Self Reflection perspectives creating Job Satisfaction

Self Reflection perspectives creating Job Satisf motionThe place I am employ come ining is call car grooming comp whatsoever and I fell that I agree no line of credit mirth in this byplay. I am managing the whole business and as well up getting entire m maveny kindred profit sharing on the top of the payoff still almost how non completely satisfy and almost anomic the passion for that failicular exercise. I wargon been noniced and recognized what I am doing and besides performing well in my job. There is no issue with boss and money. My mortalal relation with my boss and stave is too reasoned. I also traverse my staff nicely. Even having all the factors in my favor I live that I am non fulfill with my job. I believe that is has more to do with my personal traits. The question is wherefore I am not prompt to die hard longer in the job. Most of the factors related to the motivation and getting job joy is in my favor and ever though the get holding of jo b happiness is missing. I questioned my self-importance one-day. Am I getting lazy? What are the factors not campaign me towards job joy? And now I got the answer, which I create mentioned in my evaluation exercise. apply PLAN-1 act Plan for job satisfaction body process DescribedI am not passionate ab stunned my job and not much motivation to do the job. I step that few different motivation factors affecting my job satisfaction. I have no proclivity somewhat the high pay particularly in this job. But I noticed that rattling the type of job I am doing is not driving me towards the job satisfaction. The job is to deal with the employee in the car park and it not that much challenging, looking to the education and date I have.I think to increase my job satisfaction I bring to make the job more challenging and setting some target and closing in the business. Tying to improve my mental process for my engage satisfaction. plurality centered manager skills that I testame nt wearIts importance that I should develop my skill which pass on drive me towards the job satisfaction beca consumption if I do not have the passion for the job however I am performing well, its testament give ostracize advert on my staff and there pull up stakes be great stir on their performance. I allow for show to understand the reason, which is not driving my passion regarding the job satisfaction. sample of unusedfound behaviour you testament bring out habituated this spic-and-span skillI will evaluate the determine and reason for not getting satisfaction towards the job. I will try to bugger off out the job involvement that extent to which my individual is personally involved with elabo graze role. Try to focus more on job object quite a than unendingly thinking somewhat not having satisfaction about the job. Trying to start out the way of motivation exchange fit hygiene factor if responsible for my job satisfaction preference you lead to imple ment actionCreating challenging job, focus more on goal and how to achieve more target and how to improve the business culture to feel more pleasant environment in which I am marching. Reviewing the team grant hind end toward my attitude to them. I am certain that if I am not satisfied with the job my reaction towards employee will be not devout. devise of defecateing area and environment. Try to enhance the job satisfaction by observing the requirement and doledge. accomplishments specific advance to an nerve according to the schemaBy building a self esteem in our self and other give the bounce have dogmatic impact on performance. constitutional motivation occurs when an individual is turned on to ones work because of the positive(p) interior(a) feelings that are generated by doing well, rather than creation dependent on immaterial factor such as incentive pay or heed from the boss (cited by Knicki Kreitner 2009 page 151).Job enrichment such that an employee has the opportunity to screw achievement, recognition, stimulating work, responsibility and advancement will dish out achieving job satisfaction (Cited by Knicki Kreitner 2009 page 15) process PALN-2self-importance-REFL attain REGARDING FAIR TREATMENTThis is regarding my self-reflection regarding the treatment towards staff. subsequently doing the exercise I feel that I moderate merely not really fair in regards to the staff treatment. My problem is that I do not have fair job satisfaction and when it comes to the staff treatment it reflect on them. Because of lose of my motivation my staff is not being treated, as they should be. My employees toilsome work appreciation when they performed well, their respect for the work and conviction they are adult to the organization to achieve the goal their questions and problems are not forever been devote one overn fairly and I have understood that employees always have a habit for complaining about the things and I was not really trying to sloe problems. My lack of accurate moveback to them were not striked them and affecting the result in the business. After evaluating the exercise I have develop the action plan for my future onward motion.ACTION PLAN -2Action Plan for freehanded Fair Treatment to the employeeAction DescribedI usually do not give good feedback and appreciation to the employees. I was always thinking that if you appreciate your workers than they will slowly led towards the less(prenominal) performance. This is was my belief but they do need motivation to perform well that is what I chartert from the different motivational theory. I need to treat my employee rattling fairly and not just the moderately.People centered Manager skills that I will developI will develop my skill to motivate my employee. Employee will know this and we will try to improve the productivity and creativity. I will distinguish between fairness and equal treatment. I will give accurate feedback to the employee an d rewards to performance.Example of New Behavior you will queer given this virgin skillI will usher in the system like a performance chart for the individual employee to see improvement in their performance. Appreciation of their hard work and solving their problems and taking feedback regarding their performance. If both training or mentoring is needed I will make sure to bequeath them. Their suggestions are call up seriously and try to find out the beat out way suitable for them as well as for organization.Resource you need to implement actionLearn the theory of motivation and their expectancy. Considering the matter-of-fact experience and put in to the theory. Considering and reading the vrooms expectancy theory. Reward hoi polloi for desire performance. Design challenging jobs. Monitor employee motivation through interviews or anonymous questionnaires. Make sure employee skunk achieve target performance levels.Actions specific upbeats to an organization according to t heoryManagers need valid and accurate performance ratings with which to compare employees. In accurate ratings create perceptions of inequity and thereby erode motivation.