Common Reward Theory Essay, Research Paper
MUTUAL REWARD THEORY ( MRT )
Working relationships are a necessary portion of life and the operation of an organisation. The quality of these relationships can be measured by the quality of communicating that takes topographic point. One of the more of import relationships that exist within an organisation is the interpersonal relationship. These are the most intimate relationships that we have with other people in the workplace.
In a true interpersonal relationship, no 1 feels excluded. It should consist a common exchange of information, thoughts and cognition. The members of the relationship have a sense of belonging and by and large take part in some type of societal interaction.
MRT tells us that when persons believe that they are non being rewarded equitably for their part to the relationship, certain jobs with morale and productiveness begin to originate. When we find just conditions for good interpersonal relationships, we by and large find an ambiance of positive response to direction, personal and organisational demands, concern toward employee feelings, and a willingness to portion cognition.
Working relationships that are reciprocally honoring can be established with proper attention. In a well-established MRT relationship all parties benefit. In order for a relationship to stay healthy over a long period of clip, it has to lend something of value to all parties involved. If any member of the relationship feels that he or she has been lending more than they are having, the relationship will get down to deteriorate.
Relationships can be reciprocally rewarding because people can strengthen each other in a assortment of ways. However, if merely one individual does all of the giving, the relationship begins to turn weaker. When constructing new relationships we should look to the benefit of others, what can we lend to their well being and felicity. This is no more than the GOLDEN RULE ; do unto others as you would hold them make unto you.
We all have our ain value system. A priority list of what we feel is of import in life. This is what make & # 8217 ; s different people seek out different life styles. Because of this difference, it is merely natural that value struggles will be when people are forced to work closely with one another. It is improper, possibly even an invasion of one & # 8217 ; s privateness, to enforce one & # 8217 ; s values on person else, peculiarly in the work environment. Whatever a fellow worker may or may non make outside the workplace is their ain concern and has nil to make with the relationship established in the work
topographic point. It is ever best to maintain an unfastened head and construct the relationship on common involvements on the occupation.
The work force is altering dramatically in diverseness. We must be willing to accept this of all time altering mosaic of civilizations. We can take to respond to this mix within our organisation in one of three ways.
1. If you are the dominant civilization, you can keep a negative attitude toward those in other civilizations. This seldom works and can be & # 8220 ; calling suicide. & # 8221 ;
2. If you are in the minority civilization you can try to be one of & # 8220 ; them & # 8221 ; and lose your ain individuality in the procedure.
3. Regardless of the place you occupy, adapt to all civilizations within the organisation, you will go a better individual to cognize and your calling will be enhanced.
In the past, many people thought of the United States as a great & # 8220 ; runing pot & # 8221 ; that would go one civilization with a individual linguistic communication. Alternatively we have become a & # 8220 ; great mosaic & # 8221 ; created from many civilizations. Each individual and each relationship should stand on its ain virtues without respect to cultural background. We must look beyond outward visual aspects and accept each individual as a alone person. Unfortunately for all of us, non adequate people pattern this rule. Many relationships lie in front that will affect individuals of different cultural backgrounds. If we remain unfastened, honest, sincere and willing to speak, our opportunities of constructing a successful MRT relationship are first-class.
Working relationships between employees often contain sexual overtones. For the most portion this sexual tenseness is non unsafe and has small importance on productiveness one manner or the other. There is small danger involved, provided the person is non your supervisor and you are smart plenty to maintain your concern and personal universes separate. But this is non ever the instance. If it should go common cognition that a dating state of affairs is taking topographic point, colleagues can go leery and mistrusting. Feelingss that favouritism and particular intervention are taking topographic point can make a great trade of tenseness and affect productiveness.
Sexual torment goes beyond natural overtones and is Illegal! There are three signifiers of torment: 1 ) Verbal ; 2 ) Visual and 3 ) Physical. Any of these actions violate the jurisprudence and inhibit work public presentation. These actions should be reported instantly to direction.
Ultimately, we all need to larn tolerance, regard and credence toward our fellow workers so that strong, healthy, interpersonal relationships can boom. These are admirable traits and can profit our personal lives every bit good as our working relationships.
