What is group consensus? How is it best achieved?
When all members of a group are in agreement as to the decisions that must be made you have group consensus. This is one of the best methods for making group decisions if handled correctly. Achieving group consensus is done through open and honest discussions between the members of the group in which everyone gets an opportunity to share their concerns and/or issues with the potential decisions. The discussion will give opportunity for members to bring up viewpoints that others may also share in but have not been raised yet.
April 17, 2010
April 16, 2010
Effective Problem Solving
Describe an effective problem-solving technique that works well for you.
When working on problem-solving I prefer to step back and remove myself from the situation as much as possible so as to limit my personal feelings and/or preferences getting in the way. This time of analyzation gives way to opportunity for a succinct and thoughtful decision to be made. The ability to remove oneself from the situation and determine the best course of action is essential to making a decision that benefits not the individual but the situation.
I think it is also valuable to look for new solutions to problems and not fall into the trap of relying on tradition. Just because a problem has been resolved a certain way before does not mean it is the best course of action for it again. It may be necessary to venture down a course that has been untraveled in order to achieve success in the situation.
When working on problem-solving I prefer to step back and remove myself from the situation as much as possible so as to limit my personal feelings and/or preferences getting in the way. This time of analyzation gives way to opportunity for a succinct and thoughtful decision to be made. The ability to remove oneself from the situation and determine the best course of action is essential to making a decision that benefits not the individual but the situation.
I think it is also valuable to look for new solutions to problems and not fall into the trap of relying on tradition. Just because a problem has been resolved a certain way before does not mean it is the best course of action for it again. It may be necessary to venture down a course that has been untraveled in order to achieve success in the situation.
April 15, 2010
A-E-I-O-U Conflict Management
Is the A-E-I-O-U conflict management model an effective approach? Why or why not? Describe an instance in your personal or professional life when you have used the A-E-I-O-U Model. Explain how using this model helped you avoid a potentially hurtful situation.
When in the midst of a conflict sometimes the best course of action is to step away from the situation and evaluate. Doing this will provide an opportunity for clear thinking and understanding of the origin of the conflict. This process is benefited by the A-E-I-O-U conflict management approach. The approach provides methods for effective conflict management that may not otherwise be achieved.
Through a previous position of mine I was part of a downtown business association in which one of our members chaired an event of which we had some financial concerns. As the discussion was brought up in a meeting I was leading it could have very easily turned into personal attacks on this individual. Using the A-E-I-O-U process I stepped back from the conversation and assumed that everyone meant well, which they did. I then express the situation to the group from another perspective so that they could see it from a liability standpoint and not a personal decision standpoint. We then identified what we wanted to see which was unbiased conversation and appreciation of the need for financial disclosure. The group then decided the outcome which was necessary was full financial disclosure to the group because we were all accountable to the decisions being made. Lastly the discussion was had to insure that everyone understood the need for openness and cooperation in the group in order to insure our success and growth.
When in the midst of a conflict sometimes the best course of action is to step away from the situation and evaluate. Doing this will provide an opportunity for clear thinking and understanding of the origin of the conflict. This process is benefited by the A-E-I-O-U conflict management approach. The approach provides methods for effective conflict management that may not otherwise be achieved.
Through a previous position of mine I was part of a downtown business association in which one of our members chaired an event of which we had some financial concerns. As the discussion was brought up in a meeting I was leading it could have very easily turned into personal attacks on this individual. Using the A-E-I-O-U process I stepped back from the conversation and assumed that everyone meant well, which they did. I then express the situation to the group from another perspective so that they could see it from a liability standpoint and not a personal decision standpoint. We then identified what we wanted to see which was unbiased conversation and appreciation of the need for financial disclosure. The group then decided the outcome which was necessary was full financial disclosure to the group because we were all accountable to the decisions being made. Lastly the discussion was had to insure that everyone understood the need for openness and cooperation in the group in order to insure our success and growth.
April 14, 2010
Confidence & Virtual Group Members
Why is it important for virtual group members to be confident? How may confidence be enhanced in online group communication?
In a virtual group setting members do not always receive feedback on their comments in a timely manner. Because members may participate in the discussion at different times of the day or days of the week it may take a significant amount of time to receive a response. During this time of wait virtual group members are also unable to read the non-verbal signs from other members. The combination of these two factors can bring about doubt in group members who are not confident in their understanding and contribution to the team.
In light of the challenges of virtual group conversations it is necessary that members try to respond to each other as timely as possible and whenever they can contribute encouraging words to the other members. This communication will build the confidence in team members as they continue to contribute to the groups goal.