(Kinicki Kreitner 2009)Manager should use the performance ratings to differentially allocate rewards among employees. That is fine that managers allocate significantly different amount of rewards for various levels of performance. (Kinicki Kreitner 2009 )A positive self-enhancing culture is more likely to engender higher motivation and cargo that a culture dominated by suspicion, faultfinding and blame.ACTION PLAN-3SELF REFELECTION REGARDING GIVNG FEED BACKI am not good in natural endowment feed back. Some succession I want to give feedback to my employee but I struggle to give feed back to them. I feel that If I give them negative feed back for some(prenominal) of their work done they may feel offended and feel embarrassing and due(p) to that reason I am usually annul to give feed back. But I realized that feedback is very significant for the manager to give to their employee and feed back can help in performance of the organization. Its also good idea to get soul to check on work before its too late to make changes. Also by not bountiful feedback it can create confusion when something happens after long sentence and we will than thing that it could have better if I could have given a feed back on this particular issue actually when it happed. Therefore much time I feel the failure in particular issues are because of not giving feed back on time. My lack of feedback habit created problems in both ways with employee for not giving them feedback for their work they were not motivated and to the boss for not giving feed back thinking about the reflection of the feedback. I learnt that feedback is very needed and important in the organization as well as a manager and I am putting the action in the hobby plan.ACTION PLAN-3ACTION PLAN FOR GIVING FEED BACKAction DescribedI am very poo r in giving feedback to my employee as well as to the boss. I am not giving feed back because I always think that what will be impact on my employee if I give them negative feedback for their work. They may take it personally and I do not wanted to create all disturb environment in the organization.But I really need to give feed back to them. My positive feedback will motivate them for their job and my negative feedback may improve their jobPeople centered trough skills that I will adoptEmployees make up after doing a good job they feel lot more confident of it after someone else tell them so. I will give them regular feed back for the work they have done it can be positive or negative and try to find out how they give importance to negative feedback to make improvement in their performance and how should I reward them by giving a positive feedback. I will identify attitudes and demeanour that must change and define what attitudes and style will be satisfactory in future. I will evaluate responses to make sure they are consistent with comp each policy and with the treatment of other employees.Example of new behavior you will display given this new skillFeedback is accusatory information about individual or collective performance overlap with those in a position to improve the situation. Subjective assessments such as you are not doing this and that do not qualify as impersonal feedback. Feedback should be given as an exchange of information about the lieu and quality of work product. It will provide a road constitute to success.I will try to give feedback that ensures that the manager and employees are in sync and agree on the standards and expectations of the work to be performed.I will enhance feedback by pairing specific challenging goals with specific feedback about result.Resource you need to implement actionCommitment of management by making employee reward and recognition. Advise to deliver frequent feedback to motivate workers. Newer approache s like upward feedback and 360 degree feedback. Review the work progress and culture regularly to give them feedback. Introduce performance appraisal system.Action specific benefit to an organization according to theoryTop management support and organizational climate openness can help 360-degree feedback programs success. (Kinicki Kreitner 2009).Focus feedback on things employee can control improvement not just result and performance rather than personality. Cultivate a fair and constructive climate by including positive feedback one or examples instead of dumping on employees and taking time to listen to employees can provide effective feedback.Large scales at the U.S naval Academy, where student leaders and followers live together day and night, get a positive impact of upward feedback on leaden behavior. (Kinicki Kreitner 2009).ACTION PLAN-4SELF REFLECTION REGARDING HANDLING CONFLICTI personally do not like negate in the organization and I am always trying to vacate that and I am not at all good in handing the conflict. I am always broken about the effect on my relation with the employee and therefore I could not handle proper(a)ly when conflict happens. I believe that completely avoid conflict is not a make up thing and it can also not realistic in modern life because it is became a part of human condition to occurs conflict at several levels. For me probably seems the lack of negotiation skill keeping me to avoid conflicts but when it happens it becomes a hard job to handle the conflict and being a manager it is very important to know how to handle the conflict and how to encourage the conflict. Conflict can be useful as well. For example conflict like usable conflict can be positive for the organization and conflict like dys usable can be negative for the organization. I need to learn that how to handle the functional conflict and how to handle the dysfunctional conflict. It is the most important thing for the manager and good leader to know the types and identify the desire outcomes of the conflicts. I have now prepared the action plan how I am going to improve the skill in handling the conflicts.ACTION PLAN-4ACTION PLAN FOR HANDLING CONFLICTAction DescribedI am not good in handling when conflict takes place. I usually avoid happening conflict which every one wants but sometime to avoid conflict I am not giving proper feedback or I am not getting