Psy320_Human_Motivation

Motivation Concepts Analysis Motivation Concepts Analysis Nearly all the conscious behavior of human-being is motivated. Human-beings needs and drives lead to tensions, which in turn result into actions. Motivation is a powerful tool, in which to persuade and propel individuals into action. The art of motivation is harnessing how to influence an individual in a positive manner to accomplish the common objectives. Describe how the motivation theory applies to a workplace situation. According to Reeve’s (2001), “motivation is the study of the processes that provide behavior with energy and direction.” Multiple types of intrinsic motivators for employees are: meaning, learning, interest, purpose, and creative flow. The self-generated intrinsic motivation can provide a more effective individual if the general interest are something that is appealing to the employee. A manager implementing intrinsic motivation benefits from exercising engagement of the employee in a task and informatively points to the benefits and impact the undertaking will have on the employee. My past employer was an expert at managing the staff to maximum potential by offering bonuses for developing new skills and taking on challenges outside the normal job requirements. The success of the challenge required the employees to move out of their comfort zones and accept new tasks, without a full knowledge of exactly what the new task would require. These challenges focused on the promoting change in the employee who was possibly stagnant in his or her position while altering the presumed notion that his or her position was mastered. Initially the sedentary employees were reluctant to the challenge; eventually they embraced not only the challenge, but also the intrinsic motivation (bonus) for taking on the challenge. Consequently, the effort became a successful tool used by management to broaden the scope of knowledge and present new challenges for established employees. Another situation involved my manager volunteering me to participate in the design and set-up of the yearly employee banquet. The banquet celebrates employee’s tenure with the district by holding a banquet and offering a token for his or her years of service. I did not mind helping, but I was not consulted by my manager, just instructed to go help. There was never a question in his mind that I would refuse to participate. This conveyed a sense of no matter to me, not a specific meaning of teamwork with other departments. As a result, no motivation theory piques my interest in participating in the task; a task of volunteerism was made into a directive command. Therefore, my heart was not fully committed to the project. Assess the need to develop and create new theoretical models of motivation. Motivation is defined as processes that initiate and sustain goal-directed work activity and where necessary mental efforts is invested in the achievement of quality work goals (Clark, 1999). The anticipated goals are elevating a set skill level, improving an employee achievement level. This complies with ability and achievement toward motivation goals. On a positive note this may assist an unmotivated or underachieving employee. A cognitive motivational model for the workplace, “describes a two-stage process that first influences an employee’s commitment to persist at a specific goal, and then the amount of mental effort required to achieve the goal” (Clark, 1999). In addition, the emotional reaction to the goal notates a positive or negative reaction, leaving the employee to believe that achieving the goal ultimately leads to controlled benefits. To achieve expectancy goals, management and employees must work cohesively to achieve the goals and objectives of the organization. The chosen compensations and techniques are essentially necessary to reach some employees to proposed goals. Though nothing is ever smooth and without challenges, a key element to successful employee motivation is a logical and attainable approach. What are the ramifications of failing to meet this challenge' Whenever management fails to motivate employees or employees fail to be properly self-motivate toward a task the whole organization is affected, likewise, performance, and commitment accounts for a significant portion of the cost and profit of business organizations. Everything becomes a factor when dealing with unmotivated employees. An organization with an established reward system fosters creativity and innovation. In the case of no motivating factors, managers may find the inability to meet the challenges of their employees and risk creating an ineffective work staff. Moreover, managing employees requires management to be the foundation upon which to build. Essentially the foundation (management) of the organization becomes the catalyst for employees to gauge the productivity level, enthusiasm, and satisfaction levels. Consider issues dealing with motivation on personal satisfaction and productivity. The effect motivation has on employees is an important consideration for an organization. If an employee is not satisfied with his or her employer it, will often lead to resignation or discontentment within the workforce as well as reluctance to make changes on behalf of the betterment of the organization. Multi-national organizations recognize the benefits of applying motivational incentives to their performance goals. These incentives help to communicate a managerial focus on promoting the employee through a reward system. An effective manager has a duty to his or her employees; this duty includes coaching and ensuring employees by way of motivational tools and techniques to capitalize the utmost from each employee. Reasonably, job satisfaction is factored into the equation, but an employee must also feel a connection to the organization, be confident with the competency of management decisions and believe in the job security with the organization. Becoming a skilled and effective motivational manager requires forethought and training on the organizational side and management side. Applying skilled managers to motivate articulate motivational strategies supports an employee in achieving work and self-satisfaction. These factors are key elements to successfully motivating and developing contentment with employees which results in higher productivity and higher performance expectations because the employees sense a feeling of cohesion with the management team and organizational system. References Clark, R. (July, 1999). The cane model of work motivation: A two-stage model of commitment and necessary mental effort. Retrieved from http://fboyd.com/CANE%20Model.htm Reeve, J. (2009). Understanding motivation and emotion (5th ed.). New York, NY: Wiley.