"Maslow’s Theory" Unit3 Portfolio Activity, BUS 5113: Organizational Theory and Behavior (University of the People)

Unit 3 Portfolio Activity, 2020 Term2, University of the People

In 1943, psychologist Abraham Maslow wrote a paper, “A Theory of Human Motivation,” which explained how drive and motivation are correlated to the understanding of human needs and behavior. Maslow’s Hierarchy of Needs is a motivational theory that proposes that while people aim to meet their basic needs, they aspire to attain higher order needs in the form of a pyramid. This idea is shown in his presentation below:

3. Finkelstein [CC BY-SA 3.0], via Wikimedia Commons

Research Maslow’s Theory and address the following:

1. In brief, describe the theory and how it has increased our understanding of personal and organizational needs and satisfaction. What are the criticisms of the theory?
   
   
2. Examine the pyramid and reflect on your current situation. Are your motivations dictated by your current needs? Explain.

The Portfolio Activity entry should be a minimum of 400 words and not more than 750 words. Use APA citations and references if you use ideas from the readings or other sources. 

University of the People 

Drafting and Editing: 4.5 hours (443 words)
Grade: 10/10

1) In brief, describe the theory and how it has increased our understanding of personal and organizational needs and satisfaction. What are the criticisms of the theory?

     Maslow classifies human needs in a hierarchy of five basic needs. "They range from self-actualization and esteem needs at the top, to social, safety, and physiological needs at the bottom" (Osborn et al., 2010). "The idea of the hierarchy is to show that needs on a given level must be satisfied before the needs on the next level become interesting" (Laegaard & Bindslev, 2006). This theory is one of the earliest motivation theories, and it recognizes and identifies individual needs. Maslow's theory helps managers to understand the subordinate's needs and motivate them. Also, the idea had the most significant impact on management practice and policy of the organization. (Soós, J & Takács, 2013) However, there are several criticisms regarding the theory. As Bauer and Erdogan, the needs' order can differ depending on the people, and researchers failed to support the arguments. (Bauer & Erdogan, 2012) Also, from a cross-cultural perspective, the theory is criticized. "For instance, social needs tend to take on higher importance in more collectivist societies, such as Mexico and Pakistan, than in individualistic ones like the United States" (Osborn et al., 2010). 

2) Examine the pyramid and reflect on your current situation. Are your motivations dictated by your current needs? Explain.

     As I explained above, the research shows that the theory has a significant impact on the study. However, the theory is not proven with data. Based on my current situation, I think my current needs do not dictate my motivations.  Now, sleeping is the thing that I want the most. I work as a full-time worker at a Japanese university. Usually, I finish my work after 8 PM. I take 90 minutes to go home from the workplace, so I get home around 10 PM. Then, I start doing my homework of "Organizational Behavior." In this situation, my sleeping hours are decreasing. I sleep only 3 or 4 hours on weekdays. Also, to do my assignments, I get more time to see a PC screen and a smartphone, so my eyes get tired, and I have a headache. If I follow Maslow's theory, I have to prioritize going to bed to satisfy the physiological needs located at the bottom of the pyramid. However, I do my best to study this course to achieve my goal: contributing to the university where I am working for and improving this society. I can't satisfy the lowest needs of Maslow's pyramid, however I am motivated to achieve my goal, categorized as self-actualization needs, which are the pyramid's top needs.

References

Bauer, T. & Erdogan, B. (2012)An Introduction to Organizational Behavior. (n.p.). Retrieved from  https://2012books.lardbucket.org/books/an-introduction-to-organizational-behavior-v1.1/s09-theories-of-motivation.html

Laegaard, J. & Bindslev, M. (2006). Organizational theory (1st ed). Ventus Publishing & Bookboon.com.

Osborn, R., Hunt, J. Uhl-Bien, M & Schermerhorn, J. (2010) Organizational Behavior, 11th Edition. New York: John Wiley and Sons. 