In a virtual group setting members do not always receive feedback on their comments in a timely manner. Because members may participate in the discussion at different times of the day or days of the week it may take a significant amount of time to receive a response. During this time of wait virtual group members are also unable to read the non-verbal signs from other members. The combination of these two factors can bring about doubt in group members who are not confident in their understanding and contribution to the team.
In light of the challenges of virtual group conversations it is necessary that members try to respond to each other as timely as possible and whenever they can contribute encouraging words to the other members. This communication will build the confidence in team members as they continue to contribute to the groups goal.
April 8, 2010
Cultural Diversity in Groups
Why is it important to understand the cultural dimensions of group members? How does this affect group communication?
Cultural differences in group settings can cause misunderstandings and miscommunications that could potentially be the death of a group. In one of my previous classes I was part of a team in which there were three distinct cultural backgrounds represented. Knowing this it was important for the members of the group to realize that in our communication how we responded and how quickly we responded could be taken different ways by different members of the group. For myself, I had to be conscious to respond to posts from certain team members even if just to say I read it so that I did not offend them.
The ability to have a variety of cultural dimensions in a group can be an asset to the group because of the breadth of experiences and understanding it will bring to the team but it is imperative that all team members acknowledge the challenges that come with cultural diversity.
Cultural differences in group settings can cause misunderstandings and miscommunications that could potentially be the death of a group. In one of my previous classes I was part of a team in which there were three distinct cultural backgrounds represented. Knowing this it was important for the members of the group to realize that in our communication how we responded and how quickly we responded could be taken different ways by different members of the group. For myself, I had to be conscious to respond to posts from certain team members even if just to say I read it so that I did not offend them.
The ability to have a variety of cultural dimensions in a group can be an asset to the group because of the breadth of experiences and understanding it will bring to the team but it is imperative that all team members acknowledge the challenges that come with cultural diversity.
Encountering Group Problems
Describe a situation where the group encountered problems working together. What was done to resolve this problem? What should have been done to encourage better facilitation among group members?
I used to be a member of a downtown business group that was designed to facilitate community events to draw people to the area. We were meeting to determine the schedule of events for the year and found out the hard way that not everyone was in it for the same purpose. The group could not come to a decision on a schedule of events because certain members of the group wanted specific types of events that would benefit their business. The, unfortunate, resolution was that the executive team met without all the board members and decided on a schedule because it needed to get done ASAP.
What should have happened could not have because there was no leadership for the group. The board president did not want the position but did it because no one else would. Due to this fact they did not engage the group and lead the decisions. The leader should have been more proactive on making sure the decisions were made within the time frame necessary. For the members who were part of the group there needed to be a greater commitment to do what was best for the community and group as a whole regardless of their personal interests.
I used to be a member of a downtown business group that was designed to facilitate community events to draw people to the area. We were meeting to determine the schedule of events for the year and found out the hard way that not everyone was in it for the same purpose. The group could not come to a decision on a schedule of events because certain members of the group wanted specific types of events that would benefit their business. The, unfortunate, resolution was that the executive team met without all the board members and decided on a schedule because it needed to get done ASAP.
What should have happened could not have because there was no leadership for the group. The board president did not want the position but did it because no one else would. Due to this fact they did not engage the group and lead the decisions. The leader should have been more proactive on making sure the decisions were made within the time frame necessary. For the members who were part of the group there needed to be a greater commitment to do what was best for the community and group as a whole regardless of their personal interests.
April 7, 2010
Disadvantages of Working in Groups
What are some disadvantages of working in groups? Why do you consider these to be disadvantages?
Working in groups can be challenging because of the personalities involved in the group. In contrast to the positive aspect that individuals bring to a group they can also bring difficulties to the group. For a group to be successful the members must all be working toward the same goal and understand their individual roles in the process. Group members who are more concerned with their own personal agenda will not be as willing to contribute to the group success if they do not feel it meets their needs. In the same way if members do not agree with the direction the group is moving they may remove themselves from discussions or participation because they don't want to be associated with the group if it is going the wrong direction.
These disadvantages can be impossible to overcome if the members of the group do not realize the importance of everyone contributing. It may become necessary for group leaders to remind everyone of what the goal is and maybe adjust the goal if it is not agreed upon by all the members. If handled correctly these disadvantages can be turned into positives for the group.
Working in groups can be challenging because of the personalities involved in the group. In contrast to the positive aspect that individuals bring to a group they can also bring difficulties to the group. For a group to be successful the members must all be working toward the same goal and understand their individual roles in the process. Group members who are more concerned with their own personal agenda will not be as willing to contribute to the group success if they do not feel it meets their needs. In the same way if members do not agree with the direction the group is moving they may remove themselves from discussions or participation because they don't want to be associated with the group if it is going the wrong direction.
