Four Primary Theories Of Motivation

As stated earlier, only when the basic needs are met, then a person will be motivated to pursue the next level. McGregor stated that because most workers have basic physical and safety needs met, he/she will only be motivated to satisfy higher needs, such as esteem and self actualization. Therefore, management must be able to provide workers with opportunities to satisfy their higher needs or they will not be motivated to perform their organizational duties (Barnett). Because Theory X fails to satisfy the higher needs of the worker, a different set of assumptions need to be made to account for them, thus McGregor developed an alternative he called Theory Y.

Having motivation to do something is very important. Motivation plays a huge roll in everyone’s life, even If someone has very little motivation. There are several types of motivation such as Instinct and drive motivation. These two motivations are quite similar, but different at the same time. I will compare and contrast both of these types of motivation and what I think about them. These motivations are very important to your life and can determine an outcome of your life.

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.

Throughout my 5 years of college and high school in the U.S, this is the first psychology class that I have taken. This class has helped me understand concepts of the human mind, such as intelligence, problem solving, and differing personalities. These lectures are supported by various scientists and psychologists, and are relevant to real life circumstances. However, the most valuable lesson I have learned in this class is motivation.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

What motivates employees today? This is an increasing concern to managers today because the definition of motivation is a very complex. One cannot actually define motivation but can give theories to better explain it. In this paper, I am going to talk about some of the major theories and factors that affect motivation at the job.

According to Zalenski & Raspa (2006), the Maslow hierarchy of needs is one of the theories that have been widely used to explain the factors that motivate employees. This theory furthers explain that human needs exist on different levels which take the shape of a pyramid as suggested by Hagerty (1999).The shape of the ladder demonstrates that one cannot reach the top of the ladder without stepping on the lower stairs first, thus the ideas has been used by Maslow to show that human needs at the bottom of the hierarchy must be satisfied first before the ones at the top .The pyramid has further been apportioned into two major groups: growth need and

The Goal of this Article is to analyse the various Motivation Theories for employees in the workplace environment. It attempts not to just present yet another theory of work motivation, rather focusing on metatheory which is the processes through which we can build more valid, more complete and more practical theories.

Motivation is defined as the accumulation of different process which influence and direct our behavior to achieve a goal (Negussie, 2012). According to Deci, there are two broad classes of motivation, which are intrinsic motivation and extrinsic motivation. He states: “A person is intrinsically motivated if he performs an activity for no apparent reward except the activity itself. On the other hand, extrinsic motivation refers to the performance of an activity because it leads to external rewards.” (Turnage & Muchinsky, 1976) In other word, intrinsic rewards are intangible rewards or psychological rewards while extrinsic rewards are tangible rewards and these rewards are external to the job or task performed by employee (Negussie, 2012).

Schools of thought in relation to motivation refer to the theories developed by different psychologists to explain motivation in dept. it is crucial to understand motivation and the factors that cause it since it contributes to achievement of one’s goal and desires in life. Therefore, motivation can be described as the process of enticing an individual through a reward to increase the occurrence of a specified behavior in an organization. Different factors can be used as motivators in an organization, for example, quality payment, promotion and good interpersonal relationship. Different schools of thought explain motivation in different perspectives thus, it is important to analyze the theories.

The Goal of this Article is to analyse the various Motivation Theories for employees in the workplace environment. It attempts not to just present yet another theory of work motivation, rather focusing on metatheory which is the processes through which we can build more valid, more complete and more practical theories.

Motivation can be defined as psychological forces that determine the direction of a person’s behaviour in an organization, a person’s level of effort and persistence in the face of obstacles (Jones & George, 2016). It is also the work a manager performs to induce subordinates to act in the desired manner by satisfying their needs and desires. It is concerned with how behaviour gets started, is energized, sustained and directed towards attaining a goal. It is characterized by being personal and internally felt, complex as it differs between individuals, system oriented, positive or negative based on the implications and instruments used (Gupta, 2017).

To date, numerous studies have been conducted and formulated quite profound theories about motivation, how it can enrich any work environment existing economic activity, including the implicit costs of materials and not included as an element of human management approach organizations, in parallel, these works are based on present as individual study unit cut-practiced in a vacuum exposure as a collective dynamic mechanism, ie how different people - which have elements of different interest - could come to share the same motivational ingredient despite their individual differences, as well as people management strategy that could consolidate a scenario of genuine willingness to be motivated collectively.

According to Pritchard and Ashwood (2008: 6), motivation is the process used to allocate energy to maximize the satisfaction of needs. It requires that one have a reason to do something. Well-know researchers in this area Ryan and Deci (2010) believe that a person, who feels no drive or inspiration to act, can therefore be characterized as unmotivated, while someone who is energized toward a goal can be defined as motivated. People may also experience differing levels and types of motivation based on their individual backgrounds, which means that they vary not only in their amount of motivation, but also in the trend of that motivation (Ryan and Deci, 2000). Different things motivate people who come from different social, cultural, economic and/or financial backgrounds, or who have received different education. An employee’s motives, socio-economic background and value system will have an effect on how they work, as well as influence the outcome of their performance (Wyk and Erasmus, 2003: 315).