Both

While a synthesis of the previous two sections may seem like a crime in logic, I feel that with a little creativity and a certain amount of poetic license, some semblance of an argument can be reached. For in truth, comparing a low paying, working class job with a project run by upper middle class parents and children in their spare time is hardly a comparison at all... unless one knows where to look.

The facts are that in this society, money is a necessity to a decent living. However, since money does not grow on trees, we need to obtain it by exchanging it for our services. But when the entire point of getting a job in the first place is to get money, how do we prevent it from becoming the central aspect of our mentalities when we do the jobs we need to do? The way I see it, there are actually many things that can be done but most of them must come from the employer's end. Another fact we have to face is that most of the employees whos jobs we are trying to improve have very little choice as to where they can work. Desperation can lead anyone to do anything as long as the pay is at least somewhat liveable. Perhaps more importantly, they feel that they have no choice, which puts them up to their axles in a rut.

This does not mean that there is nothing the employee can do. Whenever possible, one should choose a job that is suitable in the first place, one in a field or area that is most personally interesting. Unfortunately, like I said, this kind of choice can be hard to come by. So solutions have to be found for those in what was probably the only job that they could get.

Sometimes much can be said for making lemonade out of life's citrus barrage. However, a more active and effectual course of action would be to make contact with the boss. Analyze and determine what makes the job less than fulfilling and ask the boss to work with the employees to ameliorate the situation. One of the problems with the bus employee was that her relationship with her boss was almost nonexistent. The boss kept himself so far above his employees that both sides simply saw each other as positions rather than people: a classic case of dehumanization.

Compared to the employee, the boss has much more influence on work conditions and the like that would affect employee morale. Perhaps the best thing a boss can do is to employ the philosophies of our carnival chair. Although she was a boss herself, she didn't assert herself as such. In fact, she was more of an "employee" than some of the "employees". As a result, I think that gained her respect and support from the entire staff of volunteers. In a traditional workplace situation, the employer may not need to do the same work as the employees, although I'm sure that would help, but the key is relationships. If the employees see the boss less like the one in charge and more like a more experienced partner, a good amount of that dehumanization will hopefully disappear.

The employer can also help the employees with stress by preparing them for unfavorable customer situations. It also helps to be readily on hand in the event that the employee doesn't know what to do. All of these will work toward improving the employer's image in the employees' eyes. He/She is closer to becoming a leader with respect, as opposed to the master of an unwilling crew. What this could do is draw the motivation away from money and towards that sense of respect the same way that students will want to work harder simply to please a great teacher.

While these scenarios are highly hypothetical and based on the combination of two practically insoluble situations, they are not out of the question. All of this, I think, is more than possible depending on how genuine an effort both sides make. One thing is for sure: threats and semi-private chastizing hasn't been working and isn't about to work anytime soon. Something needs to displace the hold money has on our work habits. Part of the reason that volunteers work so hard seems to be that sense of accomplishment and pride in their work. Employers need to find ways to add that feeling to the job. Employee of the month programs and such are a step, but they don't sound very effective to me. I doubt any of the employees feel especially proud of achieving such an award, or proud enough to always want to do a great job to that end.

I think the idea of the employer earning respect from the employees as a leader will be much more effective, even though it would take more effort. Respect, unlike money or some award, has limitless potential to motivate. That is the kind of motivation we are looking for, not necessarily push-type as opposed to pull-type. As long as the goal is continuous, not finite, there won't be any such thing as "just enough" or "good enough". A good job will be measured by one's best rather than one's paycheck. It happens all the time... but making it happen when money is part of the picture is the real challenge. Interesting concept: paying someone for working for love. Like I said, the motivations are out there, we just have to look harder.