These disadvantages can be impossible to overcome if the members of the group do not realize the importance of everyone contributing. It may become necessary for group leaders to remind everyone of what the goal is and maybe adjust the goal if it is not agreed upon by all the members. If handled correctly these disadvantages can be turned into positives for the group.
Advantages of Working in Groups
What are some advantages of working in groups? Why do you consider these to be advantages?
Working in groups can be beneficial to the overall success of an organization and the project it seeks to complete. Everyone brings different strengths and weaknesses to a group setting and in turn the weakness of one group member may be compensated by the strength of another. Through complimentary personality traits group members will learn to rely on each other while understanding the value each person brings to the group. Working in a group also allows for the potential of a more diverse and appreciated result as the individual members will each bring their own perspective to the group.
I think on the best illustrations of the need for positive group dynamics is the illustration of the body in The Bible. The illustration talks about everyone being part of the body and without any one part the whole thing fails. The same can be said for working in a group. Everyone has a part to contribute and if they do not participate then the group will not succeed. Yes, it is possible for group to succeed without everyone contributing fully but the success will not be as momentous had everyone done their part.
Working in groups can be beneficial to the overall success of an organization and the project it seeks to complete. Everyone brings different strengths and weaknesses to a group setting and in turn the weakness of one group member may be compensated by the strength of another. Through complimentary personality traits group members will learn to rely on each other while understanding the value each person brings to the group. Working in a group also allows for the potential of a more diverse and appreciated result as the individual members will each bring their own perspective to the group.
I think on the best illustrations of the need for positive group dynamics is the illustration of the body in The Bible. The illustration talks about everyone being part of the body and without any one part the whole thing fails. The same can be said for working in a group. Everyone has a part to contribute and if they do not participate then the group will not succeed. Yes, it is possible for group to succeed without everyone contributing fully but the success will not be as momentous had everyone done their part.
March 5, 2010
Comfortable Christians
I have wondered what it was about midwest (bible belt) christians that bugged me. They seem to have it all together and understand the meaning of their faith but something just doesn't sit right. During a conversation with someone this past week I finally realized what it is. They are not challenged in their faith.
They are comfortable. They don't seem to have any outside factors keeping them from walking in their so-called faith. They show up Sunday morn looking all pressed and pleated making their weekly appearance to appease their own feelings of duty to the church but what about during the week. Are they challenged to share their faith with anyone or do they do like many around them and assume that everyone already goes to church so what's the point? Are they challenged in their daily walk by worldly distractions that keep them from time with God or do they even realize they are not getting that time?
When we lived in the Pacific Northwest it was a different story. I felt that I had to be intentional about getting my focus on God and surrounding myself with others who could keep me accountable to this. I didn't believe that most around me were christians, instead I knew that most of them were not and I could be the one to share with them. My faith was more real to me because I had to make it a priority in my daily life whereas in the midwest it seems that faith is just part of the day, not the focus of it.
It would be like owning a snow shovel and living in Hawaii. You will never have to really use it but if anyone asks you can tell them you have one. You could make it work if you had to but you're pretty comfortable knowing it won't be necessary. In my opinion if you are going to own a snow shovel you should know how to use and put yourself in situations where you can.
They are comfortable. They don't seem to have any outside factors keeping them from walking in their so-called faith. They show up Sunday morn looking all pressed and pleated making their weekly appearance to appease their own feelings of duty to the church but what about during the week. Are they challenged to share their faith with anyone or do they do like many around them and assume that everyone already goes to church so what's the point? Are they challenged in their daily walk by worldly distractions that keep them from time with God or do they even realize they are not getting that time?
When we lived in the Pacific Northwest it was a different story. I felt that I had to be intentional about getting my focus on God and surrounding myself with others who could keep me accountable to this. I didn't believe that most around me were christians, instead I knew that most of them were not and I could be the one to share with them. My faith was more real to me because I had to make it a priority in my daily life whereas in the midwest it seems that faith is just part of the day, not the focus of it.
It would be like owning a snow shovel and living in Hawaii. You will never have to really use it but if anyone asks you can tell them you have one. You could make it work if you had to but you're pretty comfortable knowing it won't be necessary. In my opinion if you are going to own a snow shovel you should know how to use and put yourself in situations where you can.
March 2, 2010
Why do I try?
