Self-Assessment Reflection Paper
For 7 years, I had been employed by AMC Theatres of Canada and had learned a great deal about how to manage a business and how to deal with guest concerns as well as employee concerns. What started out as a part-time job as a teenager, as well as a way to stay connected with my love of movies, I had rapidly progressed through the ranks in the organizational structure of my theatre location. My schooling was not in business, or more specifically human resources, but in the humanities, therefore I learned management techniques in a more hands on way rather than through theories. I think back to my experiences dealing with employees at work and recall situations that I handled which mirror what is in the text as organizational behaviour concepts. A lot of how I dealt with situations were either coached by superiors, or occurred through trial and error circumstances, circumstances that would have been much easier to deal with had I taken this course beforehand.
When I was first hired on as a Film Crew employee, I was very excited about starting a new job and meeting new people who I would work alongside. What I had immediately noticed on my first day was that many of my co-workers were not as excited about working at the theatre as I was. What many of my peers exhibited was low job satisfaction and responded to this dissatisfaction by way of the EVLN model. My group of recent hires very quickly dwindled within a few months of employement. The theatre industry is notorious for high turnover rates, and in some instances exceeding over 200% in a given year. The glamour of working at a movie theatre and watching free movies had quickly faded for most of my co-workers. As a job paying minimum wage, $6.85 an hour at the time, I am sure that most found other work which either paid a higher wage, or was more appealing to them personally thus resulting in their exit. Many of the more tenured employees frequently voiced their discontent...
Please join StudyMode to read the full document