The Importance Of Motivational Theories

Chapter I - Introduction 1.2 Problem statement and research questions “To what extent do motivational theories generalize across cultures, in explaining employees’ motivation?”

employee what needs to be done and how much effort will need to be made.

1) Choose one of the theories from the Motivation Concepts Table and describe how this theory would and would not be applicable if applied to two or more workplace situations drawn from your personal experience.

Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human

My motivation factors are extrinsic and intrinsic. Not only do I wish to obtain exceptional grades and receive a bachelor's degree, I also wish to learn and challenge myself. I agree with most if not all, of what Daniel Pink stated. What is most important to me is possessing autonomy over my time and with whom I spend it, however, there is still work to be performed in that area. I enjoy managing how my time is spent, which is one of the reasons my classes are online. Additionally, I prefer to be graded on my own efforts, rather than as a group. However, group or team projects, can reduce the workload, while multiplying success. Not to mention the diversity and brainstorming benefits. As for mastery, I am not quite there yet, since I am a work in progress. In reference to purpose, I do agree that we should work for something lager than ourselves. Meaning, the work I will engage in upon graduation, is not only for the betterment of myself, it is

Before we see Joan tomorrow, I would like to clarify multiple questions from various members of the healthcare team relating to the notes on the referral letter. I will begin by defining memory, describing the types of memory and explaining some difficulties which lie in these areas. Following memory, I will outline the major perspectives of motivation and using the cognitive and humanistic perspectives, I will explain why Joan may be experiencing ‘motivation issues’. To conclude, I will outline key learning theories and recommend which learning theory and behavioural analysis could be utilised when working with Joan.

Have you ever wondered why two people with the same job and in the same environment may perform differently or have a different viewpoint of their job? Of course everyone is different, but what is different? Perhaps it could be their motivation to perform their duties. According to David McClelland (1993), cognitive intelligence is not the best predictor of occupational status or job performance. Many people ignore the social factors that contribute to job performance, like motivation.

What are motivation theories, and what roles due they play in the workplace; while continuing to motivate staff employees? Well, “motivation determines how a person will exert his or her effort, it represents the forces operating on the person to exert effort, as well as the direction in which the effort will be exerted” (DeNisi & Griffin, 2014, pp. 286). Motivation is a key element needed in the workplace to continue to keep it running smooth and efficient. This is why a variety of theories have been developed, and applied in helping to find alternatives in making things excitable; and enjoyable. Some of those theories are as follows: reinforcement theory, expectancy theory; and equity theory. With these theories in place, it doesn’t mean it will be a picture perfect solution to get your staff more productive; or inspired to perform without effetely. This is also something the Human Resource Management can get involved in, while finding ways to get their staff engaged in activities; to boost their morale. However, “no one model of motivation is guaranteed to work in all situations for all people, instead it may take several different models of motivation, to provide us with insights into how to motivate them; with this we can formulate a much

Motivation can be defined as the inner power or drive that pushes one towards taking a particular course of action. It is much related to desire and ambition and they all work in tandem (Sasson, 2001). Motivation is influenced or caused by factors known as motivators. According to Sigmund Freud, we are compelled to act by unconscious forces within us, which he called our id (Hofstede, 1980).

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.

Motivation can be defined as something that drives us to behave in a certain way. It can be argued that much of the behaviours we inhibit today are a direct product of our ancestors from the past environment of evolutionary datedness (EEA era). These human motives came about due to our ancestors needing such traits and motives to consolidate their survival and thus, adapting in order to do so. In order to understand how the evolutionary perspective has had an impact on human motives, it is important to discuss the key traits that have been a product of adaptation and why this happened millions of years ago.

Theories can never be proven, only supported or rejected. Although there are many theories of motivation, there are only a few that I feel can be relevant and valuable in the work setting. Before settling on a theory to use to assist with the creation of my specific theory of motivation, I wanted to get a better understanding of some of the most well-known motivational theories. Throughout my research I’ve noticed a common trend in the motivational theories and how they are applied. Many theories such as McClelland’s Needs Theory (1961), Maslows’ Hierarchy of Needs Theory (1954), and

In organizational behavior, the content theories of motivation and process theories of motivation are important applications to analyze specific cases.

Motivational management seems straightforward at first, until you take into consideration all the different elements that encompass a successful business. In order to keep a company in the forefront of its market as well as retaining quality employees, managers need to be aware of all these elements. They range from the sociological, demographic, economic and psychological state of the community or individual at a point in time. That is to say that what motivated employees in the early 20th century does not necessarily motivate them in the 21st century. For a manager to create a work environment that is conducive to success it is necessary to learn all of the different theories that surround the skill of motivating employees. It is also necessary to stay in contact with the current social and economic conditions of the individuals that one manages.

This case study discusses the theory of motivation as forces within an individual that account for the direction, level, and persistence of a person’s effort used at work. According to Schermerhorn, Osborne, Uhl-Bien, and Hunt (2012), the research of Motivational Theories is divided into two types of theories, content and process theories. Content theories focus on physiological and psychological deficiencies while process theories of motivation to focus on how cognitive processes as thoughts and decisions with the minds of people influence their behavior. In this case study we will focus on the process theories (p. 102). We begin with a woman named Mary Jones, while she was in the last year of college, she was interviewing for jobs. Mary graduated in the upper part of her class and she was highly respected by her instructors. Being in the top one percent of her class she was offered positions in every corporation she had an interview with. After thinking over several offers, she began working for Universal Products, which was a global company. Along with Mary, Susan Stevens was a recent hire, also working for the same manager. Despite both had the same qualifications, Sue somehow had the advantage. Mary had a great attitude before she met Sue, she held the company in respect and was actually proud of working for Universal. Moreover, her contribution in the company was being valued and she was given inspiring projects which