Wednesday, June 10, 2009

Week 2 Blog Post #3 Chapter 4 p. 118

I like Weick's theory of partial inclusion which talks about strategies for motivating employees that aren't effective. When at work you only see some of your coworker’s behaviors. How they act and work in a job environment can be completely different than how they act outside of work, at home or in a place where they spend their free time. This theory talks about how someone that performs poorly at work could be an outstanding member of an organization outside of work, possibly even a leader. In fact, these types of people could feel so passionately for what they do in their free time that by the time they are at work they have already given their all to other activities, leaving them with just a mediocre job performance in their day job.

This could also work in the opposite way as well. Someone who has a stellar performance on the job might have few or no outside activities in their free time. They could possibly put so much effort in their daily duties at work that they have no desire to be a part of something else outside of work or engage in another sort of socializing besides their career.

3 comments:

  1. I really agree with the theory of partial inclusion and what you mentioned about it. Motivating people who are not "go getters" at work can really change their perspective. As the assistant manager of a clothing store i have found that by being positive and telling the subordinate whenever they have done something great has given them a boost. In return i will usually notice a drastic change in their overall performance. Employees can be like little children sometimes no matter their age. they need to be mentored in the direction you want them to move in. As a result partial inclusions theory of creating strategies to help motivate people can be an organizations best friend in the sense that it calls for a little bit of creativity. Each member of an organization will shine in a different way they just need a little motivation to chine in the ways you want them to.

    ReplyDelete
  2. I defiantly agree with you that it could sway in the opposite favor. I have worked with people who greatly dedicated to their job. I have seen it to the point where they go outside of their way to constantly be working on their job. What questions me the most about people who do over consume their selves in work is how is there life without. When my co-worker was over consumed in a job that was not even a career, I saw his life just passing him by. This was a sad situation to in my eyes.

    ReplyDelete
  3. I have seen my fair share of workaholics. One previous colleague in particular made her job her life. She would come into the office around 9 am and stay well past 6 pm, only to leave and then remotely access work from home working clear until 2 am. Since work was the center of her universe, anything bad that happened at work really affected her. Her emotional state and well-being were diminishing and it showed in her work demeanor. The few times that I talked to her outside of work at non-work related functions, she was a different person. She smiled, laughed a lot and cracked jokes. But at work, she was not as pleasant.

    ReplyDelete