Introduction
To have an effective workplace, motivation is a vital component of component. Employers must learn how to encourage their employees to increase production and efficiency. This essay defines motivation and the theories that explain own motivation, the distinction between extrinsic and intrinsic motivation, the relationship between value systems and motivation, the value system used to achieve a professional objective, and the usefulness of measures employed by companies to inspire staff.
Employee Motivation
Employee motivation is the desire and readiness to collaborate to achieve a common goal. Motives can be both positive and negative, depending on the situation. Money and praise are extrinsic motivators, whereas performance motivates innately (Okine et al., 2021). A desire is a driving force behind the positive motivation to do something for the sake of doing it. On the other hand, one might be negatively motivated by the want to evade being punished or experiencing unfavorable outcomes.
Theories of Motivation that Explain My Motivation
Motivation is primarily derived from things considered to be within, such as a feeling of accomplishment, self-fulfillment, and a commanding understanding of the material one is working on. As a consequence, the theories of motivation that best represent motivation are the ones that emphasize how critical it is to pay close attention to the factors that are considered to be crucial (Stern, 2018). This essay will explore the following hypotheses: self-determination theory, cognitive evaluation theory, and goal-setting theory.
Self-Determination Theory
Self-determination theory (SDT) is a motivation idea that stresses the value of intrinsic drive and autonomy. According to this idea, people are driven to seek personally significant objectives that increase their feeling of autonomy, competence, and relatedness (Stern, 2018). According to this hypothesis, when individuals have autonomy and a feeling of purpose jobs, they are more likely to experience intrinsic motivation and greater productivity.
Cognitive Evaluation Theory
Individuals can be driven by both inner and extrinsic influences, according to the cognitive evaluation theory (CET), a theory of motivation that psychologists developed. Based on this theory, individuals are more likely to be encouraged when they believe their efforts are meaningful to others and when they obtain advantages in exchange for their efforts (Stern, 2018). This theory emphasizes the significance of giving individuals relevant feedback and the opportunity for autonomy to boost their motivation levels.
Goal-Setting Theory
Goal-setting theory (GST) is a motivation theory that emphasizes the significance of setting clear, quantifiable, achievable, relevant, and time-bound objectives. According to this hypothesis, when individuals are given particular goals, they are more likely to be self-driven to attain those goals (Stern, 2018). Based on this theory, individuals are more likely to be inspired when they have specific awareness of the goals they are aiming to achieve and get feedback on their progress toward those goals.
The Difference between Extrinsic and Intrinsic Motivation
The key contrast between extrinsic and intrinsic motivation is that extrinsic motivation is motivated by external incentives such as money or recognition. In contrast, intrinsic motivation is influenced by internal variables such as a sense of achievement or self-fulfillment. Extrinsic motivation is commonly used in the workplace to motivate employees to complete tasks or achieve goals (Deckers, 2018). Intrinsic motivation, on the other hand, is used to encourage employees to engage in tasks or goals that are personally meaningful and rewarding. Intrinsic motivation is usually more effective than extrinsic motivation since it is sustainable and likely to end in burnout.
The Connection between Value Systems and Motivation
The relationship between one’s value system and motivation is critical. Values are vital because they give a feeling of direction and purpose. When people’s values align with their objectives, they are more likely to be driven to attain those goals (Was, 2022). Individuals motivated by intrinsic reasons are more likely to be inspired by their ideals and to pursue significant and personally rewarding objectives. Understanding one’s value system may assist individuals in identifying individually meaningful goals that can offer them a sense of success, self-fulfillment, and mastery.
Reaching Professional Goal
The worth of the individual should not be compromised for the sake of achieving professional objectives. Maintaining one’s beliefs and ideals while pursuing professional success is critical. Such an approach allows individuals to remain true to themselves while achieving their professional goals. It is possible to navigate the complexities of the business world while staying firmly rooted in one’s values and principles (Deckers, 2018). Furthermore, when people’s values align with their professional objectives, they are more likely to be driven to attain those objectives. As a result, surrendering one’s value system is not required for professional success.
Measures Used by Past Employer to Motivate Employees
The firm is used to stimulate employees in a variety of recommendable ways. Money, recognition, and self-esteem are all exploited. When it comes to delivering rewards, organizations need to consider beliefs, attitudes, and preferences (Was, 2022). These metrics inspire employees by providing extrinsic and intrinsic rewards, boosting productivity and efficiency. Adjustment for individual characteristics must be made when abolishing a new organization to ensure that all employees benefit from the initiatives.
Conclusion
In order to have an effective workplace, motivation is necessary. Employers must understand the many theories of motivation and how to use them to encourage their personnel correctly. Furthermore, when using motivating tactics, one must understand one’s value system and recognize workplace diversity. Employers may better understand how to inspire their workers and improve production and efficiency by knowing the many theories of motivation and how to apply them successfully.
References
Deckers, L. (2018). Extrinsic and intrinsic motivation. Motivation, 4(3), 307–340. Web.
Okine, G. N. B., Addeh, G. Y. A., Olusola, B. E., & Asare, I. (2021). Employee motivation and its effects on employee productivity/ performance. Journal of Economics and Sustainable Development, 2(2), 40–50. Web.
Stern, M. J. (2018). Theories of motivation, cognition, and reasoning. Oxford Scholarship Online, 5(2), 10–18. Web.
Was, C. A. (2022). Motivation. Psychology in the Real World, 1(2), 15–20. Web.