Motivation is the ability to alter ones behavior. It is a move that obliges one to act due to the reason that the behavior of human is inclined towards some objective. Motivation can be internal (intrinsic) or external (extrinsic). These two shall be discussed much in details later.
Those individuals whose commitments are to attain organizational levels generally perform better than those who have little commitment. Those who are rewarded intrinsically at their places of work get satisfaction from their jobs and usually have high esteems. Due to this, a crucial part in administration is to put in efforts to make a job more satisfying, reward the workers and maintain consistency in employees motivation to meet objectives of the organization (Weightman 2008, 85).
Intrinsic motivation
This kind of motivation derives from ones self. Studies conducted on this kind of motivation reveal that the motivation is much observed in individuals who have high educational achievements as well as students. Many students can be intrinsically motivated if they
Attribute the outcomes of their education to aspects that are internal and that they can control easily. For example, the magnitude of endeavor they put in believe they can be efficient representatives in attaining desired objectives and goals. This is because it is not lack that determines the results show interest in conceptualizing a unit rather than just aiming at good grades through unfair means.
Extrinsic motivation
This type of motivation does not come within ones self but outside the performer. The most common example is money, but cruelty and punishment threat are also obvious extrinsic motivations. For example in sports, fans may motivate the performer to do well through cheering himher. Trophies also provide extrinsic motivation. Generally, competition is extrinsic because it motivates the one performing to beat others and not to get pleasure from intrinsic rewards.
Social psychological studies have revealed that rewards that are extrinsic can bring about over justification and a consequential decrement in intrinsic motivation. In one research that was carried out to illustrate this effect, children who got ribbon and gold stars rewards for the pictures they drew spent limited time playing with materials for drawing as compared to those children whose reward conditions were unexpected and to those who never got extrinsic rewards.
Managers role in motivation
From a perspective of the manager, it is vital to be familiar with what people get prompted with, what manipulates them and why they like doing specific actions. There are four major aspects that are supposed to be considered by managers if they want to achieve motivation.
There are reasons behind whatever people do people chose something they believe is perfect for them as their goal the goal chose by people must be viewed as attainable and the climate of the workplace can affect the employees morale of attaining hisher goals and objectives.
Need theories
These theories were come up with basing on many of the researches that were conducted earlier in the human relations field. The argument associated with these theories is that managers can understand the factors that give motivation to employees them systems of reward can be put in place accomplish these needs and come up with the behavior that is appropriate among employees.
Motivation hygiene theory
A study on workers attitudes towards their jobs was conducted by Professor Frederick Herzberg, a psychology expert at Case Western Reserve University. In his study, Herzberg observed that a person will be more willing to do some work if there is not going to be deprivation. Nonetheless, a positive satisfaction is not is not provided by this motivation due to lack of sense of growth.
The research conducted by Herzberg reveals that that positive attitudes towards work and directly linked to a sense of growth, psychologically. According to his thoughts, people mainly worked because of two reasons. These reasons being financial matters to do away with deprivation physically, and to achieve because this brings about meaning and happiness. These theory proposed by Herzberg also realized the aspect of work enrichment whereby works responsibilities are altered to avail bigger challenge as well as growth.
According to Bandura (1997, 29), the hygiene motivation theory consists of two aspects
First, motivation derives from positive satisfaction that is provided by psychological growth. The availability of aspects such as achievement, responsibility, recognition and probability of advancement or growth will make people satisfied and motivated. Lack of these aspects might not necessarily kill peoples morale or bring about dissatisfaction.
Secondly, the desire for an individual to avoid being deprived as well as the resulting psychological and physical distress is the one that determine ones hygiene. Aspects of hygiene include eagerness to supervise, working conditions that are positive, peers interpersonal relations with subordinates and executives, security of the job, status and salary. Lack of these aspects will lead to dissatisfaction (Weightman 2008, 85).
Even though salary can also be considered as an aspect of hygiene, it does not involve in directly motivating individuals because a degree of growth and prosperity and also it symbolizes achievements recognition.
