Motivation_Analysis

Motivation Analysis Nic Pedersen Psychology 320 January 31, 2011 Pamela Harris Abstract Motivational theory is a rather young field within psychology when compared to other psychological fields of study. Motivational studies originally focused on the biological motivations of animals over the more current micro-theories of human focused motivations. Motivational theories have gone from a few grand theories to branch out mini-theories that study specific types of motivations. For this paper, I will be focusing on Hull’s grand theory of human motivational and applying hull’s theory to two work experiences. The following paragraphs will describe if Hull’s grand motivational theory is or is not applicable to two of my personal work experiences. If the Hull’s grand theory does not explain a work experience, I will make and assessment to create a theoretical model to address the experience and the problems created by not addressing the need for a new theoretical motivational model. Motivation Analysis Clark Hull would take Freud’s motivational theory of source, impetus (force), object, aim , and expand on it. Hull’s new theory can be broken down into a simple formula according to (Johnmarshall, 2009). sEr = sHr × D or sEr is the strength of behavior (E stands for “excitatory potential”) in the presence of a particular stimulus. sHr is habit strength (i.e., probability of a particular drive-reducing response in the presence of a particular stimulus).3D is drive. Hull would go onto modify his motivational theory formula to include incentives. According to (Johnmarshall, 2009),” people generally work harder for $50 than they do for $1. Because he recognized that motivation could arise from either internal (D) or external (K) sources, Hull updated his formula as follows: sEr = sHr × D × K.” With the addition of incentives to Hull’s formula, it became easier to define and predict most human behavior. Hull’s Theory and Work Example A Hull’s theory of motivation followed Freud’s thoughts establishing the motivation and predicts the actions of the individual or animal experiencing the motivation. With this type of motivation and prediction theory in place, I examine a typical work example that I have dealt with at the various companied I have been employed with for my first example. Many of the different corporations that I have been employed with use a performance-based pay scale. In other words, the harder they work, or the more projects that they take on outside of their normal workload the better the chances of a bigger raise. The chances of a large raise and higher pay scale are normally a big incentive for employees to go beyond their job scope. Performance-based pay scales would fit nicely into Hull’s expanded motivational theory. The drive for the employee would be a bigger paycheck, the habit strength and behavioral strength would be highly influenced by the drive, and the source, or environment would be the workplace. Hull’s motivational theory can easily predict the type of behavior an employee would use to receive a higher pay scale. Hull’s Theory and Work Example B While working at a company I had the privilege of working with an individual who did the bare minimum that the job required. The individual would take two days or sometimes a week to return phone calls. Project start times and end times would be pushed out as far as the project timeline would allow. The company used a performance pay scale like some of the other companies that I had worked for. I had a hard time trying to figure out why a person would come to work, do the bare minimum to maintain his or her job, and then go home. Hull’s theory of motivation would not work with this particular scenario of a performance- pay scale. The particular individual was not motivated by the promise of better pay by putting forth the time and effort. The person had almost completely ostracized himself from the rest of his or her coworkers with the exception of one or two people. Need for New Theological Model The employee previously mentioned defied Hull’s theory of motivation when applied to a company that provides a performance-based pay scale. I find it puzzling when an employee does not or does not want to take advantage of a company that offers a performance pay scale. To figure out what motivates an employee which does the minimum to maintain his or her job, there would have to assessment to figure out if a new theory needs to be developed. A researcher would have to delve into the world of the employee and try to figure out what is or is not motivating the employee while at work. The information gleaned from interviewing the employee, coworkers, manager, and behavioral observations would then help to form a few theories. The theories can then be compared to other employees whom show the same type of work habits from other companies to see which theories stand up against the different subjects. The theory or theories left can then be refined and tested until a viable theory is obtained. With a plausible theory in place that works with employees which show minimal work motivation, a company would be able to figure out a way to motivate the employee. Conclusion Motivational theories have gone through many changes since the first inception. Psychologists working in the area of motivational theories are continuously modifying or creating theories to try to keep up with an ever-changing world. Companies can reap significant benefits if motivational theories are applied to day to day operations. Companies would be able to figure out what incentives or motivations drive the employees to work at peak performance. Companies that can properly use motivational theories would be able to save time and money due top performing employees. If a company could not use motivational theories within the workplace, the company could face losing millions of dollars a year because of underperforming employees. The company would not be able to identify the motivational factors that drive the employees of the company and the company would find it hard to recruit and maintain a proper staffing. A company not using motivational theories or using motivational theories to the fullest ability could find themselves struggle to meet the company’s bottom line in just a few short years. Reference Johnmarshall, R. (2009). Understanding Motivation and Emotion (5th ed.). New York, NY: John Wiley & Sons Inc.