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[SELF REFLECTION – WHAT MOTIVATES YOU?] 1 Self Reflection – What Motivates You? Niesha Davis

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Page 1: SELF REFLECTION – WHAT MOTIVATES YOU? Web view[SELF REFLECTION – WHAT MOTIVATES YOU?] 1. 2 [SELF REFLECTION – WHAT MOTIVATES YOU?] Self Reflection – What Motivates You?

[SELF REFLECTION – WHAT MOTIVATES YOU?] 1

Self Reflection – What Motivates You?

Niesha Davis

Table of Contents

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Introduction............................................................................................................................2

Analysis...................................................................................................................................3

Motivation......................................................................................................................................................................................3

Value Systems...............................................................................................................................................................................3

Methods of Motivation............................................................................................................................................................. 4

Maslows Hierarchy Theory.................................................................................................................................................... 4

Job Enrichment............................................................................................................................................................................ 4

Conclusion...............................................................................................................................5

Reference................................................................................................................................5

Introduction

Motivation is defined as a person’s internal drive to act (Nickels, McHugh, McHugh,

Cossa, & Sproule, 2010). Employers face the challenge of inducing motivation in order to

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promote “committed and productive” employees (Nickels, et al., 2010). Job satisfaction is

determined by the value placed on intrinsic and extrinsic rewards. This paper examines the

learner’s values and experience with motivational theories used by employers.

Analysis

Motivation

Motivation is the process of an individual recognizing a goal and taking measures to

achieve it through focus, persistence and intensity (Judge, Langton, & Robbins, 2013).

According to Nancy Langton et al. (2013) the way to successfully motivate someone, specific

needs must be identified (p.131). There are two kinds of motivation:

Extrinsic Motivators. Nickels et al., (2010) suggests that extrinsic motivation is the

effort one would make in order to receive recognition and tangible rewards (p. 326). A

person who is working with the intent of getting a raise or promotion, or possibly

winning a contest is motivated by extrinsic rewards (Judge, Langton, & Robbins, 2013).

Intrinsic Motivators. Intrinsic motivation relates to the drive an individual has as a

result of their desire for personal satisfaction (Judge, Langton, & Robbins, 2013). For

example, most people are motivated to volunteer for the interest and personal satisfaction

of doing a good deed.

Value Systems

Timothy Judge (2013) suggests that one’s value system is determined by ranking their

intensity, and this influences their attitudes and behavior (p. 84). All individuals have a

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hierarchy of values that help in the decision-making process for what is important and helps us

“evaluate behaviors and events” (Judge, Langton, & Robbins, 2013, p. 112). The connection

between value systems and motivation is job satisfaction. If an employer’s values don’t resonate

with their employee, they will not feel motivated at work because this would be working against

their own intrinsic motivators.

Methods of Motivation

Employers recognize that motivating the right people is integral to a successful business.

Timothy Judge (2013) suggests that the two fundamental theories of motivation are needs and

process (Judge, Langton, & Robbins, 2013). The needs theory focuses on what is actually

required to motivate an individual and the process theory focuses on what helps understand how

we are motivated (Judge, Langton, & Robbins, 2013).

Maslows Hierarchy Theory

In my experience, the Maslow’s Hierarchy theory has been utilized by many employers.

According to Timothy Judge (2013) the theory suggests that people have five general needs:

physiological (bodily needs such as food, shelter, thirst, hunger and sex); safety (protection from

physical and emotional harm); social (sense of belonging and friendship); esteem (self-respect,

recognition and status) and self actualization (individual growth, self fulfillment) (Judge,

Langton, & Robbins, 2013).

Job Enrichment

For an individual who works in post-production, enriched job are plentiful. Job

enrichment is the act of being solely responsible for completing an activity from start to finish,

and in turn, feeling the achievement of one’s responsibility as part of a bigger goal. Although

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the job market is highly competitive, I would not compromise my value system to reach a

professional goal right now. I would reconsider this decision if I were a business leader as,

profit-maximization is suppose to be the most important goal a firm.

Conclusion

In conclusion, in order to induce motivation, one must learn the values of an individual to

identify one’s needs. With the utilization of one of the many motivation theories, employers can

create a productive work environment and job satisfaction for all.

Reference

Judge, T. A., Langton, N., & Robbins, S. P. (2013). Organizational Behaviour: Concepts,

Controversies, Applications. Pearson .

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Ragan, C. T., & Lipsey, R. T. (2011). Microeconomics (13th Edition ed.). Toronto, Ontario:

Pearson Canada Inc.