Emotion and Motivation

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

The first motivational mechanism is affective forces, which is a hedonistic approach-avoidance involving emotions evoked by the organization and membership in it (Jr & Griffeth 2004, p. 669). An employee is motivated to continue staying in the organisation when they have positive emotions towards the organisation and their co-workers (Jr & Griffeth 2004).

This paper explores a contemporary and widely accepted motivational theory known as Expectancy theory of motivation introduced by Victor Vroom in 1964. It will first explain the three key components and relationships of the expectancy theory of motivation. These components include Expectancy, Instrumentality and Valence. In addition, it will explain how to enhance the motivation of employees in a fictional but real-life modeled scenario using the Expectancy theory of motivation. After studying this paper, the reader should be able to explain the main components of the Expectancy

In order for motivation to cause a behavioural change it must be sourced. Motivation may be sourced either in a biological, emotional, cognitive or social manner. Biologically, motivation is sourced via food, water and temperature regulation. Emotionally, motivation is sourced via panic, fear, love or hatred. Motivation is sourced cognitively via perceptions, beliefs and expectations. Social factors also serve as a source of motivation in terms of parenting, teachers, siblings, friends and media. Motivation is subdivided into many categories in order to further explain and understand this concept. (Comparing Motivation to Emotion, 2016) (Lucs.lu.se, 2016) (Answers.yahoo.com, 2016)

The standard way of thinking about motivation has it that the only way to get people to be driven is to reward them extrinsically. In other words, the way we generally try to motivate people is by dangling a carrot in front of their face, or pushing them with a poke to the ribs with stick. Many people assume that if you want someone to do something, you incentivize them with external compensation. For example, if you want a student to work harder in class, offer them extra credits. If you want your basketball team to be better, make them run more suicides as punishment. However, in this book, Drive: ’’The Surprising Truth About What Motivates Us’’ by Daniel Pink challenges this conventional, preconceived notion of motivation of carrot and stick mentality. Pink divided motivation into three categories that evolved over time: motivation 1.0, 2.0 and 3.0.

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

Motivation is the number one driving force behind anything and everything an individual does each day. “Motivation is the desire to do the best possible job or to exert the maximum effort to perform an assigned task. Motivation energizes, directs, and sustains human behavior directed towards a goal.” (Honor, 2009). Motivation can determine the outcome of projects, goals, and can set limits on what an individual can obtain or what they believe they can obtain. Motivation often is the deciding factor on how successful a project in an organization is, and an individual’s needs and desires can both influence a person’s motivation greatly. Motivation can also determine how well an individual does in school, college, or university.

In this chapter, it focuses on Incentives, anything that motivates or encourages someone to do something.

Self-actualization is used in various psychology theories and refers to the final level of psychological development that can be achieved when all basic physiological and mental needs have been fulfilled. It is the drive to become what one is capable of being in terms of physical

Motivation is the need or desire to do something. Psychologists view motivation in four aspects: biological, emotional, social and cognitive with each aspect supported by a theory. The biological aspect of motivation is supported by the Evolutionary perspective which suggests that instincts “complex, unlearned behaviors that have a fixed pattern throughout a species” are what motivate us to act. For example, the fight or flight response which makes animals act when they are facing a threat. But this theory fails to explain why we sometimes act in ways going against our instincts. Another theory, the Drive-Reduction theory, which suggests that maintaining homeostasis (state of physiological equilibrium) is what drives us to act supports the emotional aspect of motivation. Basically, a sad person might watch comedies to keep a balance between happiness and sadness and a hungry person will eat when he is hungry. The Drive-reduction theory also presents some limitations, for example, using this theory it is hard to explain why people eat when they are not hungry or sleep when they are not sleepy. The third theory, the theory of optimal arousal, suggests that we are motivated by our desire to maintain an optimal level of arousal. Optimal arousal theory supports the cognitive

Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.

According to Psychologists motivation is linked to a state of constant arousal which allows us to behave in certain ways in order to deal with challenges or achieve goals we have set for ourselves. Human motivation in the 21st century can be increased by meeting one's needs, which should start from providing an individual with the bottom basic needs e.g. Physiological needs and then working their way up the other factors that contribute to motivation (Maslow 1948). In addition, such behaviour is a product of whether or not a need has been met. For example, if someone is hungry and has not eaten it will lead to not only physical depletion of resources which leads to worsened behaviours and lessened motives but also a negative mood. Thus, anything that most humans desire and which has an effect on emotion, either negatively or positively can indeed be labelled

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

On the other hand, social needs are another aspect of human motivation and emotion that is vital to the workings of intrinsic motivation. Social needs are implicit needs that are acquired through the development of socialization that inherently activates an emotional responses due to experiences (Hunt, 2015d). This is significant to motivating human behavior in that one’s social needs are not expressed until there is an experience that can satisfy their achievement, affiliation, or power. Thus, the social needs are reactive because of their nature to influence perceptions, emotions, and behavior (Hunt, 2015d). For each facet of social needs, there are specific social incentives that can trigger the activation of these implicit needs. In consequence, these experiences can motivate the emotional and behavioral potential of an individual depending on what motive is the origin (Hunt, 2015d). The first social need, achievement, is a driven personal act demonstrating one’s competence. The second, affiliation, is activated by the opportunity to gain the approval of others in order to gain a secure relationship that pleases others. The third, power, is simple in that its social incentive is having an impact on others. (Hunt, 2015d). In each of these, there is a tendency to approach or avoid depending on the conditions that may or may not satisfy the social need. For achievement, conditions that are able to satisfy this need are moderately difficult tasks that optimize success, a

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,