Reflective Journal - ORganizational Behaviour

Topics: Motivation, Myers-Briggs Type Indicator, Personality psychology Pages: 8 (1993 words) Published: December 5, 2013

Contents Page

1.Introduction………………………………………………………………Page 4 2.Motivation……………………………………………………….…….….Page 4 3.Communication…………………………………………………………..Page 5 4.Personality………………………………………………………………..Page 6 5.Teams…………………………………………………………………….Page 7 6.Preferred Learning Style.................................................................. Page 7 7.Personal Development (SMART) Action Plan………...……………..Page 8 8.Bibliography………………………………………..……………….……Page 9

Reflective Journal

Introduction

I work in the ETD Brokerage team within the investment banking division of UBS securities LLC, a global financial institution. The Brokerage team’s main function is to collect and settle brokerage on trades which take place on exchanges globally. My role within the team is split 30% on reconciling trading files, fixing breaks to ensure a smooth collection/settlement of brokerage and working with the London team and the offshore team in producing reports, spreadsheets, graphs and presentations for senior management. It is then split 70% on project managing ‘change the bank’ projects. I am currently working on a project that involves the implementation of a new brokerage reconciliation tool.

Motivation

I specified interest in a position at UBS as I wish to pursue a career within this organization or one of similar standing when I return to the UK in August 2014. My main motivations for having a successful year here follow Maslows Content Theory (1943) but is more relevant to Alderfer’s (1989) ERG theory.

My ultimate motivational need is to have a successful career in financial advisory. I feel I have not fully fulfilled the safety and esteem levels of Maslows hierarchy structure yet but I am aspiring for self actualization. Where Alderfer’s theory differs from Maslow’s is where it recognizes that focusing exclusively on one need at a time, in a strict order is not necessary or correct. Alderfer’s theory goes on to talk about Frustration-Regression, a principle that describes that where growth needs, what Maslow describes as self actualization, remain unsatisfied, an individual will become frustrated, will regress, become de-motivated and refocus on lower-order needs. In the past I have experienced this. In my last job there was little room for progression and with the UK being in an economical downturn, competition was higher than ever. This left someone like me, a fresh graduate straight out of university, with little work experience, struggling to get a good job. This I found very de-motivating and I started to re-focus on the lower level needs in Maslow’s hierarchy.
This leads me on to my next theorist, Hertzberg (1968). Hertzberg’s two factor theory talks about intrinsic and extrinsic rewards. These rewards identify a certain type of motivation. I am motivated by a combination of intrinsic and extrinsic rewards. I am driven by money, power and success (extrinsic rewards) but I feel I would not achieve these without the motivations of intrinsic rewards pulling me through; those of self-satisfaction, appreciation and accomplishment. I strongly believe that job satisfaction is extremely important and getting the work/personal life balance right is essential for a happy life. This is one of the main reasons I want to become a financial advisor. Once recognized, your work can fit in around your personal life, arranging meetings with clients that suit you. I feel that once established in the industry both intrinsic and extrinsic rewards will be prevalent and I will constantly be motivated at work.

Communication

I think that communication in the work place and for self-development is such an important aspect to fulfill. My communication skills are average. I am actively looking at ways to improve them for my personal development and my career...

Bibliography: Alderfer, C. (1989). Theories reflecting my personal experience and life dent. The Journal of Applied Behavioral Science, 25(4), 351-351/ Retrieved from http://jab.sagepub.com/
Brook, Ian.(2009) Organizational Behavior
Gatley, S., Lessem, R, and Altman, Y. (1996) Comparative Management: A Transcultural Odyssey. Maidenhead McGraw-Hill
Herzberg, F
Jung, C. G. (1921). Psychological types. CW 6.
Locke. E.A., & Latham, G.P. (2005). Goal setting theory: Theory building by induction. In K.G.Smith & M.A. Mitt (Eds.), Great minds in management: The process of theory development. New York: Oxford.
Locke, E.A., & Lahtam, G.P. (1990). A theory of goal setting and task performance. Eaglewood Cliffs, NJ: Pentice-Hall.
Locke, E.A (1968) "Toward a Theory of Task Motivation and Incentives". American Institutes for Research, Washington Office USA.
Myers, I. B. and M. H. McCaulley. (1985.) Manual: A Guide to the Development and Use of the Myers-Briggs Type Indicator, Palo Alto, CA: Consulting Psychologists Press.
Maslow, A.H. (1943)’A theory of human motivation, Pychological Review.
Neil D. Fleming (1987). To Improve the Academy, Vol. 11, 1992, Page 137. Not Another Inventory, Rather a Catalyst for Reflection Published in: To Improve the Academy, Vol. 11, 1992, Page 137.
Smith, M
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