The Inner Drive of Motivation

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.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

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”.

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

Employee motivation is the level of energy, commitment, and creativity that an organization’s workers apply to their jobs. The needs, perspectives, and viewpoints of employees are instrumental.

Employee motivation is a tool that is usually used by employers to both appreciate the good work done by their employees and also to encourage them to do better work in the future. It is a driving force for every employee in an organisation and it also helps in creating the much needed passion and interest for the work. Employee motivation could be in different forms and shapes and the increase in the level of motivation also depends on the tool used for motivation.

When we see a person acting in an abnormal way, we cannot help but think “why are they doing that?” We form judgements about people and question the reasoning behind their actions in an attempt to better understand their situation. This ability to understand intentions plays an important role in today’s society, allowing us to relate to one another and form deep connections through picturing ourselves in that same position. Nevertheless, there are times when we are unable to relate, and unable to understand why someone chooses to act in a certain way, say a certain thing, or be a certain type of person. This desire – this motivation to do something – has been felt by each and every human being

Society exerts extreme pressures on people to act in specific ways whether or not they believe in the righteousness of their actions; many people act how society suggests they should in order to avoid punishment and judgement. A man chastises the Gossips for their lowly reasons for proper behavior: “’Is there no virtue in a woman, save what springs from a wholesome fear of the gallows?’” (Hawthorne 39). The women fear the death and punishment which the Puritan Society they live in threatens, and allow such threats to dictate the way they act. When people carry out actions simply to avoid punishment or gain rewards and recognition, their selfish motivations take away from their noble deeds. The mind and personal motivations must work in harmony in order for an individual to truly act in a highly moral way. Both specific, well thought out motivations for why an action exists as the right choice, along with the outward action itself must occur in order for one to achieve higher levels of morality. The fears of judgment, public punishment, and both physical and mental injury can cause people to simply act out of basic instincts and through egocentric motivations. Lawrence Kohlberg defines his early stages of moral development by simplicity of decision-making, and a fixation on punishment and reward: “The physical consequences of action determine its goodness or badness regardless of the human meaning or value of these consequences” (Kohlberg n.p.). In the early, pre-conventional

Managers have to be excellent at addresing the needs and goals of individual employees. There is no one motivational approach that works for everyone. As it moivation theory suggest, individuals differ in their desired rewards, how they attempt to satisfy their

Merriam-Webster (n.d.) defines motivation as “the act or process of giving someone a reason for doing something.” In the XXXXX of a day, employee motivation is fueled by personal and contextual factors that impact engagement and performance. Both factors influence the employee, but do so based on the individual physiological or psychology need of the employee.

Procrastinator a person who delays or puts things off like work, chores or actions, admitting that I am one would have to be step one. So many goals so much creativity, having the power, intelligence, and character to achieve but yet I procrastinate. A flaw in a flawless young adult just like Beyoncé I to woke up like this, nevertheless when I almost got held back from high school graduation my motivation became success, but how do one achieve success? Education... I made goals in order to assure my success it’s somewhat of a layaway a system of paying a deposit to secure an item, well in my case a life plan that will later on in life belong to me. Beginning my mission mid-12th grade year it has kept me moving in the right direction and one day soon that big beautiful office and authority will be mine. What kept me motivated and going was my grandmother an ex-slave who never had the chance to attend college or high school.

If you focused on the work place and applied those stratiges, you will notice that motivation is a key tool that determines the performance of the employees within an organization. Being able to take the right measures and setting the correct goals within an organization. Managers and subordinates must be able to cooperate and work hand in hand by giving and receiving feedback in order encourage a positive and happy working environment. However, companies are subject to certain conflicts and difficulties when attempting to motivate

What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.

What is motivation? Motivation is difficult to explain and even harder to "turn on" in people. Webster defines motivation as "an act or process of motivating; the condition of being motivated; a force, stimulus, or influence: incentive or drive" ("Motivation"). It is most often the job of the manager to use motivation to drive its employees to accomplish acts which they normally would not have done. The study of motivation helps managers understand what prompts people to initiate action, what influences their choice of action, and why they persist in their action over time (Daft and Marcic 444). Over the years many theorist have studied the human condition of motivation, and learned various techniques to help managers

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