Soós, J and Takács, I. (2013)Psychology. Budapest, Hungary. Retrieved from https://regi.tankonyvtar.hu/en/tartalom/tamop412A/2011-0023_Psychology/030300.html

"Three theories how they have increased our understanding of motivation." Unit3 Written Assignment, BUS 5113: Organizational Theory and Behavior (University of the People)

Unit 3 Written Assignment, 2020 Term2, University of the People

The Employee Component dominated various studies on organizational behavior. Of note are these important theories that affect motivation:

•       Maslow’s Hierarchy of Needs
•       Herzberg’s Motivator-Hygiene Theory
•       McClelland’s Learned Needs Theory
•       McGregor’s Theory X and Theory Y
•       Adam’s Equity Theory
•       Vroom’s Expectancy Theory
•       Skinner’s Reinforcement Theory 

Select 3 theories and explain how they have increased our understanding of motivation. Compare and contrast their influences on human motivation in the contemporary work setting, Then, choose one theory that best applies to your own personal and developmental journey.

Submit a 2-3 page paper (no more than 3 pages), exclusive of the cover page and the reference page. The paper should be double-spaced in Times New Roman font (or its equivalent), which is no greater than 12 points in size. The paper should cite at least 2 sources in APA format. The paper should be well-written. Check all content for grammar, spelling, and construction.

University of the People 

Drafting and Editing: 11 hours (564 words)
Grade: 78.75/90

❶ Select three theories and explain how they have increased our understanding of motivation.

I selected Motivator-Hygiene Theory, Learned Needs Theory, and Equity Theory. Including these three theories, there are many motivation theories, and they can be divided into two broad categories: content theories and process theories. (Laegaard & Bindslev, 2006) Both the categories contribute to increasing our understanding of motivation. Content theories(needs theories) focus on revealing WHAT motivates human behavior. Process theories explore How motivation occurs, focus on the processes which influence our motivation. Unlike Process theories, Content theories cannot entirely explain what motivates or demotivates us. (Soós & Takács, 2013) Motivator-Hygiene Theory and Learned Needs Theory are categorized as Content theories, and Equity Theory is grouped as Process theories. Here is a brief explanation of these theories for the following explanation and analysis of these theories.

Herzberg’s Motivator-Hygiene Theory 

The theory identifies two different factors, Hygiene factors and Motivator factors, as primary causes of job satisfaction and job dissatisfaction. Hygiene factors in job context affect job dissatisfaction: Organizational policies, Quality of supervision, Salary, Relationships with peers, Status, and Security. Motivator factors in job content affect job satisfaction: Achievement, Recognition, Work itself, Responsibility, Advancement, and Growth  (Hunt et al., 2010) .

McClelland’s Learned Needs Theory

According to the theory, all people have the combination of needs: achievement, affiliation, and power. Also, individuals possess a dominant need which is the most important need for them compared to the other two needs, and the need lead the person's behavior. (Bauer & Erdogan, 2012).

Adam’s Equity Theory

Equity theory argues that unfairness to the output of the workers leads to demotivate workers. The perceptions of fairness/unfairness are determined by comparing their inputs and outcomes with their colleagues.  (Hunt et al., 2010) 

❷ Compare and contrast their influences on human motivation in the contemporary work setting.

Motivator-Hygiene Theory and Learned Needs Theory, which are grouped as content theories, are the earliest motivation theories. Because content theories of motivation focus primarily on individual needs, physiological or psychological deficiencies within the work environment, content theories have had the most significant impact on management practice and policy, while academic circles don’t accept them. (Soós, J & Takács, 2013)

While the content theories influence the work environment, the Process theories are key to understanding employee motivation. According to equity theory, employees are demotivated when they view reward distribution as unfair. (Bauer & Erdogan, 2012)

❸ Choose one theory that best applies to your own personal and developmental journey.

Herzberg’s Motivator-Hygiene Theory is the best theory for me because it explains my situation well. I am satisfied with my current tasks in the university, such as, supporting international students , organizing intercultural events for students, and planning a new international dormitory. Working as staff at university is my aspired job, and also, this job fits me. I performed well, and in the recent two years, I was highly regarded by my boss, and I got a good evaluation which is given to only above 5% of staff. Salary and other basic security also meet my expectations. Under these right conditions, however, I am always dissatisfied with my workplace because I couldn’t make a good relationship with my colleague, and the quality of the supervision is low. Motivator-Hygiene Theories can explain the reason why my motivation is decreasing. From the perspective from the theory, I can be more motivated and work more efficiently if my working conditions: quality of supervision, and salary relationships with peers are improved.

