Career Development and Counseling, Essay Example

A motivational work performance structure for the minimum wage workers in a team is a skill that must be mastered. Rarely, there is a person who is self-motivated by himself or herself without the influence, support, or learning from a team with the same type of work responsibilities. A motivational skill in improving work performance is a learned skill through self-interest, parental rearing, or social vicarious learning (Miller et al., 2013). Because of these traits are developing the understanding of both positive and negative work values and benefits. Whether the intrinsic values (i.e., self-appearance and attire fitness) and the extrinsic values (i.e., support living and or family)are important to one’s life, the organization is hoping for the same values that the employees has for themselves are also instilled with them when they contribute and service within the company. In theory, the incentive theory and social cognitive career theory (SCCT)are suggesting that, in terms of career development, an employee who has been exposed to the external stimuli has been regulated with its motivational states (e.g., the sight of a $100.00 dollars holiday bonus motivates the person to perform smarter not harder socially), and that work adjustment behavior is goal directed. That is, a hopeful-to-receive- reward (i.e., the amusement of emotion feeling to receive the $100.00 dollars holiday bonus check!). But, there is always a catch. There is only three-personswho can receive the bonus checks, for example. If there had not for the individualistic reward. Rather, the competitive advantage reward, a homogeneous company, product, or service which is another dimensional insight of the incentive theory. Most companies do provide the orientation and trainingfor newly hired employees,and do provide the quality assurance or continuous improvement or skill-building training for employees who has completed 90 days probation. For minimum wage workers, they should have a brief five to ten minute meeting on their work abilities status because some workers needs support or help or a little push to help them to motivate their work performance to reach the goal on finishing the task to a finished product. All of workers faced life-altering problems thrown in their way, affecting its physiological and psychological being, for example, of these ambivalence motivations are: a flat tire, a family member needing money or help with moving, or boyfriend/girlfriend bickering quarrel, or unexpected serious medical condition, cultural difference, and so on. For some workers, it seemly difficult for them to put their problems aside and togain focus to the work detail. However, even though, they are forced to work if they want to work to earn money. Otherwise, they will lose their jobs. Simply said. This workbehavior is similar to the theory of work adjustment (TWA) which refers to a good mental health and environment correspondence, satisfaction, satisfactoriness, and tenure. Because under the context of a good mental health is implying a perceived performance on these dimensions: work abilities, personality style, values, and also for the environment correspondence under the context of work adjustment is implying the reinforcer systems, ability requirements, environment styles (Lent & Brown, 2013).

From my cohortexperience on a team in job satisfaction team-building training. I was selected to be a team leader because of my creditability in the group therapy training. I’ve chose three type of exercises:Feedback exercise, Trust exercise, and Experiential exercise for the team. It is clear that the members of the team has trust issues which (Jacobset al., 2012) tells me that there is no feedback to one’s concern on their part without my input. Therefore, a feedback exercise must take action in order for each member to gain trust each other and among in group members no matter how much trust they have for each other at least they gained trust. In fact, some members has higher degree of trustworthiness on some members. Rather than non-trustworthiness members based on the feedbacks they shared with others were limited. That is, in which it is a good start for everyone in the group. Another exercise, the experiential exercise, as recommended by Rohnke and Tait (2007) that each member should“ expect the unexpected,” when making judgment to self and to see things differently toward others. That is, for example, when a member is trying different ‘Rope Courses’ activities to see different types of expectations of self at work detail. Jacobs et .al (2012)contends the conditions in group exercise – some members learns the ropes faster than others when following instructions; some members handled their ambivalence motivations better than others’ emotional intensities. Some members can compete at their ownpace on time better than others. Of these potential problems (following instructions, emotional intensities, and timing per activity) that a team leader saw of the members following through during the middle stage of the training process. One-on-one individual meeting has been given for the benefit for those members who needs extra help in understanding the process. Another time, a team leader saw of members have issue with keeping up with the process. So, the team leader waived some of the members to retract themselves on learning the instructions with their partner member at work detail. The team leader should uses the light switcher to gather attention as members needs to stop talking to one another. Thus, members can listen on how to follow the exercise activity easier. Secondly, the timing given to members to think about what to help other member so that they can obtain a meaningful feedback. The team leader should also explain the value of giving helping feedback so that each member can stay focus on the topic without feeling intense to rush to answer the question vaguely. To the end, the timing given to the members to be informed on when to complete the exercise so that the members may stop or to continue their exercise than originally planned (Yalom, et al., 2013). My strengths and weakness are both biased as to the expectation of others to be equal in making the group exercise effective without I have to make an intervention if one ofmembers is not pacing with the rest of the group due to emotional intensities among each other, which then cause my strength to be weaken – I might lose interest in pulling the member out of the group and to discuss on the concerning problem. I would hope for the team to be able to return to the group exercise with motivation, interested, and act supportive as a back up team member takes over my place. However, if a problem is serious enough for me to stay with a member to resolve the issue then this is my possible area of weakness ‘being unprepared ‘ for not implementing  a backup independent exercise plan in case of a serious crisis event.

References

Brown, S. & Lent, R. (2013) Career Development and Counseling: Putting Theory and Research to Work, 2^nd edition. Hoboken, New Jersey. John Wiley & Sons, Inc.

Jacobs, E., Masson, R., Harvill, R., & Schimmel, C. (2012). Group Counseling: Strategies and skills, 7^th edition. Belmont, California, United States: Brooke/Cole Cengage Learning.

Miller, W. & Rollnick, S. (2013) Motivational Interviewing: Helping People Change, 3rd edition. New York City, NY; The Guildford Press.

Rohnke, K. E. & Tait, C. M. (2007) The complete ropes course manual. Dubuque, IA: Kendall Hunt.

Yalcom, I. & Leszcz, M. (2005) The Theory and Practice of Group Psychotherapy, 5^th edition. New York City, NY; The Perseus Book Group.