Past and Current Leadership Experiences and how they put me into Comaford’s Critter State In 1943, Abraham Maslow revolutionized our understanding of human motivation in his essay “A theory of human motivation” (Maslow, 1943). Two components mentioned in that essay are love needs and esteem needs, and leaders can have a direct effect both of these in the way they choose to interact, or not interact with those around them. In this paper, I will examine the way leaders past and present have interacted with me, and analyze those situations. Further, I will give suggestions on how to improve those interactions in the future.
How Leaders Past and Present have Left me in the Critter State In her journal article “The value of valuing employees”, …show more content…
The employee lost to private industry was very clearly the favorites of our department director, and this individual got a very elaborate sendoff. This sendoff had heartfelt remarks and a potluck, a very nice celebration for someone who did very nice work. The employee retiring, with 25 years of service, was very clearly not liked by the department director, and his department sendoff was much less celebratory (his sendoff from the agency was much nicer). It was a two-minute announcement in a meeting, a $20 Subway gift card inside of a Hallmark card signed by the department. This leadership flaw demands correction by completely denouncing this kind of favoritism as inappropriate and wrong. While you cannot tell people whom they should or should not like, it is simply not right to treat people so differently in the workplace. The sendoffs for both should have been roughly equal, and while the remarks may not have been the same, the formats should have at least been …show more content…
This would mean 14-hour days, and some weekend hours as well, however, it would mean extended time away from my family as well as a significant lack of personal time and sleep. I was not forced into the assignment, however, I was “strongly encouraged” to take on the assignment as it was implied it would further my advancement opportunities. Halfway through the project, I went to leadership expressing concerns about continuing as it was beginning to take a toll on my relationships and health. Leadership informed me I must continue and that it was critical this project be finished. By the end of the project, I had put in an extra 105 hours, and I felt like a zombie. To correct the behavior I would advise it management to listen to the employee, burnout is a serious
How Leaders Past and Present have Left me in the Critter State In her journal article “The value of valuing employees”, …show more content…
The employee lost to private industry was very clearly the favorites of our department director, and this individual got a very elaborate sendoff. This sendoff had heartfelt remarks and a potluck, a very nice celebration for someone who did very nice work. The employee retiring, with 25 years of service, was very clearly not liked by the department director, and his department sendoff was much less celebratory (his sendoff from the agency was much nicer). It was a two-minute announcement in a meeting, a $20 Subway gift card inside of a Hallmark card signed by the department. This leadership flaw demands correction by completely denouncing this kind of favoritism as inappropriate and wrong. While you cannot tell people whom they should or should not like, it is simply not right to treat people so differently in the workplace. The sendoffs for both should have been roughly equal, and while the remarks may not have been the same, the formats should have at least been …show more content…
This would mean 14-hour days, and some weekend hours as well, however, it would mean extended time away from my family as well as a significant lack of personal time and sleep. I was not forced into the assignment, however, I was “strongly encouraged” to take on the assignment as it was implied it would further my advancement opportunities. Halfway through the project, I went to leadership expressing concerns about continuing as it was beginning to take a toll on my relationships and health. Leadership informed me I must continue and that it was critical this project be finished. By the end of the project, I had put in an extra 105 hours, and I felt like a zombie. To correct the behavior I would advise it management to listen to the employee, burnout is a serious