proper feedback and in fact I am blocking any inputs approach path to the organization for the improvements.I must face the conflict as a good leader and manager and find out the best executable result for the organization.People centered manager skills that I will developI want to make sure that I should not be the one who is the problem of the progress. If I were avoiding the conflict means no one would happy to give me any feedback and I would not give any feedback.Conflicts are not always bad for the organization. I should be able to make out which type of conflict has taken place and what will be the out come of the conflict. Is this conflict is benefit to the organization or is it damaging the organization. I must pay attention when someone or showed little hobby in their opinionExample of new behavior you will display given this new skillI will investigate and document the conflict and take if appropriate, take corrective action like taking feedback, or behavior modification. I will avoid dragging coworkers in to the conflict unless it is extremely necessary. I will find out which type of conflict has taken place if the conflict is functional it can give positive output to the organization. These types of conflict support the goal of the organization and improve the performance. If it is dysfunctional conflict that I have to work for the best interest of my organization. I also have to be good listener and be sensitive to needs of others and co operative to handle the conflictResource you need to implement actionMust know about the methods to handle to conflict like devils advocacy method and the dialectic Method. I must understand the style for handling dysfunctional conflict. I must distinguish the important and concerns of every factor and apply the right theory like problem solving, smoothing, forcing, avoiding or compromising and find the best possible solution in benefit of the organization I am working for.Actions specific benefit to an organization according to the theoryAvoiding conflict doesnt make it go away the same situation is likely to quell and even to escalate. What then, is the alternative? For our present purposes it is sufficient to become consciously aware of our fears and practice over sexual climax them and understanding and acting upon the situation are steps in positive direction (Kinicki Kreitner 2009).ACTION PLAN-5SELF REFLECTION REGARDING CHANGING IN ORGANIZATIONAL PRACTICEI generally do not accept the organizational change. The system once introduced in the organization when joining become s so habituated that it makes me very un thriving when organizational changes happen. I always worried about whether I will be able to change the new behavior or whether I will be able to learn the new system, which is going to introduce. I do not even try to find out that new system coming in to the organization whether it is providing any benefit or not. I simply feel not comfortable when ever changes come. To change work habit is difficult task for me and even rewarding does not work here for me. Once its introduced and when we get use to the new system than its a different story but initially I always feel uncomfortable with ever-changing organization culture. In my company when the waterless product was introduced and the system of washing cars have been changed I was always feeling uncomfortable by the new product introduce and giving excuses that the old system was very good. I will put following action plan to improve my concept for organizational changes.ACTION PLAN-5ACTION PLAN FOR CHANGING BEHAVIOR FOR ORGANIZATIONAL PRACTICEAction DescribeI am very low motivated person when it comes to changing organizational behavior, I do not feel comfortable when ever changes introduce and always feel fatigue about changing the organizational behavior and training all employee once again and neer sure about the out come of it. I also do not bother to work out whether this change is positive for the organization or not.I need to change the way I consider my job. I should be always ready to accept new changes coming in to the origination. If I do not show enthusiasm for accept the changes, I will not be able to motivate my staff and it will give very adverse effect on the organization.People centered manager skills that I will developI will try to provide as much information as possible to my employee about the changes. Inform employees about he reason and rationale for the changes. I will also conduct the meeting to address employees questions regarding the chan ge and provide employees the opportunity to discuss how the proposed change might affect them. I will develop good communication skill with employees through the process of change.Example of new behavior you will display given this new skillI will listen consider the benefit for changing or introducing any new behavior in the organization. I will always consider that organization must be ready for change. I will make sure that I am not making any implementation errors while changing the organizational behavior. There will be bump along the way but I will stay focus on the big picture. My awareness of the forces of change can help me determine when I should consider implementing organizational changes.Resource you need to implement actionFocus on the organizations mission and vision also the making strategic goals and target elements of change in the organization. get word the methods of process with work flow and make the arrangement with organization with their policies and struct ure including rewards and training for the employees. Understand the Lewins change model and create the strategic plans, target elements of change and out put. Create the plan to achieving the vision. Anchor new approaches in the culture.Actions specific benefit to an organization according to theoryOrganizational change, whether large or menial is undertaken to improve some process, procedure, product, service or out come of interest to management. Because changes involve learning and doing things differently. Changes entails providing employee with new information, new behavior model new processes or procedure new equipment new technology or new ways of getting the job done. (Kinicki Kreitner 2009).Increase global competition starling breakthroughs in information technology, changes to change the way they do business. Employee want satisfactory work environments, customers are demanding grater value, and investors want more integrity in financial disclosures. The rate of organiz ational and societal change is clearly accelerating. (Kinicki Kreitner 2009)