This is going to be one of those days that if someone does one little thing to upset me I might just tell them where to go. I went to work this morning for an hour and a half. That's it and in about 10 minutes time my day was shot and I was ready to turn in my keys. I am supposed to be in charge of certain programs at the Y. I say supposed to because I am working off a program structure which I would not use, I know won't work, and is not conducive to the benefit of those participating. Yet I have to do it this way because my supervisor has restricted my use of the facilities to the point that there is no other option.
If not for my kids being involved in this and other programs at the Y I would have left me keys when I left today. I am so tired of working someplace where they have no respect for my knowledge and abilities, where I can't do the right things to serve people, and where I get paid like crap. I have done it for 2 years because I believe in the organization and enjoy the programs I oversee but the environment I work in is no longer worth it.
You would think I would have learned by now. So-called, Christian organizations are some of the most unethical and difficult places to work for. Thinking that I can change things that have been going on for years is unrealistic. Some leaders will be the leaders they are no matter how it affects those around them. I hope if I have ever been or ever am this kind of leader that someone will do me the courtesy of pointing it out.
If not for my kids being involved in this and other programs at the Y I would have left me keys when I left today. I am so tired of working someplace where they have no respect for my knowledge and abilities, where I can't do the right things to serve people, and where I get paid like crap. I have done it for 2 years because I believe in the organization and enjoy the programs I oversee but the environment I work in is no longer worth it.
You would think I would have learned by now. So-called, Christian organizations are some of the most unethical and difficult places to work for. Thinking that I can change things that have been going on for years is unrealistic. Some leaders will be the leaders they are no matter how it affects those around them. I hope if I have ever been or ever am this kind of leader that someone will do me the courtesy of pointing it out.
February 22, 2010
Music for Encouragement
There are two songs out there that challenge me everyday to better than I was yesterday. If you get a chance check them out and take the messages to heart.
Jeff Dernlan - Good Man
Brad Knull - Little Life
Thank you both for giving of yourself for the blessing of others.
Jeff Dernlan - Good Man
Brad Knull - Little Life
Thank you both for giving of yourself for the blessing of others.
Music As Motivation
My current class is on Human Motivation and all that goes into it. The focus in on motivation in the workplace but the lessons go so much deeper. I was thinking about this today as I went to town for a quick trip. My wife had mentioned to me yesterday how she was reminded how much music motivated her. I am in total agreement that music is a motivator for our family but it strikes me how the type of music is so varied.
We have a little of everything in our iTunes and as such there is never a shortage for music no matter the situation. What is interesting to me is what is most effective in motivating me. It may surprise many to know that the music which I enjoy and get most energized by is Kid Rock or Eminem. As I sit here typing this I have Eminem's Curtain Call fueling me with inspiration. I had some time earlier today to wonder as to why this music is so influential to me. Kid Rock and Eminem are not exactly everyday role models, most people I know would not listen to them and their lyrics go against everything I grew up being taught.
...well, that's it. These two musical artists are everything I aspire to be in my faith, my family and my daily walk.
-I don't want to be like everyone else. It's not that everyone else is not good but there are only so many times you can fit the right mold and fall in line before you get lost in the crowd. I don't believe I am supposed to just get lost in the crowd.
-I don't want my message to be appealing to everyone. I want it to be hard to hear, uncomfortable to swallow and next to impossible to understand. Anyone can spew the cookie cutter messages that are out there. I don't think that's my calling. If I don't offend someone, most likely traditionalists, with my message then I am not being bold enough.
-I don't necessarily agree with everything I grew up being taught. I don't want to continue the patterns of sin in my family. I am who I am because of my family but that doesn't mean I have to be my family. I grew up with an Uncle and Aunt who were the family outcasts because they lived life for themselves and went against family traditions. I was taught they were wrong for doing this but now I am them. I will not be defined by my family past but rather I will seek to define my families future.
We have a little of everything in our iTunes and as such there is never a shortage for music no matter the situation. What is interesting to me is what is most effective in motivating me. It may surprise many to know that the music which I enjoy and get most energized by is Kid Rock or Eminem. As I sit here typing this I have Eminem's Curtain Call fueling me with inspiration. I had some time earlier today to wonder as to why this music is so influential to me. Kid Rock and Eminem are not exactly everyday role models, most people I know would not listen to them and their lyrics go against everything I grew up being taught.
...well, that's it. These two musical artists are everything I aspire to be in my faith, my family and my daily walk.
-I don't want to be like everyone else. It's not that everyone else is not good but there are only so many times you can fit the right mold and fall in line before you get lost in the crowd. I don't believe I am supposed to just get lost in the crowd.
-I don't want my message to be appealing to everyone. I want it to be hard to hear, uncomfortable to swallow and next to impossible to understand. Anyone can spew the cookie cutter messages that are out there. I don't think that's my calling. If I don't offend someone, most likely traditionalists, with my message then I am not being bold enough.
