Self Reflection perspectives creating Job Satisfaction

Self Reflection perspectives creating Job Satisfaction The place I am working is call car grooming company and I fell that I have no job satisfaction in this job. I am managing the whole business and also getting good money like profit sharing on the top of the wages but some how not completely satisfy and almost lost the passion for that particular work. I have been noticed and recognized what I am doing and also performing well in my job. There is no issue with boss and money. My personal relation with my boss and staff is also good. I also handle my staff nicely. Even having all the factors in my favor I feel that I am not satisfied with my job. I believe that is has more to do with my personal traits. The question is why I am not motivated to stay longer in the job. Most of the factors related to the motivation and getting job satisfaction is in my favor and ever though the feeling of job satisfaction is missing. I questioned my self one-day. Am I getting lazy? What are the factors not driving me towards job satisfaction? And now I got the answer, which I have mentioned in my evaluation exercise. ACTION PLAN-1 Action Plan for job satisfaction: Action Described: I am not passionate about my job and not much motivation to do the job. I feel that few different motivation factors affecting my job satisfaction. I have no desire about the high pay particularly in this job. But I noticed that actually 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 experience I have. I think to increase my job satisfaction I need to make the job more challenging and setting some target and goal in the business. Tying to improve my performance for my own satisfaction. People centered manager skills that I will develop: Its importance that I should develop my skill which will drive me towards the job satisfaction because if I do not have the passion for the job even I am performing well, its will give negative impact on my staff and there will be great impact on their performance. I will try to understand the reason, which is not driving my passion regarding the job satisfaction. Example of new behavior you will display given this new skill: I will evaluate the values and reason for not getting satisfaction towards the job. I will try to find out the job involvement that extent to which my individual is personally involved with work role. Try to focus more on job goal rather than always thinking about not having satisfaction about the job. Trying to find out the way of motivation like hygiene factor if responsible for my job satisfaction Resource you need to implement action: Creating challenging job, focus more on goal and how to achieve more target and how to improve the business culture to feel more comfortable environment in which I am working. Reviewing the team feedback toward my attitude to them. I am sure that if I am not satisfied with the job my reaction towards employee will be not good. Design of working area and environment. Try to enhance the job satisfaction by observing the requirement and knowledge. Actions specific benefit to an organization according to the theory: By building a self esteem in our self and other can have positive impact on performance. Intrinsic motivation occurs when an individual is turned on to ones work because of the positive internal feelings that are generated by doing well, rather than being dependent on external factor such as incentive pay or compliments from the boss (cited by Knicki Kreitner 2009 page 151). Job enrichment such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility and advancement will help achieving job satisfaction (Cited by Knicki Kreitner 2009 page 15) ACTION PALN-2 SELF-REFLACTION REGARDING FAIR TREATMENT: This is regarding my self-reflection regarding the treatment towards staff. After doing the exercise I feel that I moderate but not very 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 lack of my motivation my staff is not being treated, as they should be. My employees hard work appreciation when they performed well, their respect for the work and time they are giving to the organization to achieve the goal their questions and problems are not always been taken 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 feedback to them were not motivated them and affecting the result in the business. After evaluating the exercise I have develop the action plan for my future improvement. ACTION PLAN -2 Action Plan for giving Fair Treatment to the employee Action Described: I 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 performance. This is was my belief but they do need motivation to perform well that is what I learnt from the different motivational theory. I need to treat my employee very fairly and not just the moderately. People centered Manager skills that I will develop: I 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 and rewards to performance. Example of New Behavior you will display given this new skill: I will introduce 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 any training or mentoring is needed I will make sure to provide them. Their suggestions are consider seriously and try to find out the best way suitable for them as well as for organization. Resource you need to implement action: Learn the theory of motivation and their expectancy. Considering the practical experience and put in to the theory. Considering and reading the vrooms expectancy theory. Reward people for desire performance. Design challenging jobs. Monitor employee motivation through interviews or anonymous questionnaires. Make sure employee can