The world of work is complex and the nature of a chosen career is dynamic. This paper seeks to outline the decisions necessary and the responsibilities of the role-players in making for a smooth transition into the workplace. The nature of a career is clarified and its complexity is highlighted with the mentor’s role being paramount to the induction of the new staff member into the organisation. The management team plays a critical role in ensuring opportunities for social interaction and the establishment of challenging job functions for the subordinates.
In addition, in my mind the motivation of the staff is crucial in ensuring continued success in the workplace. I have outlined what constitutes motivation of a staff member and have utilised reference to Maslow’s hierarchy and Alderfer’s ERG theory to explain the levels of need that each staff member seeks to have met in order to remain motivated in the working environment. While the meeting of the employees’ needs are crucial, setting goals for the individual and the organisation is a key function of the management team in ensuring continued motivation among its staff members. When the staff member feels that they are part of the decision making process and their voice is being heard, they are intrinsically more motivated towards achieving the goal(s) set forth.
Motivation is not always high among staff and it is often necessary to do some introspection and assess whether fairness within the organisation is a reality. Perceived inequity among employees can erode motivation. As such, fairness with regards salary, responsibility and rewards needs to be assessed on a regular basis. It may also be necessary to restructure the work that an individual or group of individuals is responsible for completing, in this way the work can become more rewarding, more challenging or simply less mundane for the employee and hence improve their motivation in the organisation.
Having worked with high school children for some twenty years now and having been in a management position for over twelve years, this paper is as much for the reader and is it is for me. I find that I have refreshed my think while reminding myself of the responsibility that I have towards my students and my colleagues in preparing my students for their tertiary studies and careers and enhancing the motivation of the staff...
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Career Dynamics
- Nature of careers
- Types of careers
- Making your Career Choice
- Socialisation in the Organisation
- Mentoring the new employee
- It's never 'smooth sailing' - challenges will arise
- Motivation
- The nature of motivation
- Meeting staff needs towards motivation
- Alderfer's ERG Theory
- Setting goals towards motivation
- Managers need to set goals
- Being fair towards motivation
- Altering expectations towards motivation
- Restructuring jobs towards motivation
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper aims to explore the complexities of career choices and the roles of various stakeholders in ensuring a smooth transition into the workplace. It examines the nature of careers, highlighting the significance of mentoring in the induction of new employees. The paper also delves into the crucial role of management in fostering social interaction and establishing challenging job functions for subordinates.
- The dynamic nature of careers and the changing world of work.
- The importance of mentoring and socialisation in the workplace.
- The significance of motivation and employee needs in achieving workplace success.
- The role of management in setting goals, ensuring fairness, and fostering motivation.
- The impact of career choices and workplace dynamics on individual satisfaction and success.
Zusammenfassung der Kapitel (Chapter Summaries)
Introduction
The introduction establishes the paper's focus on navigating the complexities of career choices and workplace transitions. It highlights the importance of understanding the dynamic nature of careers and the roles of various stakeholders, including mentors and managers, in ensuring a smooth and successful entry into the workforce.
Career Dynamics
This chapter explores the concept of a career as a sequence of job experiences, emphasizing its potential for instilling pride, defining income, and shaping individual and societal perceptions of success. The chapter also examines the changing nature of careers in response to technological advancements and shifts in the economy, highlighting the decline of traditional career paths and the rise of job-hopping.
Nature of Careers
This chapter further defines the nature of careers, differentiating them from jobs and emphasizing the importance of individual and organizational perspectives on career goals, motivation, and performance. The chapter also discusses the changing nature of work success, highlighting the growing trend toward work-life balance and the acceptance of prioritizing wellness over material possessions.
Types of Careers
This chapter presents four basic types of careers - steady-state, linear, spiral, and transitory - recognizing that each type has its own characteristics and that no one type is inherently better or more rewarding than the others.
Schlüsselwörter (Keywords)
The key concepts explored in this paper include career dynamics, workplace socialisation, motivation, employee needs, management roles, goal setting, fairness, job restructuring, and the changing nature of work in the 21st century. It also delves into established theories such as Maslow's Hierarchy of Needs and Alderfer's ERG Theory, which offer insights into understanding human needs and motivations in the workplace.
- Citation du texte
- Gary Elliott (Auteur), 2013, Organisational Psychology: Career Dynamics and Motivation in Organisations, Munich, GRIN Verlag, https://www.grin.com/document/275083
