Motivation Concept Analysis

Motivation Concept Analysis

There are three elements centered on motivation, which are persistence, direction, and effort. The motivational factors of intrinsic are: “interest, self-willingness such as responsibility, and the capability to do so. Extrinsic factors are what help motivate individuals to induce results of punishment or rewards” (Reeves, 2005). The author stated in the reading that behavior supplies energy and direction through the process of motivation. The theory I chose to explain is the intrinsic motivation because the workplace challenges ways an individual learns, his or her interest, his or her meaning, and his or her purpose.

Intrinsic motivation takes place when an individual has generalized interest in something, and has benefits when it is self-imposed. Managers who hire an individual for a job discuss the job tasks involved, and offer ideas to the employee that will stimulate that employee to strive for recognition that result in incentives. I currently work as a property manager, and plan on becoming a child protective investigator. My workplace consists of keeping records for the company and its tenants. This job is also a team effort, it takes two people to run it, and many skills involved, such as communication skills, advertising skills, math skills, and building or remodeling skills.

The owner trusts me to look over tenants, take rent, and perform duties on and around the property. I was nervous upon taking this position because I have never done this type of job before. I was confident that I was emotionally ready and determined to show my boss and myself I could do this. I felt confident enough to take on this position and meet the requirements needed to receive incentives. The incentives offered and the environment was inviting, and motivating as well.

My views were positive because I acknowledged that hands on experience would allow me to acquire new skills that would be executed into my developmental goals in the future. The influence in the motivation was the challenge. When exposed to new ventures, the mind gains a more outlet for an individual who will brainstorm his or her environment with or with or without a team, and become creative. I was trained to work with teams in my classes and as a young teenager; only working on my specific duties, and assisting with others who needed help. I believe this assignment is what I needed to develop better skills to progress in my future endeavors in my work with projects in the future.

The owner will know that my work ethics hold high standards, and that I am a team player who is open to many diverse aspects from the tenants and my classroom experience with my team members. If I had not received the knowledge of certain duties in the workplace, intrinsic motivation would not be the appropriate tool to motivate employees. Additional programs that the company I work for encompass is volunteering in the community. The owner of the company chooses one of the property managers to represent the company for the chosen project. I got chosen for a particular project because I am an organized individual who loves a challenge in creating ideas and tasks to perfection, especially when people are involved.

Other managers were also involved, and the company received an abundant response from it. Motivation and achievement are closely related with one another. When motivation and achievement are present in the workplace, the higher of the skill level grows, and employees will achieve more. Furthermore, ability is connected to motivation and related to those who believe he or she does not have the ability. This may be because he or she was not chosen for that project, or because he or she was not giving him or herself the chance to amplify his or her motivation.

In the workplace the cognition perspective suggests that there are two stages that need to be existing in order to influence commitment of the goals, and the mental focus one acquires in achieving the goal” (The Incentive Research Foundation, 2002). The company I work for is an independent company that strives for success for all the property managers. The company decided that offering incentives for employees was not enough, and came up with new measures that implemented new tactics that would motivate each manager. When a manager is not given the chance to design new projects are given challenging tasks, he or she believes that he or she is an important asset to the company, and his or her self-efficacy is established as well as his or her work ethics. This will fundamentally help the company fulfill its goals. This means the company may need to expand employee training for its existing employees or the goals may not be clear to him or her, and he or she will not succeed to meet the requirements, or show efficient work and is insufficient in his or her work.

  Ramifications that may occur if the Challenges Fail

Every employee is assigned responsibility and a role in each job he or she has, in an established system, and shows good behavior should be rewarded. Today the world has advanced compared to centuries ago, and companies desire individuals who understand today’s current systems and are innovative. Many companies will be incorporated with fresh and new ideas from employees who will cause a positive environment within the company. When a company designs a team containing a variety of cultural backgrounds this allows different perspectives for given projects. Supervisors should ensure that current and new employees are achieving ethical principles, and holding the eminent professionalism.

This impacts the company because the employees will be demoralizing and inadequate. Owners need to express enthusiasm, and know how to show empathy to his or her employees when employees have new ideas, and in making mistakes. He or she should not feel as if he or she has just formulated tragedy. When employees on-the-job are initiated, the aftermath will be notably continuous.

 

Conclusion

In conclusion, when employees are motivated by his or her company, the company’s solving critical thinking is improved, production of the company increases, and products sells rise. In order for motivational tools to be effective, employees need to be committed to his or her job while working alone or with a team. Motivation is the key to success for many companies.

 

 

 

 

 

 

 

 

 

 

 

 

References

Reeve, J. (2009). Understanding motivation and emotion. (5th ed.). Hoboken, NJ: Wiley.

 

The Incentive Research Foundation. (2002). Incentives, Motivation, and Workplace 

             Performance: Research & Best Practices. Retrieved from

http://www.loyaltyworks.com/incentive-program-research-articles/ispifullpdf.pdf.

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