Theory X and Y
Maslows work greatly impressed Professor Douglas McGregor who is a social psychologist at the Massachusetts Institute of Technology. McGregor realized that individuals have needs and that it is work which satisfies these needs. He made two sets assumptions about individuals that he referred to as theory X and theory Y.
Theory X assumes that most individuals will not want to work because they hate it and have to be pleaded or threatened to put in more efforts. According to the theory, people are less ambitious and avoid responsibility. They only like being directed and job security is their greatest interest.
Theory Y assumes that people perceive work as a natural thing and that many individuals direct themselves to attain the objectives they are committed to. Individuals have much ambition and are very creative. Responsibility is the peoples desire and they get a sense of satisfaction from the jobs they do.
At one instance, the above described assumptions were applied to styles of management with those managers who are autocratic being associated with theory X and those managers who were transformational and democratic being associated with theory Y. unfortunate enough, this promoted a trend of viewing people as group members and not as individuals.
The most vital contribution of speculation of McGregor was to identify these two aspects and to realize that individuals can attain personal objectives via assisting organizations attain their objectives. The people can work as motivators.
What is a reward
A reward is something that is presented after an action has occurred with the intention of encouraging such an action or behavior to occur again. It can be tangible or intangible. The reward process is carried out by attaching a meaning that is positive to the behavioraction. According to studies, if the person is immediately rewarded, there would be a greater effect which will reduce with time.
Rewarding an actionbehavior frequently causes the behavior to be a habit. Motivation is derived from two sources namely oneself and other individuals. Application of proper techniques of motivation cannot be as easy as it seem. Greenberg (1992, 114), observes that when a reward system is created it cannot be hard to reward one but another one can be hoped and in the event bring about detrimental effects that can put at risk managers goals.
What is a reinforcer
A reinforcer differs from a reward because a reinforcer has the intention of creating a measured increase in the rate of behavior which is desirable through addition of new aspects within the environment.
Application of motivation theories in business
At heights of hierarchy needs of Maslow that are low, for example physiological needs, motivation can be brought about by money. On the other hand, money seems to have effect on short-termed staff according to Herzbergs motivation theory. At heights of hierarchy that are high, respect, praise, a sense of belonging and empowerment surpasses money by far when it comes to motivation. This idea is also backed up by theory X and theory Y of Douglas McGregor as well as motivational theory proposed by Abraham Maslow.
According to Maslow, there is money at the lowest height of hierarchy, but other needs can also motivate the staff in a good way. Money is placed by McGregor in his X theory class and he observes that it is a minor motivator. He places praise and recognition in his theory Y class and observed that these are stronger motivators as compared to money. According to these theories
Employees who are motivated will at all time search for better ways to work employees who are motivated are also quality oriented workers who are motivated produce more as compared to those who are not.
A place of work that is average lies between high threat extremes and high opportunity. A strategy of motivation by use of threat is a fake one and naturally employees get more attracted to the side of opportunity than the side of threat. Motivation is a tool that is very powerful in a place of work and usually gives morale to many employees to do the job at their level best (Robbins 2007, 82).
A classic study conducted at a manufacturing plant of Vauxhall Motors in the UK tried to challenge Herzberg and Maslows assumptions. The study came up with the aspect of work orientation and differentiated three major orientations which are instrumental orientation - where job is a means to an end, orientation which is solidaristic (gives priority to loyalty of group), and bureaucratic orientation where job is a statuss source, instantaneous reward and security.
Application of motivation in education
Educational psychologists find motivation very interesting due to the important role it plays in learning of students. Nevertheless, the particular type of motivation that taught in specialized education climate differs qualitatively from the types of motivation that are general which are learned by psychologists. Educational motivation can have a number of effects on the learning and behavior of students towards the matter of subject. Motivation can
Lead behavior to specific goals bring about increased energy as well as effort improve introduction and persistence of activities encourage processing that is cognitive and self motivating realize reinforcing consequences and brings about overall improvement in students performance (Reiss 2000, 212).
From the facts acquired this study paper, it can be concluded without doubt that motivation is the backbone to businesses, organizations and also institutions of learning. Even though some may view money as a strong motivation, many motivational theories such as McGregors theory X and theory Y concept together with Herzbergs motivation hygiene theory suggest that and recognition are the best techniques that can be used to motivate people.
