Motivational Theories and Factors

Motivation is having a reason or reasons to act/behave in a particular way. It creates “drive” in people whether it is in pursuit of a goal, or the need to complete an activity. It produces enthusiasm and a willingness to achieve in both a work environment and in your personal life. Motivation can be increased and decreased in line with the incentives on offer.

Mitchell (1982, p.82) describes motivation as “the degree to which an individual wants and chooses to engage in certain specified behaviours”. Hence, in general, behaviour is determined by certain motives, thus, Vroom and Deci (1992, p.33) considered motivation “as the causes of our behaviour”. Moreover, according to Mullins (2013, p.245) motivation is concerned with question “why do people do what they do?”, because motivation is an inner driving force which leads to particular action to achieve some aim and fulfil some need. In other words, Chartered Management Institute (cited in Mullins, 2013, p.246) observes that, “the aim of management is to give people what they really want most from work”.

Steven Kerr’s article highlighted the multitude of problems associated with organizations and their faulty reward systems or incentives that are set up to accomplish one then, yet motivate people to do another. Kerr simply states: “Managers who complain about lack of motivation in their workers might do well to consider the possibility that the reward systems they have installed are paying off for behavior other than what they are seeking.” While Kerr gives a myriad of examples to illustrate this issue, I’d like to specifically focus in depth on two of them.

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

* Principle that performance on a task is best when arousal level is appropriate to the difficulty of the task:

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.

Incentives in Organizations Author(s): Robert Gibbons Source: The Journal of Economic Perspectives, Vol. 12, No. 4 (Autumn, 1998), pp. 115-132 Published by: American Economic Association Stable URL: http://www.jstor.org/stable/2646897 Accessed: 26/03/2009 10:39

There are three individuals Ella, Marcelo, and Masoko who are trying to gain a promotion at their place of employment. Motivated employees are needed at all workplaces. Motivated employees help their companies and place of employment survive. Managers need to know what motivates their employees. Of all of the duties of an employer motivating employees arguably is the most complex. This is due, to the part of what motivates employees which changes constantly (Bowen& Radhakrishna, 1991).Each individual is motivated to gain a job promotion using three theories of motivation. The three theories of motivation are biological, psychosocial an interactionist theories of motivation. Motivation is a reason or set of reasons for engaging in a

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.

There are several different ways an employer can motivate their employee's: job design & goals, performance appraisal, pay, and career development.

This research will modifies and integrates the motivation model, self-determination theory (SDT) (Deci and Ryan, 1985) and technology acceptance model (TAM) (Davis, 1989). This research will find the impact of extrinsic and intrinsic motivational factors on trust. The report will determine whether the extrinsic motivational factors and/or intrinsic motivational factors increase or decrease trust to adopt internet banking. People who are living in low income and developing countries such as Pakistan, Bangladesh and India have to deal with many problems such as poverty, corruption and weak legal structure, all of these problems will lead to distrust in their lives. Similarly, the technology that deals with finance and money is going to be difficult to adopt by people who lives in low income countries due to lack of trust. Trust on internet banking system and security has to be developed in order for the people to adopt internet banking systems. Trust can be developed if the financial institutions works on extrinsic and intrinsic motivational factors which will ultimately helps the banking industry to gain trust of older customers of using and experiencing benefits of internet banking.

ABSTRACT: Motivation is a term which represents the drive, longings, needs, wishes and comparable strengths a company requires in order to work successfully. Inspiration is the reason people work and helps to keep them work through inspiration and incentives. In this assignment, the careful investigation of motivating elements introduced by Kellogg's has changed the structure and expanded the profits of their organization is clearly shown.

Stress and conflict in the workplace can cause major emotional and physical damage to the facility and workers. In the past, there have been reports of tragedies caused by disgruntled workers who may have clocked in with a gun in hand. We are going to look into ‘three motivational theories including the relationship of stress and conflict in relation to individual motivations.’

In order to be successful in today’s business economy, an employer must understand how incentives can benefit or hurt their career of their employees. An incentive is something that encourages someone to take action or to choose a specific option (Incentives 2014). In business there are both positive and negative incentives, both if used properly can create a more efficient work environment. A positive incentive is idea of gaining something for doing a specific action or task, while a negative incentive is the result of a punishment or fine for certain action or task. Incentives can also be used economically to gain an advantage in the competitive business market, incentives usually include money but are not limited to only money (“Economic Lesson Plans, Personal 2014). Businesses incentivize the behavior they want, by doing this they will create an incentive in order to encourage their employees to perform a

An incentive pay program can reward employees who continue to produce superior work or encourage employees who already produce good work to best. Sometimes, use an incentive system when employees are lack of enthusiasm of getting down to work and improving things. If everyone in the same job classification gets the same pay, there is no real incentive to do an outstanding job (French, 1990). Various incentive plans used to motivate all employees such as production staff, sales staff, administrative staff and managerial and professional staff on an individual basis. To be improved employee work performance, the incentive pay programs need to be fairly matched with the employees’ expectation. Properly designed and maintained incentive pay program has the potential to increase employees’ productivity and work performance.