MGT Discussion

Hi Class,

Being in the navy, you literally will hold one job for the entirety of your career, however, there are different variations of that job. This depends on the rank, the schooling, and even the position of your orders. In the end, It is the same job. In my case I will speak on the variations of my job. Being in Aviation Administration I am human resources, but for aircraft and personnel. I ensure that all of the paperwork i.e. maintenance, inspections, parts are all current, along with miscellaneous office duties. I can range from being a Logs and Records clerk, to a Database Analyst, to a Maintenance Control Safe for Flight releaser—just to name a few. In this case I will discuss the time I was an AADB clerk. To do this job, it is as easy as just getting the flight information from the pilots and logging it while doing various tasking from the Safe for Flights. You have no task identity, no task significance, and very little feedback. This is a job specifically reserved for E-3 and below, or sailors that have to wait for job assignment, like Support Equipment manager. As an E-5 put in this assignment, I felt this was a detriment to my growth, because it had no real impact on my experience as a leader. Although I had just check into the command, it always felt like I was getting looked over, or my work didn’t matter. In reality, there aren’t many ways to improve this position, if given to a certain rank. It’s not like you would want to be recognized as an e-5 or above that literally logged flights or just updated schedules on a board. To an airmen(E-1 to E-3) you can bolster the autonomy in this position to give it more of a sense of purpose. Maybe even show the command why this position is necessary to the command and to reward the person in this position with more recognition, by giving more feedback. In reality just being an “AZ” is hard enough—in comparison to the maintainers.

Looking into Herzberg’s satisfiers, I can see that you can link responsibility with autonomy, recognition with feedback, work itself with task significance & identity, and skill variety with growth. On the contrary, the dissatifiers also can align with psychological states. The ones that stick out to me the most are your relationship w/boss vs. experienced meaningfulness of work, and your relationship with peers and your responsibility for work outcomes.

                                                                  

References

Louis, D. J. (n.d.). Notes on the Job Characteristics Model. /https://tlc.trident.edu/content/enforced/178048-MGT5012021JAN18FT/Notes%20on%20the%20Job%20Characteristics%20Model.pdf

N, D. (n.d.). Herzberg's Motivation-Hygiene Theory (Two Factor Theory). Retrieved January 18, 2021, from http://www.netmba.com/mgmt/ob/motivation/herzberg/

-Keyonn

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Response 2

I used to be a Radiographer at a Military Treatment Facility (MTF). The job itself was fun because you were the first one to find something broken or that was missing. It was one of the best jobs I ever had, but something was missing. As a radiographer at an MTF, I am only required to do just do that. I will get the patient in the room and get them out. I used to say that I don’t have a patient, the current patient in my room belongs to the nurse waiting outside the door. I was missing the hands-on part of healthcare; I was missing the patient provider relationship. Because prior to becoming a radiographer, I was trained to take care of the sick and injured. Since they had quite a few of us, we should have been assigned 3 to 4 patients to take care of. My skills would have stayed sharp both as a radiographer and like fully trained medical personnel. Before anyone asked, a radiographer is another way of saying radiologic technologists (X-Ray tech).

The Job Characteristics Model and Herzberg’s Motivation-Hygiene theory are making the same arguments but saying it different. For example, under leading to dissatisfaction, Herzberg listed supervision. While the Job Characteristics Model is talking about autonomy to have a job holder freedom. I do not think Herzberg’s dissatisfiers aligns with Job Characteristics or Critical Psychological States. This is telling me something we already knew. It’s not the job, you just must treat everyone as an individual.

 

References:

N, D. (n.d.). Herzberg's Motivation-Hygiene Theory (Two Factor Theory). Retrieved January 18, 2021, from http://www.netmba.com/mgmt/ob/motivation/herzberg/

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