References

Bauer, T. & Erdogan, B. (2012)An Introduction to Organizational Behavior. (n.p.). Retrieved from https://2012books.lardbucket.org/books/an-introduction-to-organizational-behavior-v1.1/s09-theories-of-motivation.html

Hunt, J., Osborn, R.,  Schermerhorn, J. & Uhl-Bien, M  (2010) Organizational Behavior, 11th Edition. New York: John Wiley and Sons. 

Laegaard, J. & Bindslev, M. (2006). Organizational theory (1st ed). Ventus Publishing & Bookboon.com.

Soós, J and Takács, I. (2013)Psychology. Budapest, Hungary. Retrieved from https://regi.tankonyvtar.hu/en/tartalom/tamop412A/2011-0023_Psychology/030300.html

Explain the process of motivation. Money, Manager, work-life balance Unit3 Discussion Forum, BUS 5113: Organizational Theory and Behavior (University of the People)

Unit 3 Discussion Forum, 2020 Term2, University of the People

In today’s competitive marketplace, employee motivation is necessary for organizations to thrive.  It is driven by outside and internal stimuli that affect the way we behave and act. Just look around you and notice what makes you desire to do something either for satisfaction or tangible reward. Managers can provide a suitable environment where workers can feel motivated to perform at their peak level. 

Research and answer the following questions:  

1. Explain the process of motivation.
2. Does money motivate you? Why or why not?
3. How can today’s managers help employees who suffer from work stress?
4. Offer suggestions on how you can maintain a good work-life balance.

Your Discussion posts should be a minimum of 250 words in length and not more than 750 words. Use APA citations and references for the textbook and any other sources used.

University of the People

Drafting and Editing: 5 hours (327 words)

Grade: 8.33/10

1. Explain the process of motivation

According to Laegaard and Bindslev, the motivation process comprises three elements: initiation, direction, and intensity. The result of the motivational process is motivated behavior, and the impact of motivated behavior is performance. Moreover, the motivational process is influenced by two factors: individual conditions (skills, job, competence, personality, mood, values) and job situation (physical framework, job design, rewards, social norms, culture). (Laegaard and Bindslev, 2006)

2. Does money motivate you? Why or why not?

Yes, money motivates me. I can't live without money, so I have to earn money for my basic living. Two famous theories support my opinion. Maslow's Hierarchy of Needs explains that physiological needs and safety needs are the essential needs for humans. Also, Alderfer's needs theory explains the basic survival needs are fundamental demands for humans. (Robbins, 2005) However, most of the reason I work with enthusiasm is not only for money but also for several factors. 

3. How can today's managers help employees who suffer from work stress?

Managers can help employees in two ways. First, managers can take a genuine interest in employees' work-life balance by offering flexibility in schedules and understanding family commitments, doctors' appointments, etc. (Limpan, 2013). Second, Managers can help employees to avoid overworking. Overworking good employees is perplexing to them, and it is also counterproductive. (Bradberry, n.d.).

4. Offer suggestions on how you can maintain a good work-life balance. 

To maintain a good work-life balance, preventing from working long hours is the essential factor. According to Pencav, a researcher from Stanford, "employees at work for a long time may experience fatigue or stress that not only reduces his or her productivity but also increases the probability of errors, accidents, and sickness that impose costs on the employer" (Pencav, 2014). Also, I should manage my stress because so much of a person's stress is self-imposed. I have to understand that we have the freedom to choose how I respond to stressful events. (Branham, 2004)

References

Laegaard, J. & Bindslev, M. (2006). Organizational theory (1st ed). Ventus Publishing & Bookboon.com.

Robbins, S. P. (2005). Organizational behavior (11th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.  

