Professional Development and Management Theories - Essay Example

Teacher’s ID Professional Development & Management Theories The understanding gathered by studying management theories, I have realized that theories presented in 19th and 20th century, have a great relevance and scope of application in today’s work places. These theories not only act as guidelines for managers but also for subordinates as well. Applying theories like equity theory, situational leadership and many other leadership and motivation theories enables employees to understand the situations that they are encountering, responses of the recipients and also the ideal actions that one should take after assessing the conditions and requirements. While performing analysis of my work history and my related experience, I learnt that by understanding management theories like Maslow’s hierarchy of needs, Herzberg motivation theory and equity theory I became a better worker as I was able to assess the factors that motivated and de-motivated me. I have worked in a security agency full time for around five years now. During this period, I have worked in security for two years and later on I was rotated to the management department. During the first two years of my employment, it was difficult for me to adjust as work conditions were not amiable and I did not get along well with my manager. Due to these differences, I was least motivated to come over to work let along giving my 100 percent input towards the job. Although salary package and other benefits were market-competitive and the job was stable even during times of recession however it was not fulfilling for me. Secondly, due to differences with my manager, I was also finding it hard to be a part of special assignments since the guidelines were not clear or his attitude was not acceptable for me. As a result, my relationship with other co-workers was also getting strained. I shared my discontent with my HR manager and how I would wish to stay with the company but things were getting difficult. After listening to my concerns and checking out my performance record, HR department rotated me to the management department. After a while, I liked my work and also the work environment in the deportment. I realized that manager was also very considerate. In fact, he used to pay personal consideration to every team member and also treat them after considering their personal needs. After spending an year in this department, I came to know that one of my friends who was also at the same position, was getting more salary than me which lowered my motivation for a little while despite other work related elements remaining the same. After talking to my department manager in an appraisal meeting, I shared my expectations with them and received the desired raise. These changes in my motivation level made me analyze the factors that had a tendency of affecting my willingness to work effectively and efficiently with the same company. For this purpose, I studied few management theories and tried to identify basic reasons behind changes in my motivation level. In the beginning of my career, I was content with my work and also with the working conditions. However, my tolerance for adverse working conditions changed after my friend told me about other positions. Analyzing my attitude towards work conditions in the light of Maslow’s hierarchy of needs, I realized that my basic physiological, safety and belonging needs were fully satisfied since I had other opportunities along with family support (Torrington, Laura and Stephen 313). Therefore, I needed more esteem at workplace as the attitude of manager was not conducive enough. I realized that satisfaction of basic needs has an important role in other overall satisfaction level regarding work. Secondly, when I was shifted in the management department, I found the work conditions very amiable. Although salary, benefits and other facilities remained the same but nature of work became very interesting as manager was really supportive. Studying Herzberg theory helped me understanding that there are different factors that motivate and de-motivate us (Torrington, Laura and Stephen 172). Where motivators are the intrinsic factors like achievement, recognition etc providing us satisfaction hygiene factors like work conditions, salary and benefits etc can be the cause of our dissatisfaction. In my case, my hygiene factors were work conditions and manager’s attitude and motivators were recognition, nature of work and level of responsibility. Lastly, when I examined reasons behind my dissatisfaction after shifting to management department, I found equity theory greatly helpful. According to this theory, workers compare their inputs in the jobs with the outputs that others are getting. I realized that I was at the same position as my friend however he was receiving better remuneration than me. As a result, the same job appeared less appealing till I received the desired pay raise along with change in title. Hence, the equity was restored. A critical analysis of my motivational factors and also the kind of managers I have worked with made me understand the working conditions that were conducive for me. In the given scenario, there were various options available to me. I have seen my friends switching randomly in early years of their career. There were a lot of times when I believed that switching was a better option. I strongly believe that switching is suitable when it is done in terms of career progression and better opportunities in terms of learning and remuneration. However, in the given scenario, the only issue was unsuitable work environment. Given this factor, I believe that it is better to discuss this issue with my supervisory authority or perhaps the management. In addition to that, another option would be to look for better incentives in the given job. This strategy would be a little self-deceptive and focused on diverging one’s attention from the pressing issues. I practiced it for sometime but it was not self-fulfilling. At one point, staying at the same job and asking my managers to send me for certifications and in-house trainings to enhance my skills set. Such incentives would help a dissatisfied worker to divert their attention from disturbing factors to appealing learning and development opportunities that their employers can offer. This explains why I opted to talk to my HR manager and got myself rotated to another department where work was more interesting and practices were more streamlined and organized. Similar situation of discontent hit me again when I came to know about my friend’s salary. They had a position open at his employer and I had a good personal profile according to their organization. So the two options that I had was to look around for other positions that were more lucrative and satisfy my needs that were not being fulfilled at my present employer. Another option would be to have a discussion with my manager and derive an amiable solution of the problem in hand. Analyzing the situations that have encountered, I have learnt that it is better to have a clear understanding about one’s needs. Such analysis helps one identify the factors that either not conflicting our needs or not satisfying them according to Maslow’s hierarchy of needs and Herzberg theory. Therefore, a preliminary step in my pursuit of future improvement would be to analyze the causative agents behind present distress at a workplace. Another major step to this improvement plan is to have better relationship with the managers and also be a major of part of the team. Without having a reasonable contribution and value addition in department’s or organization’s development and progress, it is not only difficult to convince one’s supervisors to provide the opportunities that one may need as a source of satisfaction but also it will be difficult to have self-recognition. This analysis also helped me get an understanding of my own potential and also what kind of working environment will make me thrive more. Therefore, my actions plan involves understanding of what I need and what motivates. Secondly, instead of being willing to switch very easily, I will look for better learning opportunities within the current job. Before asking for any opportunities, it is suitable to be aware of one’s contribution. Thirdly, I would prefer building my profile and skills while staying with the present employer in order to secure better opportunities later. So, in other words, every employment is not only a source of earning but also a path of self-development in a professional and personal horizon. Lastly, I would prefer being aware of requirements of other employers and preparing myself accordingly. It stands as a fact that management theories can be an effective source of guidance for employees as well as management. These theories not only makes one be aware of what motivates them but also tend to be suggestive of the suitable course of action. Using Maslow’s hierarchy of needs, Herzberg two factors theory and equity theory helped me in analyzing factors that motivate me or make me dissatisfied with my nature of work. It was evident that role and leadership style of my supervisor and equity in remuneration is important for me. Therefore, in the pursuit of restoring one’s motivation, it is important that one is aware of their needs, potential and value addition. Awareness of these areas can be helpful in making career related decisions in future. Work Cited Torrington, Derek, Laura Hall and Stephen Taylor. Human Resource Management, 6th ed. Prentice Hall: Harlow, 2005. Print. Read More