-I don't necessarily agree with everything I grew up being taught. I don't want to continue the patterns of sin in my family. I am who I am because of my family but that doesn't mean I have to be my family. I grew up with an Uncle and Aunt who were the family outcasts because they lived life for themselves and went against family traditions. I was taught they were wrong for doing this but now I am them. I will not be defined by my family past but rather I will seek to define my families future.
February 17, 2010
The Impact of Goal-Setting on Employee Motivation
Goal-setting in my organization is based on budgetary needs. The goal are set based on the financial needs of the organization and what programs are necessary to fulfill those needs. Although we provide services and classes to our members we do not have goals on the number of participants we anticipate in our programs. Because of the fact that all goal-setting is based on budgets only the department managers and leadership team know the goals. Not having goals that are set and shared outside of budget needs makes it difficult to have any affect on employee motivation. Goal-setting is done for the purpose of placing that target in front of an individual and/or team so that they know what is needed for success.
Within my organization we provide programs for children, teens, families, adults, and seniors. The diversity of programs we offer requires everyone to be on the same page and working toward the same goal as we may be coming at it from different directions. Without turning our members or participants into a number on a piece of paper there needs to be an effort made to set participation goals, membership goals, and financial donation goals. Goals being set will seek to give employees a sense of motivation in working towards a target for the success and growth of the organization. Goals for participation levels will assist those registering participants and the instructors in having an better understanding of the organizational needs for the purpose of recruiting. Membership goals will help in measuring the number of new, canceled and continuing members thus giving a basis for better understanding participation levels.
Instead of being able to measure the positive impact of goal-setting my organization, unfortunately, an example of the negative impact. Not having goals for the employees to work towards takes away much of the ability to motivate employees. The lack of goals causes employees to potentially lose sight of why they work as hard as the do every day. They don't have a target to shoot for, don't know when they succeed, and don't know when they fail. The lack of goals creates an environment where when employees are reprimanded for not contributing to the success of the organization the employee does not have a clear understanding of what is expected of them. When employees don't know what is expected of them then they cannot motivate themselves to succeed.
Within my organization we provide programs for children, teens, families, adults, and seniors. The diversity of programs we offer requires everyone to be on the same page and working toward the same goal as we may be coming at it from different directions. Without turning our members or participants into a number on a piece of paper there needs to be an effort made to set participation goals, membership goals, and financial donation goals. Goals being set will seek to give employees a sense of motivation in working towards a target for the success and growth of the organization. Goals for participation levels will assist those registering participants and the instructors in having an better understanding of the organizational needs for the purpose of recruiting. Membership goals will help in measuring the number of new, canceled and continuing members thus giving a basis for better understanding participation levels.
Instead of being able to measure the positive impact of goal-setting my organization, unfortunately, an example of the negative impact. Not having goals for the employees to work towards takes away much of the ability to motivate employees. The lack of goals causes employees to potentially lose sight of why they work as hard as the do every day. They don't have a target to shoot for, don't know when they succeed, and don't know when they fail. The lack of goals creates an environment where when employees are reprimanded for not contributing to the success of the organization the employee does not have a clear understanding of what is expected of them. When employees don't know what is expected of them then they cannot motivate themselves to succeed.
February 10, 2010
Ineffective Rewards = Inhibits Productivity
In my experiences one of the most ineffective uses of rewards has been for the purpose of appeasement not recognition. The reward was used as a tool to try and keep an employee happy and/or keep them from leaving the organization. The employee, in most cases, was not the most deserving of the reward. This use of rewards not only was ineffective in keeping the employee happy but also had a negative affect on other staff that felt they were more deserving of the recognition. The reward lost some of its luster and impact therefore reducing the motivation of employees to strive for higher levels of performance. There was a reduction in productivity due to the fact that employees realized the recognition they were striving for was not given on the basis of performance but rather as a leverage tool.
Rewards should be given in a manner that not only recognizes the success of an individual or team but instills a desire in other members of the organization to also strive for the same success. When recognition is for political reasons the recognition becomes tainted and less appealing. In the same sense a reward that is not appropriate or relevant to those it is being given will have little motivational leverage in encouraging employees to strive for higher success. A reward needs to be of such quality or status that it requires hard work to achieve and cannot be attained easily by other means.