Limpan, V. (2013, March 18). 5 easy ways to motivate – and demotivate – employees. Forbes. Retrieved from https://www.forbes.com/sites/victorlipman/2013/03/18/5-easy-ways-to-motivate-and-demotivate-employees/#5fa733ae49ff

Bradberry. T. (n.d.). 7 ways managers motivate and demotivate employees. Talentsmart. Retrieved from http://www.talentsmart.com/articles/7-Ways-Managers-Motivate-and-Demotivate-Employees-2147446692-p-1.html

Pencav. J. (2014). The Productivity of Working Hours. IZA DP No. 8129. Retrieved from http://ftp.iza.org/dp8129.pdf

Branham, L. (2004). 7 hidden reasons employees leave : How to recognize the subtle signs and act before it’s too late. ProQuest Ebook Central Retrieved from  https://ebookcentral.proquest.com

"Benefits of Pertinent Negative in human interaction" Unit2 Portfolio Activity, BUS 5113: Organizational Theory and Behavior (University of the People)

Unit 2 Portfolio Activity, 2020 Term2, University of the People

Our perception can sometimes ignore important aspects when we scan our surroundings. For example, in a situation, our assumptions quickly set in. We focus on what is present and ignore what is missing, which can possibly clarify the behavior of those around us. Amy Herman termed this phenomenon as the pertinent negative (Burkus, 2016). Sometimes, the most valuable information is what we cannot see. In the study of perceptions, this consideration can help us to respond better and avoid misjudgments. 

Research the concept, Pertinent Negative as it relates to our personal behaviors and perceptions. Then answer the following questions in essay format:

1. What are the benefits of Pertinent Negative in human interaction?
   
   
2. How can we use the broader view of things in improving our relationships with others?
   
   
3. If you were a manager, how would you use pertinent negative in understanding employee behaviors and actions? 
   
   
4. Reflect on your current situation to see how this concept can improve your own attitudes, perceptions, and behaviors. 

The Portfolio Activity entry should be a minimum of 400 words and not more than 750 words. Use APA citations and references if you use ideas from the readings or other sources. 

Reference:

Burkus, D. (2016, September 14). How to notice what you can’t see. Inc. Retrieved from https://www.inc.com/david-burkus/how-to-notice-what-you-cant-see.html

University of the People 

Drafting and Editing: 6 hours (506 words)
Grade: 7/10

Amy Herman explains Pertinent Negative is “the power of noticing what you’re not seeing(Burkus, 2016)”. She knew the term from emergency medicine, and she emphasized the importance of paying attention to what is not there. Before thinking about the Pertinent Negative, we need to know about the people’s tendency, the Baader-Meinhof phenomenon, and Frequency Illusion. According to Zwicky, Baader-Meinhof phenomenon, and Frequency Illusion, you believe it happens a lot once you notice a phenomenon, but it is not really. (Zwicky, 2006) The phenomenon is composed of people’s frequency selective attention and bias talking. (n.d., 2016) Therefore, we must remember that everyone has more or less biased thinking without our will.

1. What are the benefits of Pertinent Negative in human interaction?
The benefits of Pertinent Negative in human interaction are preventing misunderstanding, building a good relationship, and having effective communication. As explained above, people tend to think anything with some biases without their will, so during regular communications, we misunderstand each other, and the misunderstanding leads to new problems.

2. How can we use the broader view of things in improving our relationships with others?
First, we should understand we naturally have biased thinking ways, and we can not see and know everything. Second, we will be conscious of what we can not see. For example, if I feel bad because of someone’s act or comment, I can ask others about it. Then I can realize the different perceptions of others’ views and learn new things or remove understandings.

3. If you were a manager, how would you use pertinent negative in understanding employee behaviors and actions?
If I were a manager, I would not make decisions based on only my perceptions because I can miss information or misinterpret some incidents. Therefore, I will ask questions of several employees to understand their behaviors. Burkus and Herman recommend making a habit of asking what I don’t notice in the team collaboration and face to face, not email. (Burkus, 2016)

4. Reflect on your current situation to see how this concept can improve your attitudes, perceptions, and behaviors.
As a working staff at the International Office in Japanese University, one of my tasks is to organize intercultural events for students and manage the event team. Since Covid-19, my working environment has changed a lot. I had to spend a lot of time adjusting to adjust to the rapidly changing environment. Moreover, two new employees joined my team in April. It was a confusing time. Under these circumstances, I could not have a lot of time to care about the new employees, and the team did not work well. The new employees could not understand my explanation, and I felt dissatisfied with them. The effect of the Convid-19 was huge to our work, and it was not only my fault, but I can more improve my attitude to the new employees. Maybe I might miss some important facts, and after I find the new perception, I can be better to make a good relationship with my colleagues.

