This paper synthesizes the concept of motivation and examines the substantial reasons why motivation is difficult to understand. Motivation is a collective manifest of the factors that influence behavior, which is characterized by volition and willingness. For instance, factors such as personal pleasure, interest or enjoyment animate intrinsic motivation while reinforcement contingencies govern extrinsic motivation (White, 2011). Closely related actions, interests, perceptions, values, and beliefs comprise a collection of factors that drive motivation. It is, also, significant to note that motivation is a concept that is subject to manipulation via particular instructional practices.
Motivation is a difficult concept to understand because of a number of reasons. According to the assertions of White (2011), the amorphous nature of motivation makes it become a subject that less and inadequately discussed thereby limiting the availability of literature. Secondly there is no standard measure and definition of motivation. In any area of concern whether in school or at work, there has always been difficulty differentiating between the wrong and the right ways of approaching motivation. This is because there are different methods that can be utilized when defining it. Besides, different perspectives can be used to address challenges that result due to lack of motivation.
In regard to the potential efficiency of the model positioning of motivation, it is significant to take note of the four key drives of the model: the drive to obtain, the drive to bond, the drive to understand, and the drive to guard (Tracy, 2013). This model simplifies the manner in which different choices are shaped by human nature. The one action that an organization should take in order to apply this model is to broaden the scope within which its employees gain the feeling that the organization meets its explicit and implicit contracts with employees and satisfies their work prospects.
Feedback control loop is a significant tool that an organization can use to establish whether the actions of management are motivational or not. Feedback control loop is an essential system of control that has the capacity to inspire action through identifying disparities from the correct plan (Tracy, 2013). It then highlights them for individuals that have the mandate to make corrections. The organization can utilize feedback control by anticipating any likely challenges in regard to achieving goals, by developing intelligible actions plans as well as allocation of essential resources.
Through goal setting, leaders can motivate employees by setting goals that are measurable and specific. This is because specific and measurable goals tend to encourage high employee performance level (Northouse, 2013). Through impression management, leaders should allow employees to have control over the manner in which their bosses view them. Leaders should ensure that employees who have high impression management receive promotions. Leaders can also utilize encouragement as a tool for motivating employees. By holding discussions with employees, leaders can identify things that motivate them at individual levels. Leaders should, also, engage employees in various team activities and show them appreciation for their ideas.
A plan to redesign a job within an organization entails: revision of the content of the job; analysis of information related to the job; altering elements of the job; reformation of specification and description of the job; and reshuffling duties and tasks related to the job (Northouse, 2013). Job redesign is motivates employees by enhancing work life quality of employees and assigning employees to right job positions that match their skills.
Adam’s theory of equity proposes that people have the tendency to seek fair treatment at the place of work even after their needs have been satisfied (Tracy, 2013). This kind of treatment is observed through the balance between their rewards and their compensation. This implies that an employee becomes motivated when he/she realizes that he/she earns reward that is equivalent to those of comparable employees. For an organization to incorporate this theory into its system, it should ensure that employees are compensated depending the technicality of the task performed and the level of their contribution. In other words, the rewards received should be proportional to the efforts contributed.
It is significant for leaders to have a plan of action in order to increase motivation within an organization. Leaders should keep their office doors open to enhance interaction with employees and give them assurances. Leaders should identify and recognize employees’ hard work. This can happen through emailing a note of appreciation. For bigger accomplishments, leaders can organize company picnics, banquets, or luncheons for the deserving employees.
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