in determining productivity. Specifically, this is evident from the fact that while I was assured of my pay, I was not satisfied with what I was doing in the data entry department during the first month. My initial perspective before I started the attachment was centered on money; however, I discovered that there were other factors of consideration in work setting to enhance productivity and performance. Given the fact that I had not graduated, securing an attachment in such an organization and being paid could be a dream start for any undergraduate student. However, exposure helps one to appreciate the diversities in the job market (Luthans, 2015). Specifically, I discovered that the management and those occupying supervisory positions play an important role in building one’s career. Were it not for the supervisor, my experience in the organization would be miserable. The supervisor could identify my dilemma and took a necessary action that improved and built my skills in the company. It is imperative that anyone in the same position I occupied would be motivated by the situation I encountered at Deloitte Company.
Deeper scrutiny of my experience at Deloitte reveals a lot of concepts, theories, and models applicable in motivation in the work setting and other areas of life. Locke’s theory of job satisfaction can best describe the boredom I experienced during the first month at the company. According to Locke, job satisfaction is “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience” (Carstein, 2019). In support of Locke’s claim, Bernstein adds that job satisfaction has emotional, cognitive, and emotional aspects (Beck, 2019). Boredom and anxiety are intertwined with the emotional aspect. This explains why I was bored in the first month of my attachment. On the other hand, I was initially motivated by being paid by the company based on the familiar premise in research, which tends to compare current receivables with perceived receivables. As such, I had perceived that attaches should not be paid, or if paid, the amount should be insignificant; hence, I was motivated by the fact that I was being paid what other attaches or employees rarely earn. However, with time, the motivation faded away, and this can be explained by Motivator-hygiene theory, put forward by Frederick Herzberg. The theory suggests that meeting the lower-level needs only prevents individuals from being demotivated but does not exert effort (Everett, 2019). Hence, my lower needs, which include paying for my outstanding needs, could never out shadow the need for an improved work format.
The supervisor spearheaded the remarkable turn out that is closely associated with Locke’s Goal setting theory. Locke discovered that people tend to be more productive when engaged in clear goals and appropriate feedback. Perhaps, this is the reason why my motive changed after the supervisor changed my department and decided to set up goals while anticipating a feedback on a given timeline. Further, this was in tandem with Hackman and Oldham’s job characteristics model, which implies that a task is the key to an employee’s motivation. Hence, the work redesign during the attachment period was essential in my motivation.
If such a scenario that I encountered happens again, I intend to approach it differently based on the knowledge I have acquired. First, I would not wait for long as I did before airing out my grievances to the responsible persons. I realized that it took me almost a month to communicate to my supervisor, which in one way slowed the extent to which I could have been impacted. I will embrace feedback and also set my personal goals to ensure that I am objective in every task that I am assigned to do; this will reduce boredom. Furthermore, in my goals, I will target to work with a team to ensure that I also motivate them. If I ever occupy a managerial position, I will create a motivating working environment by applying Locke’s theory of job satisfaction.
The work industry has been dramatically researched by most scholars who are on the verge of finding out the relationship between behaviors of employees with the work assigned. My experience at Deloitte was an eye-opener to some of the challenging arguments regarding employees. As such, I could relate my experience with some of the suggested concepts and theories, such as motivator-hygiene and Locke’s theories. Consequently, an understanding of the various theories and concepts paves the way for a better understanding of motivation in the work environment.
Beck, A.T. (2019). Motivation and Motivation Theory – levels, system, model, hierarchy, workplace, business, system, Historical development, Major content theories. [online] Available at: https://www.referenceforbusiness.com/management/Mar- No/Motivation-and-Motivation-Theory.html [Accessed 11 Dec. 2019].
Carstein, N.M. (2019). How to Motivate Employees Using E.A. Locke’s Goal-Setting Theory. [online] Available at: https://smallbusiness.chron.com/motivate-employees- using-ea-lockes-goalsetting-theory-24176.html [Accessed 11 Dec. 2019].
Everett, M. (2019). 11. Job Satisfaction – PSYCH 484: Work Attitudes and Job Motivation – Confluence. [online] Available at: https://wikispaces.psu.edu/display/PSYCH484/11.+Job+Satisfaction [Accessed 11 Dec. 2019].
Luthans, F. (2015). Organizational behavior: An evidence-based approach. Boston: McGraw- Hill.