References
Burkus, D. (2016). How to notice what you can’t see. Inc. Retrieved from https://www.inc.com/david-burkus/how-to-notice-what-you-cant-see.html
n.d. (2016). How visually intelligent are you? Take Amy Herman’s perception test. Big Think. Retrieved from https://bigthink.com/videos/amy-herman-on-visual-intelligence-and-the-pertinent-negative
Zwicky, A. (2006). Why are we so illuded? Stanford University. Retrieved from https://web.stanford.edu/~zwicky/LSA07illude.abst.pdf

"How your attitudes, perceptions, and behaviors are affected positively or negatively?" Unit2 Written Assignment, BUS 5113: Organizational Theory and Behavior (University of the People)

Unit 2 Written Assignment, 2020 Term2, University of the People

Instructions for submission

Perception is a subtle, personal view of one’s self in context with the environment. Much of our upbringing influences the way we see and observe things that affect our interpretation, meaning, and judgment. As training is developmental in nature, we can develop or shape our perception to be as objective, unbiased, and progressive as we would want. 

In the organizational context, our perception affects how we communicate among ourselves. Some factors such as those shown below may get in the way of understanding the truth within a message; thus, affecting our behaviors: 

1. Stereotype 
2. Prejudice
3. Discrimination
4. Selective Perception
5. Projection
6. Halo Effect
7. Tokenism
8. Intersectionality 

Select three factors from the list and write an essay as to how your attitudes, perceptions, and behaviors are affected positively or negatively by them in a personal and organizational context. Back up with the latest research available.

University of the People 

Drafting and Editing: 5 hours (438 words)
Grade: 79.95/90

I selected three factors; Stereotype, Selective Perception, and Halo Effect, and these three factors are categorized as perceptual distortions. I explained how my attitudes, perceptions, and behaviors are positively or negatively affected by them in a personal and organizational context with the latest research. 

Stereotype

“Stereotype occurs when we identify someone with a group or category, and then use the attributes perceived to be associated with the group or category to describe the individual” (Schermerhorn, Osborn, Hunt, et al., 2003). The stereotype has both positive and negative sides. Stereotyping allows us to save our time to get a conclusion quickly. However, sometimes the decision is incorrect. (Robbins, 2005). Before I conduct a job interview, based on a curriculum vitae, I usually think that highly educated candidates are suitable for my workplace. In this case, my process is a shortcut without evidence. Sometimes, after I work with a new employee, I realized my judgment was improper.

Selective Perception

Selective perception is the tendency to define problems or events from one’s point of view” (Schermerhorn, Osborn, Hunt, et al., 2003). I think selective perception occurs when I or my colleague in a bad situation. For example, recently, multiple data show our institution is falling behind other competitive institutions. Ten years ago, our institution was one of Japan’s most famous universities, and my colleagues still tend to think our institution is the best. They never gather information regarding recent data. The situation triggered by selective perception is a severe problem for the institution. According to Walsh, earlier researchers pointed out this problem, such as Dearborn and Simon. (Walsh, 1988)

Halo Effect

“Halo effect uses one attribute to develop an overall impression of a person or situation” (Schermerhorn, Osborn, Hunt, et al., 2003). The Halo effect can have a positive impact on organizations. “The halo effect can impact organizations, locations, products, and delivery/communications channels, as well as our judgments of other people. If users like one aspect of a website, they’re more likely to judge it favorably in the future” (Nielsen & Cardello, 2013). Not only in organizational context but also people can use the Halo effect personally. I benefited from the Halo Effect at my workplace. Once accomplished a big goal at the workplace, my colleague started to think about me as an innovator. After that, when I made a mistake, my boss interpreted the error has occurred for some other reason, not me. 

Our perception process is easily affected by the above factors in both personal life and the workplace. To make the right decision, we need to develop our skills to see things right without perceptual distortions.

