Reflection Paper on Organization Behavior

kiwiberry2900 3/9/2013 MGMT 541 Self-reflection paper indigence Motivation represents psychological processes that cause arousal, direction, and persistence of involuntary actions that argon goal directed. There be positive positive relations between contrast characteristics, satisfaction, and indigence. labor characteristics of Variety and Task Significance were found to be particularly important to employee satisfaction and motivation.These are examples that more or less bothone pull up stakes encounter in real action Job design and duty improvement My track down draw when I was in Shanghai was with the tax Bureau. initi all(prenominal)y I was assigned general work in the surgical incision such as doing tax income adaption for the new companies and I wasnt motivated. The job was simple, incisively now checking and cataloging all of the documents that the company representatives provided, and giving them the application forms. I also answered related questions and f ollowed up after the companies with the tax license were sanctioned.At this job position, the aptitude varieties were very limited. The crook work was just following the rules and did non necessitate any professional judgment. After a calendar month or so, I felt bored. Besides the skill variety, the job also privationed autonomy. Some sentences I just went come out of the closet for some reason, probably there were several(prenominal) company representatives were waiting for me, while variant time there is nobody show up in a on the total day. As a issue woman, I cant further myself in the job, anyone can do it. I had no progress, no satisfaction about the job and no ingrainedal motivation.Although the tasks were significant to the whole bureau, it is hard to see our big function of the organization. In the end, after I delighted the human resources department several times, I was holded to fall in another department. A lot of young mountain did not similar to be fixed on a general position which would not allow them to accumulate the professional experience and explore the dense side of the field, and that often makes a problem in the hierarchical organization. Equity theory The Shanghai Taxation Bureau in which I had worked for more than 10 stratums is a hierarchical organization including a lot of levels.It is the administrative and management body that carries out the claims r thus farue enhancement activities within the administrative jurisdiction of Shanghai Municipality. Its main functions and responsibilities include implementing state taxation laws, regulations and codes, researching and formulating tax development plans and annual work plans for local taxation. The administrative position involves supervising every months tax declaration and musical arrangement and making sure the money will be transferred into the state treasury according to the related laws, regulations and codes.There are 26 branches attached to the taxat ion bureau, and over ten thousand employees working in the shanghai taxation bureau. titanic organizations necessitate more comparison between people, or between branches. People from every section test to get equal benefits out of their input. There are a lot of couples in Shanghai taxation bureau. So if some branches gave the bonus to their employees, everyone in the whole system knew it. And afterwards other departments will mime the insurance policy to motivate theirs. That reflected the equity theory.From the equity theory, an various(prenominal)s motivation level is correlated to his lore of equity, fairness and justice practiced by the management. The grittyer(prenominal) an individuals perception of fairness is, the greater their motivation level and vice versa. In the above context, I remembered that the branch leader who first gear gave the bonus will emphasize the special task they maintain completed, in order to stimulate his employees who permit got unde rgo high level hardship or difficulties. alone other branches will spotlight their own achievements in the assignment, ultimately got the same bonus to protect or comfort their own morale in the workplace.In the year-end evaluation, every branch or individual will assess their own ushers and achievements in the whole year and the human resource management would make boilersuit balances and give different levels of final payment. While some job positions comparatively kick in more opportunities to make achievements, others have less. Under that kind of situation, the management carried out the policy of job position rotation, therefore, al around every pendent employee with education history of financial and accounting would have the opportunities to rotate their positions. This policy is motivational, Extrinsic motivation and intrinsic otivation At my department people were driven by extrinsic motivation. We compared the bonus income, the benefit to others and calculated the upcoming income or vacation. We also expected to be promoted and got high level benefits. As if that is the core of our daily tasks. sometimes we did some project according to superiors will earlier than the real information to subjugate offending the leader. We even did not consider whether the vector sum was meaningful or not. Although the department management cute to motivate the employees and gave the gift cards to everyone before the festivals, we were not fit.We wanted to get more benefits comparing with employees at other branches. From the theoretic framework, these are hygiene factors which would not make people satisfied. Sometimes we got into research projects and worked with the other teammates. These were independent projects. The person in charge the project totally explained the purpose of the project and we felt we got obscure and engaged. We were em authored to use our own way to get word data, analyze it, and draw the conclusion. We felt very satisfied in t hese projects.We cooperated with each other, attracted by the task, and we can focalisation solely on the project without complicated inter personalised races inside of this kind of temporary group. Further more, it was different from our routine job, which gave us the opportunity to widen our view, enrich the job content, therefore satisfying all the teammates. This arrangement is like intrinsic motivation. Intrinsic motivation refers to motivation that is driven by an interest or delectation in the task itself, and exists within the individual rather than relying on external pressures or a rely for reward.Leadership From my experience, people want to motivate each other. He should build up himself first, has a long-term resource about the organizations, sets a goal for himself, matches the big environs and has the necessary superpower or expertise in some area. Then he should also be authorized to be a leader. He may use his social skill and other ability and management re sources to motivate people, and bring them together to a higher level. In my personal experience, I met sober leaders as well as naughtiness leaders.When I was a volunteer in a nonprofit organization at Chicago, I was select as a member of the mount up of trustees. In this setting, the president is our be on leader and he displayed a typical bad leader profile. First of all, he is not a role model. He should have a positive attitude, and be supportive to every volunteer, but unfortunately he always fly working hard and treated other volunteers like slaves. Secondly, he did not consider the opinions of other board members, he liked to be self-centered and lack of empathy. This character embodied in his schedule and his arrangement.He had no expert power, his personality is awful and he even played tricks in the nonprofit organization, which made everybody astonished. straightaway he had lost in the election for the board members. Admittedly, the situation above is very unique. Generally most(prenominal) authorized leaders have some engaging traits such as self-awareness, self-confidence, social skills and persuasive abilities. At the same time, they fully understand the organization goals. however different leaders have their own personal features. My friend caramel is a director of the audited account department.I had been in his department for 3 years, and we became friends in the end. Fan is a veteran, he had little professional intimacy in auditing, but he knew management well. His job is to motivate all the auditing group leaders and auditors. He used his legitimate power at first to assign tasks to every group. After the tasks were finished, he gave all the evaluation report to every group with the booster of his assistant. At the same time, he used his reward and referent power. He always kept the department on the way of organizational goal, showed his positive attitude, gave everybody most extent of autonomy.He also used his personal relat ionship to strive for the best interest of our department. That is why he got everyones respect. In his department, morale is very high. nil wanted to leave. Ahthough Fan is a good leader in most aspects except his professional knowledge, he cant exert his expert power in his leadership. A great leader is a natural leader, who can exert his idealized process power to his followers, and help to set common goals for the whole organization, incorporate, motivate followers, have them a clear picture of the future, make them active beyond the call of the duty.Bibliography Kreitner, Robert, and Angelo Kinicki. organisational Behavior. Boston, MA Irwin/McGraw- Hill, 1998. Print. Equity conjecture of Motivation. Equity Theory of Motivation. N. p. , n. d. Web. 09 Mar. 2013. Welcome to Shanghai Municipal Office of pass on Administration of Taxation. Shanghai Municipal Office of take Administration of Taxation. N. p. , n. d. Web. 09 Mar. 2013. W. Chan Kim. Fair Process Managing in the companionship Economy. (n. d. ) n. pag. Web.