As a Superintendent Operation Engineer (SOE) I am charged with responsibilities of overseeing various sections, for instance, requirement and optimization, service contract and material control. These activities require a lot of attention along with some professional skills that enable the SOE to create a very free environment with other staffs and customers associated with the organization. Motivation can be used to create such an environment. Bayer, Rossi, Vanlessen, Schacht, and Pourtois (2017) suggest that the activating property of motivation or activation is most easily seen in the production of behavior. Is the observed organism behaving in some way? If it is, then at least some minimal amount of motivation is assumed to be present. Motivation is seen to bring positive impact to individuals by promoting their behavior.
Being an extrovert is one way that can promote a good rapport among individuals. In the self-assessment I conducted throughout my course I identified a weakness that I had which could make me perform poorly especially if I was to practice motivation, being an introvert. As an SOE overseeing requirement and optimization, several activities such as tracking all work requirements, receiving process, and receiving service and emergency calls mostly rely on communication. Extroverts generate more unique ideas than introverts in moderate and high-stimuli conditions (Jung, Lee, and Karsten, 2011). This concept is also applicable in service contract and material control since they involve communication as well. After I realized that, I preferred extroversion rather than introversion. With that I am guaranteed of performing very well at work due to teamwork and good relationships which definitely follow.
It is always possible to generate excellent management as an extrovert. Extroverts have more exposure to the external environment which provides them with a lot of knowledge through interaction with members and nonmembers of the organization, and in the process they end up sharing a lot of ideas. West and Markiewicz (2008) suggests that management and recruiting polices are mostly oriented towards building an environment which includes high extroversion persons as a crucial key to success in every team. Hence, it is evident that extroverts are likely to be more successful than introverts. Extroverts Have A Brain Rather “Programmed” To React Based On Rewards (Crăciun & Sofian, 2015). Rewards are always good motivators to both customers and staffs in any organization.
Motivation shapes both human perception and action. The two factors interplay, more specifically it is unclear as to whether motivation depends on prior or concurrent activation of the spatial attention network in order to bias perception or whether it acts through independent pathways thus bypassing the spatial attention system (Crăciun & Sofian, 2015). Embedding rewards signals towards perception and cognition. As stated earlier extroverts have a tendency to react positively to rewards.
It is therefore vivid that introverts have a higher tendency in practicing good management, it is as well vivid that they can perform very well under motivation. In my role as a superintendent operation engineer, I am mainly introverted. I intend to be more extroverted in the future by working gradually on my behavior and personality. By communicating more openly with my team, I am likely to motivate them to work more closely and to contribute more to the company. I hope to impact this quality to them as well since extroverted individuals are more easily motivated and this will be beneficial for the organization.
Jung, J. H., Lee, Y., & Karsten, R. (2012). The moderating effect of extraversion–introversion differences on group idea generation performance. Small Group Research, 43(1), 30-49. DOI: 10.1177/1046496411422130
West, M.A., and Markiewicz, L. (2008). Building team-based working: A practical guide to organizational transformation. John Willey and Sons.
Crăciun, A., & Sofian, N. M. (2015). Introversion and management–between classical barriers and opportunity of the upgraded perception. Romanian Journal of Cognitive Behavioral Therapy and Hypnosis, 2(1).
Bayer, M., Rossi, V., Vanlessen, N., Grass, A., Schacht, A., & Pourtois, G. (2017). Independent effects of motivation and spatial attention in the human visual cortex. Social Cognitive and Affective Neuroscience, 12(1), 146-156.
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