Being Assertive instead of Being Aggressive at Work - Essay Example

 Being Assertive instead of Being Aggressive at Work ABSTRACT Individuals face difficulties when they enter a profession unprepared for it. This paper aims to highlight some key skills required to be practiced and mastered by individuals, aiming to start a career. Learning to be assertive is very important in career preparation. Assertiveness is a way of communicating what one wants respectfully but firmly. Training in assertiveness can not only help in enhancing work productivity of an employee but can also contribute towards a successful career. Owning a pro active disposition is another key to success in career. Being proactive means attempting to do what one can do: To respond instead of merely reacting to the situation. When going for a career start, it is important to understand the present day workplace. The 21st century workplace is diverse in terms of culture, race and gender; it is global. Employees must be prepared to deal with people from any part of the world confidently and without bias. One should enter a career with a positive attitude towards team work. Organizational success depends on team work and communication is the key to a good team spirit development. Career development in the world of new technology depends on one’s ability to adapt to the new technology. All individuals preparing for any career should keep the above points in mind in order to become successful professionals. INTRODUCTION Work place environment greatly affects the well being, health, productivity and motivation to work in the employees (Jones, 2001). Work place environment is a factor of the behavior of employees therefore it is up to them to maintain a healthy workplace environment. According to (Scott & Judge, 2006), the personal traits and the affective states experiences by people in organizational setups determine the quality of work place atmosphere. To play their role in contributing towards a healthy work place environment, one should enter any career after being well prepared to deal with the challenges of a work place (Jones. 2001). Self mastery, conquering control on persona; traits via personal and independent victories of self control is basic and very important if one wants to reach the level of interdependence in an organization (Covey, 1989). 1. BEING ASSERTIVE INSTEAD OF AGGRESSIVE AT WORK Assertiveness is the key to respectful survival in work place (Weinberg & Cooper, 2007). Assertiveness is sometimes confused with aggressiveness. In reality, there is a difference between the two. Aggression refers to pushing others to get what one wants, while assertiveness means to stand up for one’s rights, still respecting the other’s point of view. Assertiveness is a way of communicating what one wants respectfully but firmly (Sparks, et al; 2001). According to one study by Rabin & Zelner (1992), assertiveness is a major contributing factor in job satisfaction. Training in assertiveness can not only help in enhancing work productivity of an employee but can also contribute towards a successful career (Rabin & Zelner, 1992). Though the line separating aggressiveness and assertiveness may be thin, the consequential implications of both behaviors are contrasting. The result of aggression is usually negative feelings in others and both parties not getting what they want while assertion leads to what one wants without conflict and in such a way that the other party does not feel defeated (Glomb, 2002). 2. BEING PROACTIVE IN CAREER According to Covey (1989), change always originates from within; so it is best to identify what one can do instead of attempting to do whatever comes in one’s way. A proactive disposition, according to Bandura (2001; cited in Stadtler, et al, 2010) refers to bring change and complete tasks by one’s actions. There are three kinds of agentic behavior which form a mutually reinforcing cycle and are believed to contribute towards a proactive orientation. These include: self directed goal setting, self directed skill development and network building (Stadtler, et al, 2010). Stadtler and colleagues (2010) have also identified the process by which a proactive disposition can lead to a proactive work orientation via a cyclic process using the above mentioned three agentic behaviors. When goal setting is done, gaps in skills are identified and the individual is motivated to develop skills; this process of skill development is obviously impacted by the external and internal networks. This is how a person comes to adopt a fully proactive orientation. A study by Seibert and colleagues (1999) confirmed that proactive personality leads to career success. The research results and regression analysis of the data showed that subjective as well as objective career success increases with proactive disposition (Seibert, et al; 1999). All individuals must learn to be proactive if they are to build a sound and stable career (Covey, 1989). 3. GLOBALIZATION IN THE WORLD OF WORK The nature of workplace has changed in general during the past few years. According to Sparks (2001), the organizational industry witnessed a high scale globalization in the 1980’s, which had impact on almost the whole industrial sector. There were mergers, acquisitions, strategic alliances and privatizations on a large scale. Globalization gives rise to cultural diversity. As organizations grow to become international, interaction between individuals, employees, customers, managers and employers from diverse cultures become a necessity (Workplace Communication, 2011). In one study based in Indonesia, researchers Sitalaksmi & Ismalina (n.d) identified the possible impact of industrialization. They claim that industrial globalization can lead to job insecurity, change in the nature of job and contract, job openings for young people familiar with technology, high pressures to increase efficiency and cultural frustration. When going for a career start, it is important to understand the present day workplace. The 21st century workplace according to Sparks (2001) is diverse in terms of culture, race and gender; it is global. Employees must be prepared to deal with people from any part of the world confidently and without bias (Workplace Communication, 2011). Research has shown that organizational patterns of people from various countries and races are culture specific and these patterns must be understood by all successful employees in a globalized organization (Fine, et al; 1990). 