achieve target performance levels. Actions specific benefits to an organization according to theory: Managers 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 critical 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 commitment that a culture dominated by suspicion, faultfinding and blame. ACTION PLAN-3 SELF REFELECTION REGARDING GIVNG FEED BACK: I am not good in giving feed back. Sometime 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 any of their work done they may feel offended and feel embarrassing and due to that reason I am usually avoid to give feed back. But I realized that feedback is very important for the manager to give to their employee and feed back can help in performance of the organization. Its also good idea to get someone to check on work before its too late to make changes. Also by not giving feedback it can create confusion when something happens after long time 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 m otivated and to the boss for not giving feed back thinking about the reflection of the feedback. I learnt that feedback is very necessary and important in the organization as well as a manager and I am putting the action in the following plan. ACTION PLAN-3 ACTION PLAN FOR GIVING FEED BACK: Action Described: I am very poor 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 any 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 job People centered manger skills that I will adopt: Employees even 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 behavior that must change and define what attitudes and behavior will be acceptable in future. I will evaluate responses to make sure they are consistent with company policy and with the treatment of other employees. Example of new behavior you will display given this new skill: Feedback is objective information about individual or collective performance shared with those in a position to improve the situation. Subjective assessments such as you are not doing this and that do not qualify as objective feedback. Feedback should be given as an exchange of information about the status and quality of work product. It will provide a road map 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 action: Commitment of management by making employee reward and recognition. Advise to deliver frequent feedback to motivate workers. Newer approaches 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 theory: Top 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, discover a positive impact of upward feedback on leaden behavior. (Kinicki Kreitner 2009). ACTION PLAN-4 SELF REFLECTION REGARDING HANDLING CONFLICT: I personally do not like conflict in the organization and I am always trying to avoid that and I am not at all good in handing the conflict. I am always worried about the effect on my relation with the employee and therefore I could not handle properly when conflict happens. I believe that completely avoid conflict is not a right thing and it can also not possible 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 functional conflict can be positive for the organization and conflict like dysfunctional can be negative for the organization. I need to learn that how to handle the functional conflict and how to handle the dysfunc tional 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-4 ACTION PLAN FOR HANDLING CONFLICT Action Described: I 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 coming to the organization for the improvements. I must face the conflict as a good leader and manager and find out the best possible result for the organization. People centered manager skills that I will develop: I 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 interest in their opinion Example of new behavior you will display given this new skill: I 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 conflict Resource you need to implement action: Must 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 theory: Avoiding conflict doesnt make it go away the same situation is likely to continue 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 overcoming them and understanding and acting upon the situation are steps in positive direction (Kinicki Kreitner 2009). ACTION PLAN-5 SELF REFLECTION REGARDING CHANGING IN ORGANIZATIONAL PRACTICE: I generally do not accept the organizational change. The system once introduced in the organization when joining becomes so habituated that it makes me very uncomfortable 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 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 w as very good. I will put following action plan to improve my concept for organizational changes. ACTION PLAN-5 ACTION PLAN FOR CHANGING BEHAVIOR FOR ORGANIZATIONAL PRACTICE Action Describe: I 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 never 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 accepting 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 develop: I 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 change 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 skill: I 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 action: Focus on the organizations mission and vision also the making strategic goals and target elements of change in the organization. Understand the methods of process with work flow and make the arrangement with organization with their policies and structure 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 theory: Organizational change, whether large or small 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 organizational and societal change is clearly accelerating. (Kinicki Kreitner 2009)

