Yes, we all like to be paid, but money is not among the three most important reason why we work. Andy Mulholland shares his insights as to what those three things are.
Create a blog entry discussing each of the motivators identified in this video and discuss their impact on you; additionally identify 3 additional motivators that have a major impact on you.
Create a blog entry discussing each of the motivators identified in this video and discuss their impact on you; additionally identify 3 additional motivators that have a major impact on you.
Andy Mulholland defines three desires workers have of their employers. Mulholland states:
Number one, give me interesting work. Number two, expand my skill set. But number three is critical—it’s “recognize me.”These desires resonate with me as well. My current position is in Student Affairs, within the Department of Housing and Residence Life. I have been working for Residence Life department and Student Affairs since 2007. Though I originally went to college for journalism with sights on becoming a news anchor, my experience as a Resident Assistant inspired me to stay in Higher Education throughout my professional career. I love my department - one of my greatest appreciations for my departmental director is his appreciation of my communications skills. About 2 months into my position, I was asked to take over online communications for the department, including a departmental website and Facebook page. I also design advertisements for an on-campus movie server. These responsibilities allow for me to continue to utilize my journalism skills while serving the needs of the department. It excites me to brainstorm content for our online presence, and it takes a true leader to recognize the passions of an employee that may not be specific to their job function but which they enjoy and are highly skilled. Because of this responsibility, I felt immediately connected to the department. I designed a page which featured staff photos and individual biographies, which I wrote. I added a Twitter account to our online presence, and I am hoping to develop a blog next year. I am proud that the director trusts me enough to develop and maintain a favorable identity for the department and the University.
Regarding the expansion of my skill set, my immediate supervisor begin testing me with conducting facilities walkthroughs and evaluations for the nine buildings I supervised. Though I was initially disinterested in what seemed like a sanction, I learned the process utilizing the past process of data collection and improved upon it, reducing the time intensive task to a copy and paste session. I learned how to utilize my communication techniques to expedite the process while still providing a quality product. I also did not have experience in conducting full facilities evaluations, and now I am very confident in my ability to do so. I enjoy writing technical reports, and know that this skill will be essential to resume building.
Student Affairs is a thankless job; you can go through years of trials and tribulations with a student, and they may see you as an enemy in which they "overcame" by graduating. This is a worst case scenario, but when it comes to the list of thanks for the influence received during the collegiate experience, faculty usually get the accolades. Very rarely are staff members within my department seen as mentors. However, I do see myself as a teacher, a professor of life skills and civility education. Residents in our facilities take a maximum of 20 credits a semester, meaning they are out of class for at least 148 hours in a week. I see it is my responsibility to fill those waking hours with entertaining yet educational content. Especially at Embry-Riddle, where students are not inundated with courses which teach humanities and social sciences, Student Affairs has a duty of developing students into effective workers and involved citizens. The test of our efficacy happens after they leave campus, which unless things go very well or very poorly, we may never know whether we have done our due diligence.
Three other passions I need out of a position is security, great team members and the ability to connect across departments and with the community.
Though I realize we are no longer living in the 1950s, where it was prideful to begin your career and retire after working for only one or two companies, I believe the "you are replaceable" mentality of many businesses decreases the excitement about the workplace and dedication to the organization. This is not the result of apathetic employees who are in and out for a quick buck; job dissatisfaction has become an epidemic because of insensitivity towards lifestyles, an overemphasis on production and an avoidance concerning professional development. I am a hard worker, but I have noticed a lot of friends who have been mentored to believe that working an addition 10-20 hours a week on salary is the way to get noticed - I beg to differ. For years, I have tested this theory and the conclusion I have made is that supervisors care more about getting what they need from you than how much time you've put into it. It may only take an hour to complete what they want on paper - the extras are unnecessary. If you can give a boss what they asked for when they need it, you are doing your job. In fact, I believe I often overdo my work by being too detailed or giving extraneous information. I suppose I try to quell the idea of being replaceable by completing work far more thoroughly than they would receive from someone else asked to do the same task. However, as much as an organization may believe that employees need them to make a living, companies need skilled workers in order to function and provide to their consumers. If an employee is unhappy, it will trickle down to the customers. Businesses should want the best people in all of their positions, and should treat those people with respect and dignity. Working in a hostile environment, where your job is threatened for anything outside of performance and policy violations, where you are called out of your name and spoken over, and where you are ignored when not being chided, are signs of job insecurity, just as much as high turnover and layoffs, because no one should feel anxious or saddened to go to work.
Teamwork is the crux of success; therefore, a team that gets along can work aside each other effectively. I enjoy my team members as hard-working colleagues and as people. Though I would not know them without the position, I have a hard time imagining the environment without most of them. They are supportive of my ideas and support my success. I enjoy writing them letters of encouragement, congratulations and recommendation. Even when they do something I do not like, I feel comfortable enough to let them know I was offended or uncomfortable with something that was done. I have worked with individuals who are unconcerned with their team, and it is difficult to work with people who see themselves as above the team.
The enjoyment of working in teams extends to committees, outside organizations and action teams within the business and community. I want my job to be an extension of my passions, and being able to find others who have similar missions is inspiring, particularly in other departments - it shows that the institution seeks out diverse workers who will eventually come together and push the company forward.
References
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