Please respond with 2-3 paragraph:
style=”color:rgb(0,0,0);background-color:rgb(255,244,191);”>Considering a former or current workplace or a preferred future workplace, present a specific strategy to address a specific problem at that workplace that is hindering motivation, morale, and productivity.
Please respond to prompt: 1-2 paragraph
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Based on my previous workplace experiences, I can think of several problems at the workplace that hindered motivation, morale, or productivity. Using my most previous job as an example, one problem the workplace majorly suffered from was understaffing the rooms. As I have previously mentioned, I worked at a daycare in the 3-5 year old room and the ratio was supposed to be 1 adult to 8 children at the time. I would constantly in my class with no one to help me with well over the ratio limit. I remember one time, I actually had 21 children all at once and remember telling them “okay, I’m by myself so let’s stay cool and have a good day guys”. Sounds funny, but at the time I was horrified and it was obviously a safety concern for the children and myself. Luckily I was given a helper within time, but the fact that this even happened really annoyed and frustrated me. Obviously, this should not ever happen, and I know as a parent I would have been furious if this occurred with my child. My supervisors should have planned what workers would be in which rooms, and plan for people to fill any necessary rooms way beforehand. Looking back, I realize just how unorganized my workplace was, and it baffles me how something like this happened-not just one or twice-but sometimes on a somewhat regular basis. I get that things happen and issues come up, but better planning and implementation should have definitely taken place after the issue kept happening. This occurrence made it extremely hard to not only get anything done, but I had very little motivation because I felt that my workplace did not care about the children or me, and had little morale towards the workplace and honestly lost a lot of trust and hope towards them.
As a solution, one could examine Maslow’s Hierarchy of Needs. In this case, safety needs are definitely a concern. My supervisors should have planned for every worker to be in their designated rooms within time to meet the ratio requirements. If certain rooms need extra assistants, then the supervisors themselves should fill the roles needed (in this case everyone had the appropriate training), or have staff on call to meet demands. Preparing for situations in which understaffing could occur will ensure that staff always have the appropriate amount of workers per children to safely and effectively met standard guidelines, laws, and regulations.
Bruce, A. (2011). Manager’s guide to motivating employees (2nd ed.). New York, NY: McGraw Hill.
Please respond to prompt: 1-2 paragraph
This year I was a tutor for a local middle school and helped eighth graders with the AVID math program. The issue with motivation, morale and productivity came when the instructors tried as hard as they could to help students but they knew in the back of their mind that they (students) had too much personal drama in their life, along with lack of parental assistance to advance them any further with their work. Students struggled with many barriers such as; drugs and alcohol, abuse (verbal/mental), medical issues, homelessness, social (friends/enemies), and confidence. I found that regardless of how good the teacher is at delivering the message, personal issues always manage to find themselves intertwined with the school work. The teacher knew they could only get through to a specific layer with certain students, because there was only so much they could do they had to direct their attention to the rest of the class and continue with the lesson.
These specific classes had a majority of failures to passers, and it made the environment feel; heavy, frustrates, distracted, and helpless on most days. Often the teacher would make a safer environment (to the best of their abilities) by using Maslow’s hierarchy of needs; food (food insecurities), shelter, safe place, warmth/cool, self-actualization, etc.) It took a good part of the year before the students would be able to trust the teacher. They sensed the instructors caring nature for them and they intern started to embrace the lessons and us tutors. While most of the students still struggled with their grades and the math concept being taught, the end of the year brought a sense of “family” and trust. The teachers could only deal with one day at a time because the student’s issues fluctuated that much and they knew what they signed up for when they took the job.
I can honestly say I was not motivated for this job because I personally dislike math and I did it anyways because it was part time and it offered a menial paycheck (Extrinsic). I soon found that after I started tutoring that the incentives I thought I needed really meant nothing at all. My motivation while working there came from the fact that I saw myself in many of the female students who struggled with math in general. I knew how hard it was for me and how lost I felt every day, I began to give up and not care anymore. I wanted to be there for them and let them know that they are not alone and I understood their struggles (intrinsic). I would offer up my personal struggles with math and how it was possible to make it out alive on the other end. I ended up being driven to want to know the math concepts so I could get better at it and to be there when they had questions in class.
Aanstoos, C. M. (2016). Maslow’s hierarchy of needs. Salem Press Encyclopedia Of Health,
Repovich, W. S. (2017). Intrinsic and extrinsic motivation. Salem Press Encyclopedia Of Health,