Living Together Before Marriage

Living together before making our vows would have reassured us about a lifelong commitment. From my own experience, I believe that couples should live together before getting married, so they can start to know each other on a closer, more personal level; moreover, they can start thinking about the compatibility of their future spouse. Couples start knowing each other on a closer, more personal level when they live together, which prepares them for a married lifestyle. For starters, you learn what your partner likes and dislikes, although this isn't always easy.There is a lot to discover about your partner and from your partner; the only way to do this successfully is to move in together. For example, does he like broccoli, female mud wrestling, sleeping with the windows open? Maybe he likes to spend the whole weekend on the couch watching basketball! Believe it or not, it's little details like these that can often make or break a relationship. Second, you learn what kind of bad habit s you and your partner have and whether or not you can get rid of them.I really don't like it when my husband forgets to fill the ice trays, forgets to replace the empty toilet paper holder, or leaves the toilet seat up; I, on the other hand, tend to forget to put perishables in the refrigerator after I take them out for cooking, and I leave the clothes in a pile, all wrinkled, when they come out of the dryer. Moreover, you can see how much fun you have with each other and realize how much you would miss by not getting married.Try to plan a vacation in advance, have a dinner date in town after work, or go to the movies on a Wednesday night when you know you have to get up for work the next morning. In other words, find out how romantic and imaginative your partner can be. Life can be tough and boring; it takes two creative and motivated people to keep a relationship alive. I think that couples can make a wiser decision about the lifelong compatibility of their future spouse if they live together. To begin, you can learn if you or your partner is ready for marriage by seeing his or her reaction to the â€Å"m† word-marriage.You need to ask yourself if you are ready to have children with your partner, and if you are ready to stay with this person for the rest of your life through thick and thin. It is also beneficial to learn if you and your partner are both suited for monogamy; some people find it hard to be sexually faithful to one person. In addition, you can see how your partner reacts to real-life situations. If something dramatic happens to one of you, like a car accident or a major illness, what is his reaction going to be and how will he behave differently in private or in public?Perhaps he is the type of guy who talks big, but can't handle life's difficult moments or be a good caretaker. Finally, living together you won't have the pressure of a marriage certificate hanging over your head, especially when some people have a real phobia about that little piece of paper. Living together means that the taxes are easier, you do not have expenses in case of a messy divorce, and you can make a lot of decisions before you enter into a relationship that is bad for your health, physically and emotionally.Being free of the pressures of marriage, you stand a better chance of knowing your partner as a real person. By living together before marriage, each partner has the opportunity to practice being married. A marriage has the best chance for surviving if each partner is absolutely sure they have chosen the right mate. This act of being â€Å"extra nice†? cannot go on forever. During this â€Å"practice†? period, let†tms say one partner discovers some trait or characteristic that is extremely bothersome.Marriage is a serious endeavor, and the more knowledge one has regarding his/her partner is an important aspect. Living together will naturally increase the time together, which leads to the knowledge needed to know i f you have chosen the correct mate. Living together in my opinion will expose the true person. I respect their opinions, but on the other hand I don†tmt preach to others how to live their lives and expect the same in return. Living together before marriage has financial benefits to the couple. Myself, and most guys I know are (were) â€Å"extra nice†? in the beginning of the relationship.Although it may be the lesser of two evils, I feel it is far better to call off a marriage opposed to a divorce that could have potentially been avoided if the marriage never took place. Regardless of what some â€Å"experts†? or religions may preach, sex is an important part of the bond between couples. Having knowledge about any endeavor is the key to it being successful. Again, I state it is better to know as much as possible about your partner before actually going through with a marriage. It is a serious commitment and should not be entered into with the thought that â€Å" if things don†tmt work out I can always divorce and get out of it†?

