Understanding Organizational Behavior and Grit
Organizational behavior, as an interdisciplinary area, has been influenced by advancements in several related fields, including sociology, psychology, finance, and engineering, as well as professional expertise (Amabile & Kramer, 2011). Grit is the desire and tenacity toward long-term, worthwhile goals. It is the capacity to stick with something one is enthusiastic about and show tenacity in facing challenges (High, 2016). This intensity is not characterized by intense feelings or enthusiasm: it all comes down to dedication and focus.
When passionate about something, one can persevere through challenging or dull tasks since persistence is another aspect of grit. To endure is to persist, to keep constantly trying despite adversity or failure (High, 2016). Maslow’s hierarchy of needs is a diagram illustrating the human prerequisites that a person must fulfill to achieve total growth and realization. Abraham Maslow, a psychologist, developed the notion of the hierarchy of needs (Well, 2021). The hierarchy is represented as a pyramid, with the basic requirements that must be met before a person can move on to handling more intermediate needs.
Developing Passion and Professional Motivation
It is accepted that an individual who must battle to exist does not consider or achieve self-actualization to the same extent as an individual whose existence is more or less secured. The hierarchy of needs illustrates the essential evolution of human activities into the metaphysical, the imaginative, or the intellectual after sustenance and comfort are guaranteed. Motivation explains the reasons behind a person’s actions. It motivates people to behave in a certain way (Robbins & Judge, 2022).
Motivation is the mechanism that starts, directs, and sustains ambitious behaviors (Robbins & Judge, 2022). According to Maslow, motivation stems from an individual’s efforts to fulfill five basic needs: physiological, safety, sociability, esteem, and self-actualization (Well, 2021). People contend that these necessities can lead to internal strife that affects behavior.
Stably running any business does not entail straightforward dealings for starting one. As a programmer in security companies, I was enthusiastic about starting my own company, having worked under many prior security firms. Throughout the employment phase, self-motivation was my primary driving force, and the reward I was seeking was increased sales, which earned me relatively high commissions. With that in mind, I implemented grit in my work, which has led me to own my own security firm. Therefore, I proudly live by being gritty, and this was stabilized further when I took the Grit Scale test, which ranked me at 4.7 out of 5.
It is crucial to understand that developing a passion requires experimentation and error. One cannot perform all tasks in their brain; it requires experience, which takes a while. One aspect of how interests emerge is that it is impossible to tell, based on one’s ideas and fantasies, what one will enjoy and what they are unlikely to like (High, 2016).
Individuals cannot get interested in something unless they do precisely that. Imagination and reality are only brought together harmoniously through sheer effort, as this is how I developed an interest in programming. I developed this mentality when I was a young lad, as I loved taking on new challenges to improve my wits and staying prepared, thanks to my optimistic mindset. I had to register for it, attend the practices, and do the required work because finding one’s interest is more of a journey than a revelation.
Professional Experience and Application of Traits
Working at SSI Stock & Securities Company taught me a great deal about my work and the people I work with. The company was based in Vietnam, and I diligently offered my professional expertise there from December 2021 to July 2022. Resilience, fearlessness, collaboration, generosity, and gratitude are my highest-level traits, which have greatly benefited me throughout my professional career in Vietnam.
In relation to my experience, I frequently utilized my talents, as they reflected my principles and values, and because my profession is my life. Being a persistent person inspired me because I had an unquenchable desire to solve issues. For instance, it was challenging for me to design and construct a complex financial model for the company within the few months I was new there, but that was my motivation, so I had to put all my work into overcoming the difficulty.
Additionally, I consider myself courageous because I speak out against wrongdoing when I witness it. I stand with individuals being victimized, whether friends or coworkers, since none of us wants to be the target of intimidation or discrimination. Since no one can achieve greatness alone, I enjoy collaborating with like-minded individuals on projects and at work to meet operational needs, such as providing research information for the department and inputting financial data for financial analysis. Faster project delivery, which is well-planned and error-free, is made possible by this.
Given that there are people in desperate need of assistance, generosity is a virtue I developed from a very young age. Being kind does not cost anything; helping a friend or coworker makes one feel good, so I always try to be kind. Participating in the security valuation issued by the firm was among my favorite tasks, and I always attended to it without hesitation. I appreciate everything good that is done for me, no matter how small.
Reflection and Personal Growth
My time at the company was not challenging because I was consistently calm while working. Keeping an open mind was exceptionally helpful, especially in the areas where I was previously ignorant. I was advised on how to present information in a manner distinct from the cooperative’s planned approach, and I promptly provided daily, weekly, monthly, and quarterly updates as intended. Through gaining experience there, I resigned and worked under my firm since I believed I would achieve far more than what was offered there. Positivity and being true to oneself help people achieve greatness, and people need to embrace that.
References
Amabile, T. M. (2011). Chapter 2: The Dynamics of Inner Work Life. In S. J. Kramer (Ed.), The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work (pp. 1–20). essay, Harvard Business School Publishing Corporation.
High, P. (2016). Forbes. The Secret Ingredient of Successful People and Organizations: Grit. Web.
Robbins, S. P., & Judge, T. A. (2022). Essentials of organizational behavior: Global edition. Pearson.
Well, T. (2021). Psychology Today. Using Maslow’s Hierarchy of Needs to Discover What Motivates You. Web.