4. BUILDING SUCCESSFUL WORK TEAMS Covey (1989) has identified a basic principle when it comes to team work: Think win/win. According to this principle, one should always come up with a deal that turns out fruitful for both the parties, and if this is not possible, it is best to make no deal. Trustful communication and synergizing are yet other components of organizational behavior that are must for building successful teams. This can be achieved via trustful communication (Covey, 1989). It is usually considered the job of a manager to build up and maintain team spirit, which is why it is said that a managerial job is very demanding (Sparks, 2001). Apart from the manager, all individuals in the team should try their best to communicate well with the team members and manager. While stressing the need of successful and productive team for the organization and individuals who are part of it, Wheelan (2010) suggests the following principles: always expect success, maintain an optimistic attitude towards team work, always value the superior quality and service, pay attention to details, value team recommendations, set out clear goals and roles of team members and reward teamwork. 5. NEW TECHNOLOGY IN WORK PLACE According to Sparks (2010), new technology was introduced in the industrial sector in 1960’s. A revolution came in the industrial sector as computers became common. Technology is still developing at a very fast pace. Ouadahi (2008) conducted a study to identify the factors in resistance to or acceptance of new technology in workplace. These include psychological characteristics of the potential adopters, namely: open-mindedness, self-efficacy, interest in the new technology, and remaining years in service. Behavior towards new technology at workplace is also dependent upon perceptions and usefulness of the technology being introduced. Career development in the world of new technology depends on one’s ability to adapt to the new technology. Some organizations offer technology training courses for their employees, if given the chance, one should grab these opportunities to stay abreast with latest technology and it’s usage in their line of work (Weinberg & Cooper, 2007). CONCLUSION To sum up, in light of above discussion, it can be concluded, that five issues must be kept in mind while preparing for a career. These include the understanding the difference between aggression and assertiveness and realizing the benefits of assertiveness; building a pro active disposition and wetting one’s hands only when one is confident of self abilities in that field; understanding the demands of globalization and respecting all cultures; embracing new technology with an open heart and trying to adapt with it and lastly, trying to build work team spirit. If all these points are kept in mind, and all these qualities are practiced, individuals can definitely excel in their careers and climb the ladder of success in their field of work. REFERENCES Covey, S. R. (1989). The 7 habits of highly effective people. New York: Fireside. Fine, M. G; Johnson, F. L & Ryan, M.S. (1990). Cultural diversity in the workplace. Public Personnel management, Vol. 19(3): p. 305-319. Glomb, T. M. (2002). Workplace anger and aggression. Journal of organizational health psychology, Vol. 7(1): pp. 20-36. Jones, K.(2001). Importance of positive working environment. The Russia Journal, Issue 347. (Online). Available at: http://www.russiajournal.com/node/11385 Accessed: July 13th, 2011. Ouadahi, J. (2008). A qualitative analysis of factors associated with user acceptance and rejection of a new workplace information system in the public sector. Canadian Journal of Administrative Sciences, Vol. 25(3): p. 201-215.  Rabin, C & Zelner, D. (1992). The role of assertiveness in clarifying roles and strengthening job satisfaction. The British Journal of Social Work, Vol. 22(1): 17-32. Scott, B.A & Judge, T.A. (2006). The interactive effects of personal traits and experienced states on intra individual patterns of citizenship behavior. Academy of management Journal, Vol. 49 (3): 561-575. Seibert, S. G; Micheal, C.J & Kraimer, M.L. (1999).Proactive personality and career success. Journal of Applied Psychology, Vol. 84 (3): pp. 416-427. Sitalaksmi, S & Ismalina, P. (n.d). Globalization, jobs and workplace conditions: A case of Indonesia. (Online). Available at: http://siteresources.worldbank.org/ INTLM/Resources/390041-1141141801867/2275364-1173208460685/ Sitalaksmi_Ismalina_Indonesia.pdf Accessed July 10th, 2011. Sparks, K; Faragher, B & Cooper, C.L. (2001). Wellbeing and occupational health in the 21st century workplace. Journal of organizational and occupational psychology, Vol. 74: pp. 487-509. Stadtler, L; Schmitt, A; Klarner, P & Straub, T. (2010). More than bricks in the wall. Heidelberg: Gabler Verlag. Weinberg, A & Cooper, C.L. (2007). Surviving the workplace. London: Thomson Learning. Workplace Communication. (2011). Meaning of workplace globalization. (Online). Available at: http://www.workplace-communication.com/meaning-globalization.html Accessed: July 10th, 2011. Wheelan, S.A (2010). Creating effective teams: A guide for leaders and members. California: SAGE publications ltd. Read More