Personal aspirations and employment requirements : coalescing, clashing and outcomes.
The main aim of this research was to look at the personal aspirations that people hold when getting into employment and how those aspirations interact with work requirements and the outcomes thereof. In order to do this, a non-probability judgement sample of 118 individuals was drawn from the working class within the Durban Metropolitan city with a population size of 833,615 individuals. The sample was made up of 59% males and 41% females. The majority of the sample (95%) was in management in one form or another, while only 5% were nonmanagement. Data obtained from this research was collected using a web-based questionnaire developed using QUESTIONPRO Software. The questionnaire was administered via email. Statistical data analysis indicated positive moderate relationships between “feeling powerless at work” and “feeling alienated”; “being afraid to disagree with one’s boss”; “deciding to mind one’s own business at work”; and “being angry at work”. A negative moderate relationship was also observed between “being angry at work” and “advancement in life”. The research also showed that there is a link between employees feeling powerless at work and them choosing to do just their bare minimum as stipulated by their job description. This research can benefit organizations by encouraging management to work towards creating a working environment that enhances a balance between work and family life. The work environment should also have a culture that makes employees feel free to disagree with their bosses without negative consequences thus fostering innovation and faster problem solving. Management should also work towards empowering their employees so that the employees can take ownership of their jobs and work towards delivering the company objectives. This will ensure that feelings of powerlessness are diminished within the work force.