In assessing my own role within the organization, I have come to conclusion that there were several basic questions to be answered. First, I wanted to clearly understand what factors motivated me at workplace. Second, I wanted to determine my managerial skills and to understand whether I needed job enrichment. Third, I had to know whether I was capable of following ethical standards at work, and how I managed my stress. All these questions were answered by me through the set of specially designed self-assessments.
Motivation and job enrichment are the two categories which have for long been interrelated. In her article, Payne (2007) defined job enrichment as “increasing an employee’s responsibility and control over his or her work” (p. 235). As a result, job enrichment is one of the major pathways towards increasing employee motivation. Despite the fact that I was traditionally satisfied with my job, the first self-assessment test has revealed my low job motivating potential. With the score of 32 (against 128 in average) I could hardly hope to increase this motivation in the nearest future.
Simultaneously, I have come to conclusion, and this conclusion was absolutely natural in terms of the previous result, that job enrichment is what I needed working in this organization. Probably, this was the reasons of my being unable to identify my role in this organization: motivated employees better realize what they do, and what they can do for their company (Payne 2007, p. 237). In this search of the “organizational self” understanding what type of organization I preferred could shed the light onto my organizational skills and roles; yet, the self-assessment test has not led me to any relevant conclusions.
The results have shown that I did not have any clear preferences as for the type of organization in which I would like to work. Consequentially, I have come to understanding the two basic things: first, as far as I did not display any organizational preferences, I could find myself and realize myself in any company; second, the problem of motivation did not lie in the type of organization, but in the attitudes of management, and the conditions in which I had to work. A study conducted by Chiaburn and Marinova (2006) has researched the connection between fairness and employee role enlargement within an organization.
The authors have come to conclusion that fairness-related components can play significant role in enhancing the employee role (Chiaburn & Marinova 2006, p. 176); but is it possible for an employee to drive his own motivation and to manage these aspects? The results of several other self-assessments have led me to the realization of the following facts: my political skills in organization are better than average, which presupposes that in my daily performance I follow fundamental ethical principles; I am committed to my organization, and display extremely high motivation to manage.
Simultaneously, I am capable of managing turbulent changes, have low probability of stress-related stress changes (35-50%), and is far from experiencing burnout (my score is 2. 43 with 7 being the maximal result for this assessment scale). Self-assessment tests have helped me to realize what I mean for the organization, what limitations I face on my way towards better career, and what problems I have in my professional development. I realize that I can manage people but my current responsibilities do not leave enough space for me to act.
I do not have professional opportunity to display my abilities, and thus I do not possess clear perspectives for my career growth. Although my organizational profile cannot be called perfect, and I have to be prepared to certain risks (stresses and burnouts), my profile in general is connected with significant career potential. As long as I have no possibility to realize it in the current organization, I could think of changing my employment.
Bearing in mind that I do not display any clear preferences as for the type of organization, I expect that I would be able to easily adjust to any new organizational environment. Conclusion My profile has clearly determined my role in the organization and the problems of my career development. What I currently realize is that I have to look for other opportunities to realize my potential. What I now have is the clear understanding of my positive sides and constraints, which I have to face in my professional career within any organization I choose.