Workplace Promotion
In order to be promoted at work, it has always been said to put your best foot forward, strive to be the best, or always give 110%. Recent studies conducted by MSN, as well as references to books such as The Case for Marriage by Linda Waite and Maggie Gallagher, state other influences can impact the chances of enhancing a career. The hypotheses made suggests that if you are too successful in your current position then you have less likely a change to be recognized for an advancement; married individuals seem to be happier in the workplace and tend to be more successful.
Many individuals consider themselves hard workers and yet seem to be overlooked for promotions because they are too hard to replace. If these hypotheses are true, how can a single person elevate themselves within the company? Being visible by showing superiors you are reliable and on their team will increase the chances for a promotion. Working with individuals the supervisor is familiar with as well as showing you can be trusted are also important for moving up in the organization.
A similar article in Career builder on MSN suggests that married individuals are favored by their employers and recognized for promotions. How can this be true? According to their study, married people have better mental health, live longer, and are 15% happier than single individuals. Married individuals are preferred over single individuals by employers since they tend to be happier, which leads to higher production.
It is difficult to fill a position of someone who is seen by the company as irreplaceable; individuals can easily be passed over for a promotion if they are superior in their current position.
Response: There are minimal opportunities for advancement as departments are small and only consist of a few employees per department. Normally someone would have to leave the company in order to move up th...
JOHNSTON, D. W., & WANG-SHENG, L. (2013). EXTRA STATUS AND EXTRA STRESS: ARE PROMOTIONS GOOD FOR US?. Industrial & Labor Relations Review, 66(1), 32-54.
Every person has a motivating factor that makes them go to work. Some people go to work for the paycheck or the benefits, others go to work for the social aspect or experience, these are incentives. Incentives are the most common motivating factor for people to complete tasks. This is also called, work motivation. Work motivation is defined as “A force that drives people to behave in a way that energizes, directs, and sustains their work behavior” (Steers, R. M., Mowday, R. T., & Shapiro, D. L., 2004). In contrast to the benefits of incentives, incentives are commonly counterproductive because they undermine the intrinsic motivation of an individual, this is the overjustification effect.
Hoobler, J., Wayne, S., & Lemmon, G. (2009). Boss' Perceptions of Family-Work Conflict and Women's Promotability: Glass Ceiling Effects. Academy of Management Journal, 52(5), 939-957.
Career and work is a high correlation variable in this study. According to the research men who don't believe in steady jobs or are less successful at work are more likely to enter into a cohabitation union because it encourages an egalitarian pattern of support for the nucleus. However, a two point increase on value on money slows men into entering any kind of union from 13% to 11%. Men are less likely to get married or cohabit of they find interest in making money. On the other hand, Women who value money and career are much more likely to enter into a cohabitation union as stated by the decrease in union formation from 13% to 10% derivative of a two point increase in career and money value. These women believe that marriage's gender-specific roles may force them to put their careers in a secondary track to that of their husbands and they are unwilling to do so. This study is significant because it is opposite of what happened in the men's study.
The article I found for this assignment is Workplace Engagement and Generational Differences in Values by Nancy M. Schullery it was published in Business Communication Quarterly. The Article focuses on the difference in work place engagement and communication at the generational level and how similar it is to interaction inside the classroom. The article provided a survey of the literature on workplace engagement, and detailed how the values of the newest generation in the workforce, the Millennials, are different from previous generations. "These value differences may diminish the effectiveness of employers’ efforts to increase engagement, similar to the way differing values also may reduce our own effectiveness in the classroom"(Schullery,
Ever since the beginning of Organizational Psychology, work motivation has been a big topic of discussion and research. Based off of what I learned in class lectures, motivation is a complex force that drives people to behave in certain ways. Motivation is an effort expenditure that energizes, directs, and sustains, however, it is not the same thing as performance or ability. Over the course of this discussion, I have formed a variety of ideas about workplace motivation and have better equipped myself to define what I believe creates a motivated, productive, and engaged workforce. Looking at all of the different motivational theories, I believe Herzberg’s two-factor theory, job characteristics theory, the equity theory, the equity theory,
Inside the article “Why Marriage is Good for You”, Maggie Gallagher makes claims that marriage improves many facets of an individual’s life; including both mental and physical health, longevity, finances, and reduced chances of infidelity (Gallagher). The statements made throughout the article reference many statistics and studies conducted by various organizations and individuals, however, Gallagher falls victim to a number of common logical fallacies. While this weakens Gallagher’s argument in the article, it does not necessarily make it false.
