What is motivation? Case Study
Key Learning Outcomes
By the end of the case, students should be able to:
- Identify and explain the main factors that influence employee motivation, such as intrinsic and extrinsic rewards, job design, feedback, recognition, and leadership
- Analyze how different motivational theories, such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory, can be applied to improve employee motivation in various contexts and situations.
- Evaluate the effectiveness of different motivational strategies and techniques, such as goal setting, empowerment, participation, and reward systems, in enhancing employee performance and satisfaction.
1.0 INTRODUCTION
According to Mullins (2016), motivation in its simplest form refers to the creation of incentives and a working environment that allows employees to perform to the best of their ability. It is a state of positive emotion resulting from the assessment of one's job experience. In fact, David and Anderzej (2010) have defined it as cognitive decision-making with the intention of making behavior aimed at achieving a given goal through initiation and monitoring. It is influenced by various factors that can vary from person to person and from situation to situation.
This assignment will discuss some of the common factors that affect the level of motivation in employees and how managers can use them to enhance their team's performance.
Motivation can be intrinsic or extrinsic, meaning that it can come from within ourselves or from external sources.
Intrinsic motivation is when we do something because we enjoy it, find it interesting or satisfying, or because it aligns with our values and beliefs. For example, we might read a book for fun, learn a new skill for personal growth, or volunteer for a cause we care about. Intrinsic motivation is often associated with higher levels of well-being, creativity and autonomy.
Extrinsic motivation is when we do something because of external rewards or punishments, such as money, grades, recognition, praise, deadlines or pressure. For example, we might work hard to get a promotion, study for an exam, follow a diet or exercise plan, or comply with a rule or norm. Extrinsic motivation can be effective in achieving certain outcomes, but it can also undermine intrinsic motivation if it is perceived as controlling or coercive.
Motivation is not a fixed trait that we either have or don't have. It can vary depending on the situation, the task and the person. Motivation can also change over time, as our interests, goals and needs evolve. Therefore, it is important to understand what motivates us and how we can enhance our motivation in different contexts.
Some strategies that can help us increase our motivation are:
Set SMART goals: Specific, Measurable, Achievable, Relevant and Time-bound. This can help us clarify what we want to achieve, how we will measure our progress and success, and why it matters to us.
Break down big goals into smaller sub-goals or action steps. This can help us overcome procrastination, reduce overwhelm and increase our sense of accomplishment.
Seek feedback and support from others who can help us improve our skills, monitor our performance and celebrate our achievements. This can boost our confidence, competence and social connection.
Reward ourselves for completing tasks or reaching milestones. This can reinforce our positive behavior, increase our satisfaction and enjoyment, and motivate us to keep going.
Find ways to make the task more fun, interesting or meaningful. This can enhance our intrinsic motivation, spark our curiosity and creativity, and connect us to our values and purpose.