Organizational Behavior

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Fourthly, Zhou is low in neuroticism. Zhou is claim and self-confident, especially when she is dealing with crises. In 2003, Lens Technology drummed up its business by cooperating with Motorola, but the suppliers of Lens were covetous of the fruitful results. They decided to cut off their supplies to Lens. This meant Lens Technology would be out of raw materials. Zhou originally thought that she needed to commit suicide, but luckily she calmed down and found another substitute. Thus, we can see that Zhou can control herself and eliminate irrational thoughts.

Fifthly, one of the advantages of Zhou is that she is high in extraversion. It includes gregarious, assertive and sociable. Leadership is the main characteristic of extraversion. Definitely, Zhou proved that she can lead the factory by recommending herself to be the chief executive officer. After she established Lens Technology, the main clients are HTC, Samsung, Apple and Motorola. There is no doubt she can negotiate and socialize with those business tycoons like Steve Jobs. Therefore, Zhou tends to be have extroversion.

2.2 Core self-evaluation

The trait of core self-evaluation suggests that people who have positive core self-evaluations (CSE) like themselves and see themselves as effective, capable, and in control of their environment. In 2006, since someone has stolen expensive manual copying machines, Zhou has therefore developed a fully automatic glass engraving machine.As a result, the technology and efficiency have been improved. In 2007, because the raw materials have been monopolised, Lens with the customers and the US jointly developed the corning "Gorilla" glass , a new market of new materials was created. These two stories show us that Zhou can always turn threat into opportunity. She can do this because she owns positive core self-evaluations. Also, she is a demanding person. She requests the process to be done as detail as possible. For herself, she will enrich her knowledge from time to time. She put huge effort to learn all the processes of producing glass so that she can understand her environment in depth.

2.3 Self-monitoring

Self-monitoring describes an individual’s ability to adjust his or her behavior to external, situational factors. Mostly, high self-monitoring can drive better performances. It is reasonable to have different attitudes on different people. It is not suggested that we need to be hypocritical. It is a tool to identify the authorise power over administrative procedure, especially in large scale enterprises just like Lens. Zhou is a straight-forward person and she won’t hide her actual feeling. She will reprove the employee's’ performance no matter which level they are at. On the other hand, she will provide lots of welfares for the employees. We consider that Zhou is a low self-monitoring person, but it doesn't affect her govern much since she treats everyone fairly.

2.4 Proactive personality

Proactive personality tells us that people will be more likely to get favorable result if they are passionate to improve the existing situation. When Zhou was a factory worker, she decided to resign the job because she found the working hour is too long and the job is boring. It represents that Zhou is a proactive person, and she is always looking for better chance but not to satisfy with existing condition. Another example is about expanding Lens’ factories. In 2007, at the beginning stage of manufacturing Apple’s Iphones, Lens have used all the capacity of production to manufacture its glass. They are facing shortage of production capacity so that they need to pass part of their production to other manufacturers. Someone told Zhou that they don’t need further expansion since they are already earning huge amount of revenue. But Zhou resists to expand the production line through building more factories. The fact shows that Zhou has made a wise move in order to capture the leading position of the smartphone glass.

2.5 Psychopathy

Psychopathy describes the tendency for a lack of concern for others and a lack of guilt or remorse when their actions cause harm. Request for quick response and speedy execution are the requirements of Zhou. Some Lens employees criticised that Zhou’s working style is too intensive to them. And the employees’ mental health may be harmed by the high working pressure. We believe that this trait will not be a big problem for Zhou to lead Lens. The reason is that adequate pressure is useful to enhance employees’ performance. Also, the welfare system provides the compensation of high pressure working environment.

Although Zhou’s personality is not perfectly fit with all the favorable traits, she performs well lots of the aspects, especially her proactive personality helps a lot. We believe that her proactive personality is the crucial factor to Zhou’s success.

3. Motivation concepts

We find that there are 5 theories in motivation relating to Zhou’s career. We will explain them one by one. Motivation is the process that account for an individual’s intensity, direction, and persistence of effort towards attaining a goal.

3.1 Herzberg’s Motivation-Hygiene theory

The Herzberg’s Motivation-Hygiene theory, also known as two factory theory, states that one’s motivation is driven by two factors, namely motivation (intrinsic) factor and hygiene (extrinsic) factor. Motivation factor includes one’s satisfaction while hygiene factors include supervision, pay, company policies, and working conditions(Robbins and Judge, 2011, p.186). Herzberg assumed a relationship between satisfaction and productivity, but the research methodology he used focused only on satisfaction, not on productivity. There is limited support for the theory, but it is still relevant to Zhou’s working environment of the earlier stage and helps us to explain why she quitted the job. Zhou quitted school at 15 and has worked as a migrant worker in the special economic zone in Shenzhen. On the one hand, the job was monotonous and dull and it wasn’t her dreamful one, it is related to satisfaction (motivation). On the other hand, it had very long working hours and low pay, from 8a.m. to 12a.m. or sometimes until 2a.m., the extrinsic factors are unfavourable too. Thus, she had very low motivation. She eventually expressed her dissatisfaction to the boss and applied for resignation. Surprisingly, she was appreciated and got promoted. After that, she stayed at the factory for 3 more years(Barboza, 2015).

3.2