"How are values formed?Why do negative behaviors affect organizational success?" Unit2 Discussion Forum, BUS 5113: Organizational Theory and Behavior (University of the People)

Unit 2 Discussion Forum, 2020 Term2, University of the People

In the study of human behaviors, organizational leaders must understand concepts such as values, attitudes, perceptions, and behaviors of people. The objective is to align their thoughts, emotions, and competencies with organizational success. We often ask why people do things the way they do or behave in a certain way. Research these attributes and provide references. 

Address the following questions: 

1. How are values formed? How do they influence our attitudes toward work and others?
   
   
2. In the workers’ perspective, why are perceptions their reality?
   
   
3. Why do negative behaviors affect organizational success?
   
   
4. What can organizational leaders do to foster a positive work environment?

University of the People

Drafting and Editing: 7 hours (266 words)

Grade: 8.25/10

1. How are values formed? How do they influence our attitudes toward work and others?

Values are formed of experiences with people and schools, religious organizations, and social groups in society (Hiriyappa, 2008). Behaviors are manifestations of our values, or attitudes that may lead to positive or negative behaviors toward work and others (McLeod, 2018).

2. In the workers’ perspective, why are perceptions their reality?

Each of us has a different process of perception, so each perception is a reality for him/her. People may form different impressions of the same person performing the same behavior. (Stangor, n.d.). “To every experience, each of us brings our schemas attitudes, and expectations. The process of interpretation guarantees that we will not all form the same impression of the people that we see“ (Plaks, Levy, & Dweck, 2009).

3. Why do negative behaviors affect organizational success?

Behavior can affect an employee's job performance, so negative behaviors affect organizational success. For example, bullying behaviors cause problems for coworkers. “Coworkers may stop suggesting ideas or, they may challenge the domineering one, causing drama that makes it difficult to work efficiently” (Mayhew, 2018).

4. What can organizational leaders do to foster a positive work environment?

Organizational leaders should prevent gossiping by workers to foster a positive work environment. Based on the above research, the reality is different depending on our perceptions’ way, and our perceptions are not always right. Therefore, gossiping or speaking ill of others is just wasting time, and “talking about each other creates hurt feelings and misunderstandings” (Mayhew, 2018). Also, the leaders can make workers understand the idea about perceptions.

References

Robbins, S. P. (2001). Organizational behavior, 9th ed. Prentice-Hall.

Mayhew, R. (2018). How does behavior affect work performance? Bizfluent. Retrieved from https://bizfluent.com/info-8617280-behavior-affect-work-performance.html

Hiriyappa, B. (2008). Organizational behavior. ProQuest Ebook Central Retrieved from　https://ebookcentral.proquest.com

Stangor, C. (n.d.). Perceiving others. In Principles of social psychology (1st ed.). Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License. Retrieved from https://opentextbc.ca/socialpsychology/part/chapter-6-perceiving-others/#navigation