In my previous studies of psychology one of the studies that was fascinating to me was that of random reinforcement. The class discussion was around paydays and how knowing when the payday is employees will make sure to be at work on that day but may not be as motivated to work other days. The idea was thrown in discussion of what the response would be if payday was not a set day but if employees knew that they would be paid sometime during the week. Would employees be more motivated to show up and work hard every day not knowing when they might be paid. The same can be done with rewards. If rewards are given out on a set day then employees will do their best to put forth a great effort and be present on that day so that they might be considered for the reward. Random rewards could be more effective in eliciting a sustained effort from employees not knowing when they might be rewarded for the work.
Rewards should be given in a manner that not only recognizes the success of an individual or team but instills a desire in other members of the organization to also strive for the same success. When recognition is for political reasons the recognition becomes tainted and less appealing. In the same sense a reward that is not appropriate or relevant to those it is being given will have little motivational leverage in encouraging employees to strive for higher success. A reward needs to be of such quality or status that it requires hard work to achieve and cannot be attained easily by other means.
In my previous studies of psychology one of the studies that was fascinating to me was that of random reinforcement. The class discussion was around paydays and how knowing when the payday is employees will make sure to be at work on that day but may not be as motivated to work other days. The idea was thrown in discussion of what the response would be if payday was not a set day but if employees knew that they would be paid sometime during the week. Would employees be more motivated to show up and work hard every day not knowing when they might be paid. The same can be done with rewards. If rewards are given out on a set day then employees will do their best to put forth a great effort and be present on that day so that they might be considered for the reward. Random rewards could be more effective in eliciting a sustained effort from employees not knowing when they might be rewarded for the work.
February 3, 2010
Extrinsic Motivators and Their Long-Term Effectiveness
Why do extrinsic motivators tend to lose their motivating properties in the long-term?
I believe that the dilemma of extrinsic motivators losing their impact over the long-term has to be analyzed from both the affect of the motivator and the response of those being motivated. According to Reeve (2009), "Extrinsic motivation arises from environmental incentives and consequences." Motivators can become dull and irrelevant if they are not adjusted to reflect the current work culture and the needs of the workers being motivated. The other side of this equation is the response of those being motivated. When people no longer have the will or desire to strive for a high level of achievement then motivators, no matter how exemplary, will be ineffective in their use.
As two teams prepare for Super Bowl this weekend the players on those teams are responding to extrinsic motivators. These teams are striving to excel to the highest level in their profession so as to declare themselves the very best at what they do. The lure of glory and recognition are motivation enough for the whole team and individual players to give everything they have as they compete. The motivation of being able to declare yourself the very best at what you do does not last for ever. In time the luster may wear off that prize, the challenge to achieve the goal may be too hard to overcome, or having achieved the goal already it may not be as important to do it again.
This last scenario is where the response of the person being motivated comes into play. If the individual has worked to achieve a goal with little to no success over time they may lose the desire to keep trying. Incentive programs that are too easy to achieve will become commonplace and employees may not feel continuously challenge to reach for a higher level. The opposite may occur in that if the incentive goals are set too high their may develop a frustration with always trying to achieve a level of success that is unattainable. People, while motivated by the challenge of success, can become frustrated when they feel they are not being given a fair chance at success or become bored with consistent success.
Extrinsic motivators need to be tailored to the workers being motivated so as to elicit the best possible response. Developing an incentive system that is varied will encourage consistent effort from employees who are enticed to earn the rewards.
I believe that the dilemma of extrinsic motivators losing their impact over the long-term has to be analyzed from both the affect of the motivator and the response of those being motivated. According to Reeve (2009), "Extrinsic motivation arises from environmental incentives and consequences." Motivators can become dull and irrelevant if they are not adjusted to reflect the current work culture and the needs of the workers being motivated. The other side of this equation is the response of those being motivated. When people no longer have the will or desire to strive for a high level of achievement then motivators, no matter how exemplary, will be ineffective in their use.
As two teams prepare for Super Bowl this weekend the players on those teams are responding to extrinsic motivators. These teams are striving to excel to the highest level in their profession so as to declare themselves the very best at what they do. The lure of glory and recognition are motivation enough for the whole team and individual players to give everything they have as they compete. The motivation of being able to declare yourself the very best at what you do does not last for ever. In time the luster may wear off that prize, the challenge to achieve the goal may be too hard to overcome, or having achieved the goal already it may not be as important to do it again.
This last scenario is where the response of the person being motivated comes into play. If the individual has worked to achieve a goal with little to no success over time they may lose the desire to keep trying. Incentive programs that are too easy to achieve will become commonplace and employees may not feel continuously challenge to reach for a higher level. The opposite may occur in that if the incentive goals are set too high their may develop a frustration with always trying to achieve a level of success that is unattainable. People, while motivated by the challenge of success, can become frustrated when they feel they are not being given a fair chance at success or become bored with consistent success.