Those individuals whose commitments are to attain organizational levels generally perform better than those who have little commitment. Those who are rewarded intrinsically at their places of work get satisfaction from their jobs and usually have high esteems. Due to this, a crucial part in administration is to put in efforts to make a job more satisfying, reward the workers and maintain consistency in employees motivation to meet objectives of the organization (Weightman 2008, 85).
Intrinsic motivation
This kind of motivation derives from ones self. Studies conducted on this kind of motivation reveal that the motivation is much observed in individuals who have high educational achievements as well as students. Many students can be intrinsically motivated if they
Attribute the outcomes of their education to aspects that are internal and that they can control easily. For example, the magnitude of endeavor they put in believe they can be efficient representatives in attaining desired objectives and goals. This is because it is not lack that determines the results show interest in conceptualizing a unit rather than just aiming at good grades through unfair means.
Extrinsic motivation
This type of motivation does not come within ones self but outside the performer. The most common example is money, but cruelty and punishment threat are also obvious extrinsic motivations. For example in sports, fans may motivate the performer to do well through cheering himher. Trophies also provide extrinsic motivation. Generally, competition is extrinsic because it motivates the one performing to beat others and not to get pleasure from intrinsic rewards.
Social psychological studies have revealed that rewards that are extrinsic can bring about over justification and a consequential decrement in intrinsic motivation. In one research that was carried out to illustrate this effect, children who got ribbon and gold stars rewards for the pictures they drew spent limited time playing with materials for drawing as compared to those children whose reward conditions were unexpected and to those who never got extrinsic rewards.
Managers role in motivation
From a perspective of the manager, it is vital to be familiar with what people get prompted with, what manipulates them and why they like doing specific actions. There are four major aspects that are supposed to be considered by managers if they want to achieve motivation.
There are reasons behind whatever people do people chose something they believe is perfect for them as their goal the goal chose by people must be viewed as attainable and the climate of the workplace can affect the employees morale of attaining hisher goals and objectives.
Need theories
These theories were come up with basing on many of the researches that were conducted earlier in the human relations field. The argument associated with these theories is that managers can understand the factors that give motivation to employees them systems of reward can be put in place accomplish these needs and come up with the behavior that is appropriate among employees.
Motivation hygiene theory
A study on workers attitudes towards their jobs was conducted by Professor Frederick Herzberg, a psychology expert at Case Western Reserve University. In his study, Herzberg observed that a person will be more willing to do some work if there is not going to be deprivation. Nonetheless, a positive satisfaction is not is not provided by this motivation due to lack of sense of growth.
The research conducted by Herzberg reveals that that positive attitudes towards work and directly linked to a sense of growth, psychologically. According to his thoughts, people mainly worked because of two reasons. These reasons being financial matters to do away with deprivation physically, and to achieve because this brings about meaning and happiness. These theory proposed by Herzberg also realized the aspect of work enrichment whereby works responsibilities are altered to avail bigger challenge as well as growth.
According to Bandura (1997, 29), the hygiene motivation theory consists of two aspects
First, motivation derives from positive satisfaction that is provided by psychological growth. The availability of aspects such as achievement, responsibility, recognition and probability of advancement or growth will make people satisfied and motivated. Lack of these aspects might not necessarily kill peoples morale or bring about dissatisfaction.
Secondly, the desire for an individual to avoid being deprived as well as the resulting psychological and physical distress is the one that determine ones hygiene. Aspects of hygiene include eagerness to supervise, working conditions that are positive, peers interpersonal relations with subordinates and executives, security of the job, status and salary. Lack of these aspects will lead to dissatisfaction (Weightman 2008, 85).
Even though salary can also be considered as an aspect of hygiene, it does not involve in directly motivating individuals because a degree of growth and prosperity and also it symbolizes achievements recognition.
Theory X and Y
Maslows work greatly impressed Professor Douglas McGregor who is a social psychologist at the Massachusetts Institute of Technology. McGregor realized that individuals have needs and that it is work which satisfies these needs. He made two sets assumptions about individuals that he referred to as theory X and theory Y.