「鬱」じゃなかったよ！「適応障害」という診断を受けるまでの職場での軌跡☆彡

続報です。

1/17に以下の投稿をして、いったん非公開にしたけど。

ついに鬱になりました。

起き上がれない。

ただ、深刻な一歩手前という感じでしょうか。

症状としては

・動悸

・たまに頭痛

・食欲低下

・常に怒り

・仕事したくない

・突然泣きだす

正直に言うと、職場がひどい。

上司に何度も仕事が多すぎることを伝えたのに、仕事量を管理してくれなかった。

前任者よりも仕事増えてるなかで同僚が忙しそうかというとそうでもないので、何かのいじめなのかと思った。

という感じで、年末からけっこう厳しい状態で、

年末年始の休みはほとんど何もできず、という感じ。

加えて家族も何かわからないことで八つ当たりしてきたり。

2020年はコロナで色んな変化もあって、職場と家庭で自分の味方になってくれる人が誰もいないことが明確になって、すごいストレスを抱えていたんだなと思った。

まあ、この更新が最後になってしまうのか。

まだ気力はあるので、自分を守りつつ今まであったことなどをブログにまとめて改善していけたらと思っています。 

「深刻な一歩手前」じゃなくて1/17の時点で「深刻」だったようですｗｗｗ

２月下旬に心療内科にいった結果「鬱」ではなく「適応障害」という診断を受けました。

２か月ぐらい休んだ４月中旬の今。

ようやく「生きてる」という感覚が戻ってきたので書いてみます。

簡単に時系列をまとめると

• 2020年4月　

過去最高でヤバい人と同じチームになったことが判明。全く仕事しないので、仕事してほしいって言われたら泣かれた。３回言ったら３回泣かれた。

こわい、職場で「仕事してください」って伝えて泣かれるの怖すぎるｗｗｗｗ

しかも「１時間ぐらいで終わる作業、４時間かかっても良いかな」というスタンスで対応したのに、４時間どころか「２日ほしい」とか平気で言ってくるタイプ。

このメンタルの強さ、見習いたい。

このヤバい人に対して上司は特に改善命令とか出さないので、上司が謎過ぎた。

その代わりこの人の仕事が遅かったりでビハインドした分は私が仕事するようにと言われる。

社畜な私は「ふっざけんな。くそ」って思う一方で「仕事だからしゃーなしやな」と思って仕事をしてみる。

• 2020年5月　

新規業務の引継ぎをしてくれる先輩もヤバい（質問しても全然教えてくれない）ことが判明

• 2020年6月　

上司もヤバいことが判明（相談しても全く話聞いてくれない）

• 2020年6月　

まあまあ複雑なプロジェクトのリーダーになることが分かりヤバい。

プロジェクトメンバーの平均年齢45歳ぐらいで雑用もプロジェクトの進捗管理もプロジェクトリーダーの私にふってくる。

＜このあたりから自分のストレスが正常値を越えており転職活動を一瞬始めるけどコロナ対応とこの異常な職場でのサバイブに転職活動ぶっこむのが無理だったので、転職活動はやめる＞

今振り返るとこれはとても社畜脳だった。

ストレスが異常であったらその場で「体調不良です」と１週間お休みをとって良かった。

今ならそう思える。

ただ、自分が配置されたところが「いわゆる一人担当業務」なので基本的に１週間休んで進まなかった業務は１週間後の自分に降りかかる。

１週間休んでる時にサポートしてくれるのは、通常時に普通の質問に答えてくれないヤバい先輩なのでまったく頼りにならない。

• 2020年7月　

「一人担当」の業務で、唯一頼りにできた契約社員さんが８月から産休に入ることが判明。業務を教えてくえる人がヤバイ先輩だけというヤバイ状況に。

• 2020年7月　

ある業務の業務委託先の担当者がやばすぎて暴言を吐かれる。（まあこれはそこまでやばくないけど、ヤバイ先輩が業務委託先の悪口ばかり言って仕事を一ミリも教えてくれなかった）

• 2020年8月　

業務で外部環境が要因のトラブル発生。上司・先輩に相談しながら進めるも全く意味がなく順調にトラブル発生。しりぬぐい、全力で私に振られて全力対応する。

• 2020年9月　

熱を出す（コロナかと思って検査したらなんでもなかった。今思えばストレスとか疲労だったのだろう）

• 2020年10月　

新規業務でまたまたリーダー的な役割を任される

（あれ？周りの先輩社員、コロナで仕事無くなってむっちゃ暇ですって全員会議で発言してるのに、私は結構瀕死状態だぞ。なのに、全く接点の無かった新規業務？）

このあたりから動悸が始まった。

そして上司の自己顕示欲に振り回され「あれやってみたい」「これやってみたい」に一々応えてしまって仕事が忙しくなっていた。

• 2020年11月　

「業務の引継ぎがスムーズにされてないため仕事するのに想像以上に時間がかかるので、今リーダーになってるものとかマジで仕事減らして！！！」って１００回ぐらい上司に相談していたけど相談することを諦める。（上司が話聞いてくれないから）

「そんな中、他の担当者の担当業務を担当してないか？」と上司から持ち掛けらえる。頭おかしすぎて良く分からない理由で担当にさせられそうだったけど理論武装して断ることに成功。

