Workplace Promotion
In order to be promoted at work, it has always been said to put your best foot forward, strive to be the best, or always give 110%. Recent studies conducted by MSN, as well as references to books such as The Case for Marriage by Linda Waite and Maggie Gallagher, state other influences can impact the chances of enhancing a career. The hypotheses made suggests that if you are too successful in your current position then you have less likely a change to be recognized for an advancement; married individuals seem to be happier in the workplace and tend to be more successful.
Many individuals consider themselves hard workers and yet seem to be overlooked for promotions because they are too hard to replace. If these hypotheses are true, how can a single person elevate themselves within the company? Being visible by showing superiors you are reliable and on their team will increase the chances for a promotion. Working with individuals the supervisor is familiar with as well as showing you can be trusted are also important for moving up in the organization.
A similar article in Career builder on MSN suggests that married individuals are favored by their employers and recognized for promotions. How can this be true? According to their study, married people have better mental health, live longer, and are 15% happier than single individuals. Married individuals are preferred over single individuals by employers since they tend to be happier, which leads to higher production.
It is difficult to fill a position of someone who is seen by the company as irreplaceable; individuals can easily be passed over for a promotion if they are superior in their current position.
Response: There are minimal opportunities for advancement as departments are small and only consist of a few employees per department. Normally someone would have to leave the company in order to move up th...
Career and work is a high correlation variable in this study. According to the research men who don't believe in steady jobs or are less successful at work are more likely to enter into a cohabitation union because it encourages an egalitarian pattern of support for the nucleus. However, a two point increase on value on money slows men into entering any kind of union from 13% to 11%. Men are less likely to get married or cohabit of they find interest in making money. On the other hand, Women who value money and career are much more likely to enter into a cohabitation union as stated by the decrease in union formation from 13% to 10% derivative of a two point increase in career and money value. These women believe that marriage's gender-specific roles may force them to put their careers in a secondary track to that of their husbands and they are unwilling to do so. This study is significant because it is opposite of what happened in the men's study.
JOHNSTON, D. W., & WANG-SHENG, L. (2013). EXTRA STATUS AND EXTRA STRESS: ARE PROMOTIONS GOOD FOR US?. Industrial & Labor Relations Review, 66(1), 32-54.
Inside the article “Why Marriage is Good for You”, Maggie Gallagher makes claims that marriage improves many facets of an individual’s life; including both mental and physical health, longevity, finances, and reduced chances of infidelity (Gallagher). The statements made throughout the article reference many statistics and studies conducted by various organizations and individuals, however, Gallagher falls victim to a number of common logical fallacies. While this weakens Gallagher’s argument in the article, it does not necessarily make it false.
Analyzing career theory is an important task, not only as an individual but also on a large scale. If everyone has the career they are best at and enjoy above all others, the world would be a much happier place. Imagine a world where each individual viewed work as not something they have to do, but as something they want to do. Productivity would increase at all levels. Charitable foundations and businesses would be abundant. Whereas this ideal may not be fathomable at this point, if each person used this information, it would be only a matter of time before we are moving in that harmonious direction.
Hoobler, J., Wayne, S., & Lemmon, G. (2009). Boss' Perceptions of Family-Work Conflict and Women's Promotability: Glass Ceiling Effects. Academy of Management Journal, 52(5), 939-957.
Every person has a motivating factor that makes them go to work. Some people go to work for the paycheck or the benefits, others go to work for the social aspect or experience, these are incentives. Incentives are the most common motivating factor for people to complete tasks. This is also called, work motivation. Work motivation is defined as “A force that drives people to behave in a way that energizes, directs, and sustains their work behavior” (Steers, R. M., Mowday, R. T., & Shapiro, D. L., 2004). In contrast to the benefits of incentives, incentives are commonly counterproductive because they undermine the intrinsic motivation of an individual, this is the overjustification effect.