Extrinsic motivators need to be tailored to the workers being motivated so as to elicit the best possible response. Developing an incentive system that is varied will encourage consistent effort from employees who are enticed to earn the rewards.
January 30, 2010
Resistance to Change in Behavior
Why do people often resist efforts to change their behavior?
Change often comes at the expense of losing something or someone that you have become accustomed to. When it comes to behavior change comes at the loss of part of ourselves that we have gotten used to. Change in behavior also requires that you have to admit the behavior is in need of change. If a behavior is negative then the change may be necessary but not always easy. Even a negative behavior can be hard to change because you have to realize that you should have changed it before now and try to understand and rationalize why you didn't. Change is like growth in an organization. Not always pleasant but many times necessary.
I have been a part of several church plants over the years and one of the things that has been proven is that the team you start with is not the same team that will be there after 3 years. It is necessary for the team to get along and work together to get the church planted and help it to grow but more often than not the team grows apart as the church grows because they come to decisions where they have differences and are not prepared to work through it. When it comes to the issue of changing behaviors everyone is somewhat resistant to change because they all feel they are right in their understandings of what needs done. This resistance often comes at the expense of friendships that have been for many years.
I have also had to deal with the resistance to behavioral change with my current employer. Through my employer we did personality profiles trying to understand the various styles in our organization to help us work better together. Through this process it was revealed that my supervisor and I have the same personality type. For my supervisor this was their first time understanding their own personality and the traits of it but I had done this test several times. Due to my history with these profiles I have learned how my behaviors affect my work attitude and have taken lengths to work with it and change the behaviors. My supervisor has not learned how to change their behaviors and as such it has been very difficult to work with them because they do not understand the negative impacts of their behaviors on those they supervise.
Change often comes at the expense of losing something or someone that you have become accustomed to. When it comes to behavior change comes at the loss of part of ourselves that we have gotten used to. Change in behavior also requires that you have to admit the behavior is in need of change. If a behavior is negative then the change may be necessary but not always easy. Even a negative behavior can be hard to change because you have to realize that you should have changed it before now and try to understand and rationalize why you didn't. Change is like growth in an organization. Not always pleasant but many times necessary.
I have been a part of several church plants over the years and one of the things that has been proven is that the team you start with is not the same team that will be there after 3 years. It is necessary for the team to get along and work together to get the church planted and help it to grow but more often than not the team grows apart as the church grows because they come to decisions where they have differences and are not prepared to work through it. When it comes to the issue of changing behaviors everyone is somewhat resistant to change because they all feel they are right in their understandings of what needs done. This resistance often comes at the expense of friendships that have been for many years.
I have also had to deal with the resistance to behavioral change with my current employer. Through my employer we did personality profiles trying to understand the various styles in our organization to help us work better together. Through this process it was revealed that my supervisor and I have the same personality type. For my supervisor this was their first time understanding their own personality and the traits of it but I had done this test several times. Due to my history with these profiles I have learned how my behaviors affect my work attitude and have taken lengths to work with it and change the behaviors. My supervisor has not learned how to change their behaviors and as such it has been very difficult to work with them because they do not understand the negative impacts of their behaviors on those they supervise.
January 27, 2010
Human Motivation - Internal or External
Can human beings be motivated? Does motivation come only from within?
I believe that human beings have the potential to be motivated to accomplish great things. Motivation can cause an individual to excel at sports, start a business, or go to school. The ability for an individual or group of individuals to strive for achievements that are not easily achieved is essential to the long-term success and growth of personal and business attributes.
My journey through classes at UofP is a direct example of human motivation. In May of 2008 due to poor economic factors in my industry I was released from a position I had held for 9 years. I had opportunity to go directly into other industries or look for potential opportunities to develop a business of my own. Having seen the changes in economy and how that could and was affecting the workplace I decided to pursue work in a different field as I started developing my own business. The one thing I was not prepared for was how much my lack of a degree would affect not only getting a job but the willingness of others to support me in my individual business pursuits. After several months of trying to work around this issue it became clear that the necessary course of action was for me to go back to school and finish a degree I started 19 years ago. I was able to transfer many of my previous credits and also get credit for much of my work experience to the affect that I will finish my degree in July of 2010.
The factors of my motivation came from both internal and external origins. My internal motivation was my desire to finish something that I had started so many years ago and also putting myself in a position to effectively provide for my family in a way that was sufficient for our needs. I had actually had motivation to not get my degree as I felt a frustration that the only thing keeping me from getting a job was a piece of paper that says I know what I need to know. I had been working in these positions for the past 15 years and that experience now counted for nothing because I didn't have a degree to back it up. The frustration caused me to delay going back to school for longer than I should have.