Promotions in bureaucracies are granted when an employee does a good job with the job they are given. Just because a person can perform one job well, does not mean that they are competent enough to handle the next step. Just because someone can pack a box, it does not mean they know what they are putting in it, much less why. This is bureaucratic incompetence and there is no limit to the consequences of this, making it a disadvantage to the survival of the bureaucracy.
Motivation is an important aspect in many organizations. In our organization motivation is a key to the success. When evaluating administrative staff, sales people, and production workers, each department works well utilizing different theories. One theory could not work adequately for all three; therefore, three theories were used. Production workers utilize the Two-factor theory; sales people use Vroom's expectancy theory and the Equity theory works for the administrative staff. Combining all three theories into one organization helps the organization run smoothly, while gaining successful motivation on all levels.
federal government counts more than a thousand legal benefits for being someone’s spouse. So in modern day American society many people may get married just for the legal benefits and also the video added some additional information. The video states “married people make more money, we’re healthier, we produce happier, more stable and successful kids” and “we live longer”. Although the video was more of a comedy video and probably not a reliable source I do believe some of the information could be true. It could be possible that they do live longer because they make more money together for health insurance, security, better living conditions, and etc. (McCarthy,
In manufacturing, mistakes are sometimes made in promoting a person. For example, in my field a Plant Superintendent with twenty years of service may be made Plant Manager of his/her plant. After serving for a year in this new capacity, the person may have demonstrated clearly that they are incompetent in administrative affairs. But, by that time, their former position will have been filled. Consider the various ethical considerations involved both in retaining them or firing them, and decide what course of action and what
When we need to explore the extent to which motivation theory is useful in understanding what motivates people at work, we need to understand the meaning of motivation. motivation is a state arising in processes that are internal and external to the individual, in which the person perceives that it is appropriate to pursue a certain course of action directed at achieving a specified outcome and in which the person chooses to pursue those outcomes with a degree of vigour and persistence. (Rollinson, D., 2008.) However, during this process, motivation will be defined into different ways, motivation is an internal state or condition that serves to activate or energize behavior and give it direction which is internal state or condition that activates behavior and gives it direction; desire or want that energizes and directs goal-oriented behavior; influence of needs and desires on the intensity and direction of behavior. (Huitt, W. 2011) So that scholars begun to create different theories to explain this process. There are two motivation theories which comes from content theory and process theory. There are Alderfer’s ERG theory and Adam’s equity theory. The task for this essay is to explore the extent to which motivation theory is useful in understanding what motivates people at work.
Persistence is more important than ability to determine a person’s success. When there is a person who wants to do their goal or task they have to be able to work hard for their goal, they need to be dedicated to the goal, and no matter what happens they can’t give up which means that they have to keep going and going until they have finally achieved what they wanted to achieve. So this shows that a great successor needs to be very persistent to achieve and go beyond what they want to do, they need to drive themselves to success, but most of all they need to be patient and have time.
The rights of women have been revolutionized over the last century and have influenced their household role, which resulted in having power balanced in marriage and couple’s relationships, a favorable attribute. The stay-at-home mother is no longer the typical situation in modern families since women can now be financially independent. What used to be a conventional motivation to take on marriage has diminished because modern women are not restricted in terms of earning a salary. Women have gained rights and therefore there is “more education among women…leading to better career prospects” (Harris). Consequently, it can be concluded that these careers allow them t...