As a fresh graduate working for a big financial company, I have high hopes that my work will help me advance and achieve my professional objectives. I understand that although if work is a necessary component of human existence, it should have benefits beyond monetary reward. I anticipate that the firm will continue to provide a competitive package because I majored in accounting.
Although the company is a great location for a fresh college graduate to work, there are a few obstacles that make it challenging to advance professionally. A major challenge is that you, Marilyn, as my immediate supervisor have failed to offer feedback on my performance especially with respect to submitted projects for your review. However, I must commend you on your knowledge and experience in the accounting field and it is my desire to learn from you through positive criticism and feedback.
My goal is to develop and grow as professional in the financial sector and would like to do so in this firm. Though I have been submitting my work in time, I feel that there is much more that remains to be done. I like to believe that I am motivated and driven by my desire for career growth. Most people begin their professional life and persist in it mainly because of the salary, which meets their immediate financial needs. However, it is prudent to recognize that there is much more to a job than money.
Work provides satisfaction and can be a means of gaining knowledge, skills and experience needed when addressing various challenges. Often people leave their jobs since they do not provide career growth. Employees need job mobility and an environment that offers them an opportunity for self-actualization. Their aims are professional growth, recognition, prestige and wealth. Each requires for their work not only equitable remuneration, but also the appropriate conditions and some kind of fulfilment. The method and effectiveness of tasks related to the work, commitment and job satisfaction depend on various factors that determine the relationship of people at work and influence their motivation (Wombacher & Felfe, 2017). There are a multitude of expectations of employees which determines the degree of fulfilment, employee performance and productivity. Therefore, managers should know the needs of their subordinates and be in possession of not only appropriate motivational tools, but also knowledge of how, when and with what intensity they should be applied.
According to Baker (2010) managers are aware that their employees contribute towards enhancing competitive advantage; therefore, optimal utilization of human capital can result in enhanced competitive advantage. Companies should take this into consideration and take time to appreciate the factors that influence employee motivation before allocating resources to develop and implement a motivation strategy for employees. Motivation techniques provide directions for employees, setting goals for them, and contribute in augmenting overall performance for all employees.
There is a higher probability of enhancing the effectiveness of staff if a comprehensive motivation strategy is put in place; hence the organization can capitalize on factors that influence individual employee motivation in the work environment (Rozman, Treven & Cancer, 2017). The prevalent motivation methods applied by managers entail transparent promotion and reward system, regular appraisal sessions or effective feedback procedure and coaching.
I believe that by providing feedback to my work, I will be motivated to improve and enhance my performance. In the event that there is no feedback, it will be impossible to know whether my work has an impact of the tight work schedules that must be kept. In the absence of motivation, and feedback that can result in career growth, then it is prudent to seek employment in another firm that will satisfy my career development goals.
References
Baker, N. (2010) Employee Feedback Technologies in the Human Performance System. Human Resource Development International. 13(4), pp. 447–485.
Rožman, M., Treven, S., & Čančer, V. (2017). Motivation and Satisfaction of Employees in the Workplace. Business Systems Research, 8(2), 14-25.
Wombacher, J., & Felfe, J. (2017). The Interplay Of Team And Organizational Commitment In Motivating Employees' Inter-team Conflict Handling. Academy Of Management Journal, 60(4), 1554-1581.
