Psychological Theories Of Motivation Paper

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

The theories relating to the motivational methods and techniques I have chosen to reinforce the information are the two-factor and expectancy theory. The two-factor theory was developed by Frederick Herzberg’s and falls under two categories the satisfier and hygiene factors. The two are linked and are identified as being turned

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

There are many theories of motivation that can be combined then the capacity of each theory will predict the reality of people 's behaviour in work environment.

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.

During the motivational interview, I learned that Morgan would like her teacher to read to the class every day and multiple times a day. She enjoys when her teacher reads books to the class since the teacher changes her voice for each character, makes faces, and acts the way the characters in the book acts. Additionally, Morgan enjoys reading by herself occasionally, but prefers that someone read to her. She will read in her free time sometimes, but would prefer doing other activities like art, dance, or cheer. Morgan often reads to her younger siblings since their books are easy to read and she can easily recognize the words. They often read the same book repeatedly. Morgan describes herself as an okay reader, but she feels like learning to read is hard. Morgan dislikes reading aloud books that are on her level since she becomes frustrated when she cannot figure out the words. She said it made her feel bad when she reads aloud since she struggles with many of the words. If Morgan reads a book she enjoys she will sometimes tell her friends about the book, but she admits that books is not what she usually talks about when she is talking to her friends. Furthermore, if Morgan received a book as a gift, she would be happy since she enjoys receiving presents. However, if she had a choice she would prefer to have new clothes. Morgan chooses not to bring books home from school to read even though the class has a cart full of books that students

Motivation. There are several ways to define what motivation means, but to me motivation means you accomplish whatever needs to be completed with no excuses. The biggest incentive that is important to me is self-motivation seeing as, if you don’t believe you can do it, you won’t be able to, you have to believe it to achieve it. You can’t depend on other people to encourage you to do it, you have to want to do it on your own to become successful.

In recent years, organizations have shown an interest in addressing the subject of employee attitude regarding their jobs and tasks. Many leaders believe that motivation is a key factor in keeping employees on a path to achievement in the workplace. Motivation as defined by Vroom (1964) is the force impelling an employee to perform a particular action. Theories of motivation started to be developed following World War II. Prior to this time, organizations had not shown any concern or interest in the increasing of employee’s productivity because social and economic conditions were such that the demand for a workforce had been less than the supply of people willing to find work.

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

This essay is to reflect on three content and three process theories used to motivate people in their jobs.

Porter and miles (1974) proved that the motivation energises, directs and sustains behaviour. They also identified four factor/variables namely individual characteristics, job characteristics, work environment and the external environment. If motivation is to be affected, one or more of these variables must be changed or affected.

The social cognitive theory states “that most human emotion is the direct result of what people think, tell themselves, assume, or believe about themselves and their social situations” (Lantz, 1978). Students are motivated by what they see in other people. If they see that their older brother or sister cannot get anywhere in life because they dropped out, they will be less likely to drop out. They also are motivated if they have a belief they have the ability to perform a certain task. Teachers can influence their beliefs. Teachers can take a weak student and pair them with a strong student to motivate them by what they see in the

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,

From a manager’s point of view it is important to understand what encourages people, what influences them and why they persist in particular action. By understanding what motivates employees, the management can design procedures, functions, policies and systems that can create a workforce of motivated and happy employees who in turn would be

The purpose of this paper is to analyze whether the needs of the employees, of HRD Department of the company, I used to work for, are relevant with the Maslow's Need Hierarchy Theory or not. In order to analyze above purpose, I have concentrated on five employees, after dividing them into four groups by the level of their education, income, and responsibility. Five levels of Maslow's Hierarchy of Needs are : Physiological, safety and security, belonging and love, esteem and the self-actualization need.