Theory X assumes that most individuals will not want to work because they hate it and have to be pleaded or threatened to put in more efforts. According to the theory, people are less ambitious and avoid responsibility. They only like being directed and job security is their greatest interest.
Theory Y assumes that people perceive work as a natural thing and that many individuals direct themselves to attain the objectives they are committed to. Individuals have much ambition and are very creative. Responsibility is the peoples desire and they get a sense of satisfaction from the jobs they do.
At one instance, the above described assumptions were applied to styles of management with those managers who are autocratic being associated with theory X and those managers who were transformational and democratic being associated with theory Y. unfortunate enough, this promoted a trend of viewing people as group members and not as individuals.
The most vital contribution of speculation of McGregor was to identify these two aspects and to realize that individuals can attain personal objectives via assisting organizations attain their objectives. The people can work as motivators.
What is a reward
A reward is something that is presented after an action has occurred with the intention of encouraging such an action or behavior to occur again. It can be tangible or intangible. The reward process is carried out by attaching a meaning that is positive to the behavioraction. According to studies, if the person is immediately rewarded, there would be a greater effect which will reduce with time.
Rewarding an actionbehavior frequently causes the behavior to be a habit. Motivation is derived from two sources namely oneself and other individuals. Application of proper techniques of motivation cannot be as easy as it seem. Greenberg (1992, 114), observes that when a reward system is created it cannot be hard to reward one but another one can be hoped and in the event bring about detrimental effects that can put at risk managers goals.
What is a reinforcer
A reinforcer differs from a reward because a reinforcer has the intention of creating a measured increase in the rate of behavior which is desirable through addition of new aspects within the environment.
Application of motivation theories in business
At heights of hierarchy needs of Maslow that are low, for example physiological needs, motivation can be brought about by money. On the other hand, money seems to have effect on short-termed staff according to Herzbergs motivation theory. At heights of hierarchy that are high, respect, praise, a sense of belonging and empowerment surpasses money by far when it comes to motivation. This idea is also backed up by theory X and theory Y of Douglas McGregor as well as motivational theory proposed by Abraham Maslow.
According to Maslow, there is money at the lowest height of hierarchy, but other needs can also motivate the staff in a good way. Money is placed by McGregor in his X theory class and he observes that it is a minor motivator. He places praise and recognition in his theory Y class and observed that these are stronger motivators as compared to money. According to these theories
Employees who are motivated will at all time search for better ways to work employees who are motivated are also quality oriented workers who are motivated produce more as compared to those who are not.
A place of work that is average lies between high threat extremes and high opportunity. A strategy of motivation by use of threat is a fake one and naturally employees get more attracted to the side of opportunity than the side of threat. Motivation is a tool that is very powerful in a place of work and usually gives morale to many employees to do the job at their level best (Robbins 2007, 82).
A classic study conducted at a manufacturing plant of Vauxhall Motors in the UK tried to challenge Herzberg and Maslows assumptions. The study came up with the aspect of work orientation and differentiated three major orientations which are instrumental orientation - where job is a means to an end, orientation which is solidaristic (gives priority to loyalty of group), and bureaucratic orientation where job is a statuss source, instantaneous reward and security.
Application of motivation in education
Educational psychologists find motivation very interesting due to the important role it plays in learning of students. Nevertheless, the particular type of motivation that taught in specialized education climate differs qualitatively from the types of motivation that are general which are learned by psychologists. Educational motivation can have a number of effects on the learning and behavior of students towards the matter of subject. Motivation can
Lead behavior to specific goals bring about increased energy as well as effort improve introduction and persistence of activities encourage processing that is cognitive and self motivating realize reinforcing consequences and brings about overall improvement in students performance (Reiss 2000, 212).
From the facts acquired this study paper, it can be concluded without doubt that motivation is the backbone to businesses, organizations and also institutions of learning. Even though some may view money as a strong motivation, many motivational theories such as McGregors theory X and theory Y concept together with Herzbergs motivation hygiene theory suggest that and recognition are the best techniques that can be used to motivate people.
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