Women face an unofficial barrier called the glass ceiling, which limits how high a women can advance in a profession. “Women holding the titles of chairman, CEO, COO (chief operating officer), and executive vice president remain at about 7 percent of the population of executives in the United States” (Hoobler, Wayne, & Lemmon, 2009). Women seem to have more of a family-work conflict then men, so bosses don’t seem to have as much desire, to promote females compared to men (Hoobler, Wayne, & Lemmon 939-940). Men still view women as having a social role, examples are cooking, childcare, and household chores. Men feel threatened, and scared when females are able to handle both work and their personal life. Excuses are created by men, where they believe females should focus on one role, because they won’t be able to accomplish family roles and work roles efficiently. Women can help themselves with this issue of family-work conflict, by, improving communication with their employers. Women can communicate to their employer, by explaining and clarifying their expectations on how much workload they can
Ever since the beginning of Organizational Psychology, work motivation has been a big topic of discussion and research. Based off of what I learned in class lectures, motivation is a complex force that drives people to behave in certain ways. Motivation is an effort expenditure that energizes, directs, and sustains, however, it is not the same thing as performance or ability. Over the course of this discussion, I have formed a variety of ideas about workplace motivation and have better equipped myself to define what I believe creates a motivated, productive, and engaged workforce. Looking at all of the different motivational theories, I believe Herzberg’s two-factor theory, job characteristics theory, the equity theory, the equity theory,
The debate on whether to get married or stay single has been raging for a long while, with both sides of the coin having their own pros and cons regarding the matter. Many proponents of either marriage or single life have strong individual convictions, and it is difficult to reach a definitive, objective conclusion. Is the married individual happier than his/her single counterpart, or is getting married just a comfort seeking ritual that people believe they have to fulfill at some point in their lives? It is necessary to dissect this issue in the light of four factors: health and other medical factors, the economic and financial factors, mental and emotional wellbeing and lastly, the social factors. According to Webster’s dictionary, the definition of Married is “the state of being united to a person of the opposite sex as husband or wife in a consensual and contractual relationship recognized by law”.
The rights of women have been revolutionized over the last century and have influenced their household role, which resulted in having power balanced in marriage and couple’s relationships, a favorable attribute. The stay-at-home mother is no longer the typical situation in modern families since women can now be financially independent. What used to be a conventional motivation to take on marriage has diminished because modern women are not restricted in terms of earning a salary. Women have gained rights and therefore there is “more education among women…leading to better career prospects” (Harris). Consequently, it can be concluded that these careers allow them t...
In manufacturing, mistakes are sometimes made in promoting a person. For example, in my field a Plant Superintendent with twenty years of service may be made Plant Manager of his/her plant. After serving for a year in this new capacity, the person may have demonstrated clearly that they are incompetent in administrative affairs. But, by that time, their former position will have been filled. Consider the various ethical considerations involved both in retaining them or firing them, and decide what course of action and what
Motivation is an important aspect in many organizations. In our organization motivation is a key to the success. When evaluating administrative staff, sales people, and production workers, each department works well utilizing different theories. One theory could not work adequately for all three; therefore, three theories were used. Production workers utilize the Two-factor theory; sales people use Vroom's expectancy theory and the Equity theory works for the administrative staff. Combining all three theories into one organization helps the organization run smoothly, while gaining successful motivation on all levels.
When we need to explore the extent to which motivation theory is useful in understanding what motivates people at work, we need to understand the meaning of motivation. motivation is a state arising in processes that are internal and external to the individual, in which the person perceives that it is appropriate to pursue a certain course of action directed at achieving a specified outcome and in which the person chooses to pursue those outcomes with a degree of vigour and persistence. (Rollinson, D., 2008.) However, during this process, motivation will be defined into different ways, motivation is an internal state or condition that serves to activate or energize behavior and give it direction which is internal state or condition that activates behavior and gives it direction; desire or want that energizes and directs goal-oriented behavior; influence of needs and desires on the intensity and direction of behavior. (Huitt, W. 2011) So that scholars begun to create different theories to explain this process. There are two motivation theories which comes from content theory and process theory. There are Alderfer’s ERG theory and Adam’s equity theory. The task for this essay is to explore the extent to which motivation theory is useful in understanding what motivates people at work.
Persistence is more important than ability to determine a person’s success. When there is a person who wants to do their goal or task they have to be able to work hard for their goal, they need to be dedicated to the goal, and no matter what happens they can’t give up which means that they have to keep going and going until they have finally achieved what they wanted to achieve. So this shows that a great successor needs to be very persistent to achieve and go beyond what they want to do, they need to drive themselves to success, but most of all they need to be patient and have time.