This is where the external factors came into play. I wanted to set a good example for my family on finishing what you start and the value of always striving to learn no matter how much you think you know. I also felt a sense of something to prove to all those who would not hire me because of the lack of degree.
I believe that human beings have the potential to be motivated to accomplish great things. Motivation can cause an individual to excel at sports, start a business, or go to school. The ability for an individual or group of individuals to strive for achievements that are not easily achieved is essential to the long-term success and growth of personal and business attributes.
My journey through classes at UofP is a direct example of human motivation. In May of 2008 due to poor economic factors in my industry I was released from a position I had held for 9 years. I had opportunity to go directly into other industries or look for potential opportunities to develop a business of my own. Having seen the changes in economy and how that could and was affecting the workplace I decided to pursue work in a different field as I started developing my own business. The one thing I was not prepared for was how much my lack of a degree would affect not only getting a job but the willingness of others to support me in my individual business pursuits. After several months of trying to work around this issue it became clear that the necessary course of action was for me to go back to school and finish a degree I started 19 years ago. I was able to transfer many of my previous credits and also get credit for much of my work experience to the affect that I will finish my degree in July of 2010.
The factors of my motivation came from both internal and external origins. My internal motivation was my desire to finish something that I had started so many years ago and also putting myself in a position to effectively provide for my family in a way that was sufficient for our needs. I had actually had motivation to not get my degree as I felt a frustration that the only thing keeping me from getting a job was a piece of paper that says I know what I need to know. I had been working in these positions for the past 15 years and that experience now counted for nothing because I didn't have a degree to back it up. The frustration caused me to delay going back to school for longer than I should have.
This is where the external factors came into play. I wanted to set a good example for my family on finishing what you start and the value of always striving to learn no matter how much you think you know. I also felt a sense of something to prove to all those who would not hire me because of the lack of degree.
January 24, 2010
What Ya Thinkin?
The question that haunts me everyday. Not because I don't have an answer but because what I am thinking is not always appropriate or relevant to share. I wonder, when this question is asked, do the people asking really care what I think or is this a polite gesture like asking "How are you doing?" when you see someone on the street. We, as a culture, have got to a point where we are cynical of anyone really caring about us. When we are asked certain questions we give a patent, polite response that ends the conversation but doesn't answer the question.
So here is my question for the day...What are you thinking?
January 23, 2010
Technologies Available to E-Merchants
Through the application of texting capabilities and social networking sites e-merchants have the ability to reach customers in ways not heard of before. Texting services allows e-merchants to reach customers in a more direct and immediate fashion than ever before. Text messages can notify customers of shipping stages, transactions delays, and notification of sales/specials.
Through social networking sites e-merchants can build a fan / customer base that is made up of loyal customers who are interested in company information such as new products, coupons, and special sales. E-merchants can deliver these items directly to the customer base which they already know is interested in their products.
The challenge of new technologies is in finding ways to make them work for the benefit of e-merchants. Not all technologies are easily applied to an organizations customer service programs depending on the type of service or product being sold.
Through social networking sites e-merchants can build a fan / customer base that is made up of loyal customers who are interested in company information such as new products, coupons, and special sales. E-merchants can deliver these items directly to the customer base which they already know is interested in their products.
The challenge of new technologies is in finding ways to make them work for the benefit of e-merchants. Not all technologies are easily applied to an organizations customer service programs depending on the type of service or product being sold.
January 22, 2010
Communication Techniques Used By E-Merchants
E-merchants must keep their customers aware of the steps through the whole process of an online purchase. Through clearly stated policies e-merchants can communicate a lot of information and cut off lots of potential issues before they even begin. Stating the expectations for communications and shipping times that are realistic and do not promise what cannot be delivered will keep expectations of the customer at attainable levels.
Confirmation e-mails of purchases, shipments being sent, and tracking information will allow customers to feel like they are appreciated and respected. E-merchants who don't make it a priority to convey this information to their customers may have excessive questions from customers trying to confirm information that was not delivered to them. Many online merchants will also follow up with phone calls to discuss satisfaction with the process and evaluate the overall shopping experience so as to make it better in the future.
Confirmation e-mails of purchases, shipments being sent, and tracking information will allow customers to feel like they are appreciated and respected. E-merchants who don't make it a priority to convey this information to their customers may have excessive questions from customers trying to confirm information that was not delivered to them. Many online merchants will also follow up with phone calls to discuss satisfaction with the process and evaluate the overall shopping experience so as to make it better in the future.
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