What do we derive as we relate ourselves with others? In the home despite some of the times that parents are offended by the responsibilities that their children display over the tasks assigned to them, parents do not easily give up on their kids. The need to monitor and take time that the average parents spend with their teens are always times that they will be looking back with nostalgia as the children grow older (Halonen et al. , 1996).
Interpersonal relationships, however, usually refer to people we know outside our immediate families and the dynamics that explain and make us understand ourselves better, stretches us to reveal and accept our limitations (Levit, 2007). They are there because we are interested in them in the first place, and for most of the time, they are there because they just happen to be a part of our work or acquaintances in our other preoccupations.
What do these interpersonal relationships render us? Considered as one of the most important contributions they provide to anybody is that they boost an individual’s morale. The need for morale in almost every area of life cannot be underestimated. Effectiveness in work depends largely on one’s ability and capacity to perform and execute the job. And when a person feels, and is confident of his or her effectiveness, the morale of that person is significantly high.
In today’s work atmosphere where technology is quickly transforming, updating is the one thing that every working person must do. Since efficiency at work is directly related to one’s skills, the constant honing of those skills (updating) must become part of working environment, or else, workers will lag behind their work and in the end lose the morale needed to sustain one’s self at work, and this eventually will reflect in the total outcome of the work in general (Berry, 1993).
However much is said about one’s own work, when the boss or team leader begins to pull down the best of one’s efforts towards the particular assignments given him/her, that is when many of the troubles at work begin to reveal. Since there are three critical psychological states affected and may alter workers’ drive, according to experts of the subject, the workers’ three psychological states must be addressed within the parameters of the work itself. To deal with the overall outlook or the psyche of workers, the nature of job must be identified.
When people work under a very exacting supervisor without the necessary explanation and thorough orientation of the rationale behind the demands made on the worker, much of the worker’s talent or genius will go down the drain if he loses morale. The people with whom an employee works with and their specific responses on a day to day level of interaction may enhance or reduce the attraction of any job (Landy, 1985). Corresponding to three critical psychological states, there are also three Core Job Dimensions that influence these Three Psychological States.
Consequently, these may be divided under three categories: 1) Skill variety, Task identity, and Task significance, 2) Autonomy, and 3) Feedback. When each category is properly addressed, the whole attitude changes to the better – to a more positive outlook (Berry, 1993). Taking each of the preceding categories in detail, for instance, still implies that behind the attempt to be objective about the dimensions of work, it is undeniable that people will always be behind every facet of the whole organizational set-up that is called work.
For example, under Skill variety, Task identity, Task significance, that an employee “experiences meaningfulness of the work” a supervisor will be evaluating whether the employee has gained mastery and has applied his learnings in the tasks assigned or expected from him. There will always be individuals who will spur others to deliver their best, and there will be a few who will look at a certain person as a threat to his livelihood and/or advancement (Berry, 1993). When all the potential skills of the person are utilized to a high degree and which result to significant outcomes, a vital part of the consciousness is dealt accurately.
Moreover, in work environment where an employee is given the necessary leeway to apply prudence and being held accountable (Autonomy), a meaningful work experience is felt, and thus another critical psychological state is addressed correctly. This is a picture of the variedness of interpersonal relationships. Lastly, are there built-in feedbacks within the company that enables the whole working force to determine whether the result of their work is satisfactory or not (Feedback)?
The feedback usually does not harm us, rather this enables us to correct our wrong decisions or gives us insight how we affect others and how we might be perceived by others. Interpersonal relationships expand us, a few does us destruction or harm, while some enrich even our respective families. They help bring meaning and color to an otherwise drab world (Landy, 1985). Enlisting the help and contribution or participation of others is a strategic stance that need be developed (Levit, 2007).
This is one resource that needs to be employed with care and caution but is necessary as one learns to blend in the workplace. People also need to be needed and there have expertise that needed to be tapped that also benefits anyone on his/her way to learning the proper ropes in the so called inevitable “rat race. ”
Reference: 1. Baron, R. 1983. Behavior in Organizations: Understanding and Managing the Human Side of Work, Boston: Allyn and Bacon. 2. Berry, Lilly M. 1993. Psychology at Work: An introduction to Industrial & Organizational psychology. 2nd ed. Ch. 14. New York: McGraw Hill.