The Illustrated Man

In the 1 ass's science fiction collection of stories The Illustrated Man by Ray Bradbury, there are two stories that express the main idea of revenge and they are The Other Foot and The Veldt. In The Other Foot, revenge is seen when Willie takes revenge on the white people because of how they treated his parent's and the other black people on Earth. In The Veldt the children, Wendy and Peter, take revenge on their parent's when they don't let them take their rocket to New York, this revenge builds up until it takes over the children's minds and they become unhealthily obsessed over It.There re many differences between these two types of revenge that are Important to the reader In many different ways. In The Other Foot revenge Is sought by the black people. When they lived on earth the white people treated them very badly. They were forced to sit In the back of buses and theaters, they were shoe-shiners, slaves and many were even hanged for no real reason. When the black people all mo ved to Mars their lives were drastically changed as they could now live in peace and happiness. When the news spread of a white man coming to Mars in a rocket the Martians prepared themselves and their owns for the arrival.They gathered their weapons, ropes and set up the back of buses and theaters for white people, ready to get their revenge for how their ancestors had been treated. However when everyone saw the frail, old white man and listened to his story of Earths destruction they realized that there was actually no need for revenge. â€Å"Willie Jerked his head and his mouth opened, Hattie saw the recognition in his dark eyes† the black people understood that the white people had already suffered enough during Earths extermination and so the situation was over, everybody was equal.This theme of revenge is a big part of The Other Foot and is important to the reader because it teaches how revenge can be resolved in a fair and legitimate manner and also to always treat peo ple how you would like to be treated because you never know when the shoe could be on the other foot. The idea of revenge in The Veldt is a very important part of the story. Wendy and Peter are the twin children of George and Lydia Hadley; they are very loved and spoilt children.When the parent's begin to threaten to turn off the children's nursery room the children decide to get revenge on their parent's to fix the situation so they are able to keep the nursery. They devise a plan to create an African veldt In the nursery however they want it so badly that the room actually comes to life with real live animals. It is when George and Lydia entered the nursery that they became faced with their deaths, the giant lions killed them and the children experienced the sweet taste of revenge.Wendy and Peter Hadley responded to the situation by carrying on with their day, this Is shown when David McLean arrives and Wendy asks â€Å"A cup to tea? † This quote shows the reader that the c hildren had no emotional attachment to heir parent's and this Is Important In showing how revenge Is not always the best solution for everyone. Revenge can end In very bad ways and the Idea of It In this short story shows its importance to the reader by giving a better understanding of lasting bitter feelings and anger which does not affect anyone but the person harboring the grudge.It can also have a negative impact on your health. The Veldt and The Other Foot are very similar in both showing the major idea of revenge. Equally the revenge in these stories was both between two groups of people ever things that they thought were very important to their lives. In The Veldt the revenge was needed because the children wanted to have the nursery room kept on, and in The Other Foot the revenge was concerning people's rights and how the black people think they should have been treated better.However there were differences in the way the characters went about getting revenge. Wendy and Pete r devised their own little plan and kept it between themselves only, they did not act suspiciously towards their parent's and created the African veldt when their parent's were not eying attention. In The Other Foot Willie needed the help of all the Martians so he drove around town seeking other people who held grudges and collecting weapons.He spread the word of his revenge and made it very obvious to the opposition, when Hattie asks Willie what he is doing, he shouts back â€Å"Roping off the whites! † This quote expresses to the reader how badly Willie wanted revenge and how he got himself into such a state that he was completely focused on achieving that. His mind changed in the end and the revenge in The Other Foot was finished in a calm way but he ending of The Veldt was a surprise because it was not expected of the children to go as far as killing their own parent's.The idea of revenge is compared in many ways between the two stories, it is important that the reader no tices these as they give more detail into the traits of the characters and what they set out to achieve. Revenge is a main idea present in the short stories The Veldt and The Other Foot written by Ray Bradbury. In The Veldt the revenge was aimed at the parent's by their children because their most prized possession is being threatened, and The Other Foot shows revenge between two different races about their history together.There are many similarities and differences between the short stories about the way the revenge was dealt out and the reason for it. From the readers perspective The Veldt was a better story to read because of the twist at the end that leads to a much unexpected death. The theme of revenge is important to the reader by giving more detail of the character traits, showing how revenge can be good or bad and by expressing to the reader what the characters are setting out to achieve.

Prison System And The State Of Justice And Managed The...

The Brazilian prison system is owned by the government under the responsibility of the Ministry of Justice and managed the National Penitentiary Department. Brazil has the fourth largest prison in the world with an estimated population of 607,731 as it is right below the United Stated, China, and Russia. There are four different types of imprisonment facilities as explained by Patrick Bruha in the article, Prison System in Brazil: †¢ Closed in which the jail time is enforced in a penitentiary, in a prison cell. The inmate is subject to daily hours of work and sun and is at all times subject to supervision †¢ Semi-open in which the inmate is given a little more liberty. The inmate may be granted temporary leave and is subject to minimum control inside the imprisonment facility †¢ Open, in which the inmate’s detention occurs only at night, during weekends and holidays. In this regime, the inmate is allowed to work and/or study outside the imprisonment facility Although there are a high number of prison systems, it remains to be one of the most crowded in the world with high rates of criminal recidivism of about 70% of all releases re-offending. There is a shortage of staff to maintain daily functioning of the prisons resulting in inmates to govern themselves. Overcrowding and staff shortage remains the underlying issue in the Brazilian prison system leading to poor living conditions and limited integration resources. In the journal article, Inmate Governance in BrazilianShow MoreRelatedCorrectional Administration Reviewer18383 Words   |  74 PagesCriminology dealing with prison management, and the deterrence and reformatory treatment of criminals. SOURCES OF THE TERM PENOLOGY: a. Peno was derived from Greek word â€Å"piono† and from the Latin word â€Å"poena†, both terms mean punishment. b. 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