このあたりから耳鳴りと目に激痛が走るようになった。

• 2020年12月　

まじで仕事むり、しんどいって思って「仕事がきついからリーダーから外してほしい」って伝えたところ「なんでそんな風に考えるんだ」と説教されて何かが切れた。年末休みの前に「担当割の妥当性に疑問を呈すること、引継ぎしない先輩による業務進捗遅延に配慮が全くないこと、仕事しないやばい社員に優しいのに平均以上のパフォーマンスを出してる私に厳しすぎないか？、ストレスで体調不良になってる、ということ」などを丁寧に書面にまとめて提出。

上司から謝罪のポエムメールが届き面談をすることになった。

リーダーから外してくれるということが決定したが「この経緯を年末休み中に簡単にまとめて提出して。全体会議で使うから。」と休日中に業務をするような業務命令を言い渡される。（この上司まじでヤバい人だと再確認する）

ちなみに年末休みは体調が悪くなりすぎてこの書類は作成できなかった。元々、部署の全体会議でも書類無しで話が通るレベルのことなので、そもそも書類作成の必要性がかなり低く、この上司まじでヤバイと思った。

• 2020年1月　

仕事はじめをしたその日の深夜、頭に激痛がはしり救急車で緊急外来へ。MRをとっても何も出てこなかったけど、慢性疲労とかだと思うから心療内科に行くように勧められる。

• 2021年1月

上司に緊急外来に行ったことと心療内科を勧められたこと、保険のサービスでカウンセリングも受けたら同じく心療内科を勧められたことを報告した上で、

「個人的には業務量を調整してなんとか仕事を続けてたい」と上司に伝える。

上司も「あなたの希望を聞きます」と答えてくれる。

この異常な社畜精神を感じてくれ！ｗｗ

振り返ってみると、さっさと心療内科に行って休めばよかったと思うけど、この時までは「あと２か月我慢すれば１年間の仕事を一通り経験できるから、このアタオカな先輩・上司との接点を減らして働ける。そうすればストレスも減る」と考えて働いてしまったんよ。

ただ、改めて今思うとこの「問題だらけの先輩、上司、仕事しないヤバイやつ」という３点セットで同じ部署にいる限り、大きなストレス要因と何かしらの接点を持ち続けることになるから、こういう状態になるのは早かれ遅かれ時間の問題だった気がする。

さすがに緊急外来の衝撃があったのか、年末に合意していた「リーダーから外す」の業務以外も減らしてもらって業務を続ける。

• 2021年２月

仕事の引継ぎというかサポート担当をしてくれてる先輩は相変わらず全くサポートしてくれないし、相変わらず「Aを教えてください」という簡単な質問もなかなか答えてくれない。

とんちんかんな誤った仕事の仕方を教えてくれることが相変わらず続いた。

ある時、わざわざ仕事を教えるために時間をとってくれたという。

「何か質問ある？なんでも聞いて」と言われて、今まで何回も何回もこのセリフを聞いて、何回も答えてもらえなかったけど、わざわざ時間をとってくれたのであれば・・・と思って質問したら・・・

やっぱり教えてくれませんでしたーー！！！笑笑笑笑

マジか！この先輩まじか！！人間なのか？？

と思って若干半泣きになりそうだったけど、翌日改めてメールで教えてもらった内容を元にコレで合ってますか？って質問したら文章２倍になって返事きた。

しかも「説明が足りなかったから補足しましたよ」ってむっちゃ親切ぶられたけど、

いや、お前が昨日適当に教えたんだろう！！というびっくりが止まらなかった。

その数日後、また先輩からメールが来た。

「また分からないことがあれば遠慮なく質問してください」。

いやもう、働くの無理だわこの職場で・・・って思ってそこから動悸もすごくなって昼に早退。

その翌朝、体もぐったり重くてもう動かなくなった。

2021年２月中旬からお休みへ。

２月下旬心療内科へ

自分の知識だけで「鬱」って診断されるのかなと思ってたら「適応障害」という診断だった。

今回はとりあえず時系列を殴り書きしました！

何よりも自分自身が「適応障害」って診断されてから「適応障害と診断された方のブログ」が参考になったから自分も書いてみた。

そして「適応障害」って言われて家で休んでる間もけっこう苦しんだし心配も沢山あってみじめな気持ちも不安も沢山あったので、そこからある程度回復できるまでの経緯を次の記事で書く予定です。