Reflective Essay

Reflective Essay

Through my research, I have learned that there is broad consensus on the importance of motivation in organizations. It is in the interest of an organization to ensure that all of its executives are sufficiently motivated. Similarly, managers too prefer motivated employees. Motivated people struggle to find the best way to do their job, want to be part of a team and are interested in helping, supporting and encouraging his teammates. A core responsibility of an executive leader is to motivate people. But this is not an easy task. The main difficulty is to motivate a diverse group of people and unpredictable in many ways.

It is clear that the diversity within work teams in companies, if well directed, represents opportunities such as innovation and creativity to solve problems. To John Brock, CEO of the company Cadbury Schueppes, diversity in the workforce would be the best way to expand into new markets and stimulate new business ideas, while improving relationships with customers. Studies show that people bring to organizations their own interests and reasons. Meanwhile, the organization requires enthusiasm and certain behaviors of their employees to achieve their goals. The fit between these two systems will depend on a company to be successful.

Today when we say the world has become a global village, it refers to a change in the entire existence of mankind. In this era of competition, the ancient business rules have also changed. The competition between manufacturers of the same products has increased many folds. The manufacturers have learned the art of marketing their products or services to draw positive results in terms of commercial growth and brand image.

I have learned that in new forms of organization, it is precisely the relationship between the company and its employees, where else can we perceive change. The growing instability in the workplace has changed the nature of the relationship between the company and its workers. Companies no longer offer lifetime employment. In a world that needs a flexible labor market to compete, job security no longer exists. The permanent workforce is giving way to a contingent workforce. This leads to changes in the way of relating to the company. The identification with the company is much weaker. The last type of loop, based on a strong emotional charge and paternalism, has been transformed into a purely contractual tie.

My research conducted studies of Chilean companies. Through this study, ...