Motivation is a key factor in implementing any type of leadership theory. This does not come without it’s own challenges. Each person is motivated in a different manner. To find what works for each person without going nuts is a trick! This paper focuses on different motivational theories, which include incentive theory, drive theory, arousal theory and humanistic theory. Verizon’s sales team and the issues around the area of motivation are also analyzed with an integration of the journal reviews. Each motivational theory has an applicable point. It is also important to focus on what the individual can do to help keep motivation high and create a effective and productive work environment.
Motivation in the Workplace
Motivation is a key factor in success. It is what initiates, directs and continues goal-oriented behaviors. Motivation is what makes children successful in school and adults successful in their careers. Different items motivate different people. It can be driven by incentives, drives, arousal, and humanistic (Cherry, n.d.). When implementing any plan geared towards motivating others, there are many challenges. It must fall in line with values that the company can stand behind, along with the employee. This paper will discuss the different theories of motivation and application of such theories. Literature Review
Incentive motivational theory is one that has been very successful. A great example is how someone would be willing to travel a long distance to eat at a really nice restaurant that served his or her favorite dish, but might not be as willing to do so for a simple dinner (Cofer & Petri, 2008). Incentives can include an act or a promise that is put out there to help inspire a desired action, whether new or improved from workers. Many times these include a monetary gift, promotion or just a good job well done. Most commonly, incentives tend to be extrinsic motivators. These normally directly affect intrinsic motivators, such as their own feeling about their job and accomplishment (Price, n.d.). Incentives can be either positive or negative in nature. A positive incentive helps promote behaviors that an employer would like to continue. These are rewarding for employee and give them a good sense about what they are doing. Negative incentives are used to help correct behaviors. These types of incentives include demotion, transfers or suspension. They can go as far as terminating an employee (Price, n.d.). Non-monetary incentives can have longer lasting effects. These types of incentives address the ego and self-actualization parts of human’s needs. Job security is a great incentive since it helps give the employee a sense of guarantee. He is more willing to put everything into what he does. Telling a person good job can go a long way. This helps address the ego need of employees and at times may go further then any other incentive. They feel appreciated and are willing to do more and try harder. It is also helpful to be open to suggestions from employees. This gives employees a sense of importance and ownership. Job enrichment can be helpful by improving an employees self worth. This can include increasing responsibility or giving special projects. Finally, promotions! This helps the spirit of the employee. It creates a more satisfied employee that is more committed to the company (Management Study Guide, n.d.).
Drives motivational theory is closely related to Maslow’s Hierarchy of needs. Clark Hull created the drive-reduction theory. This theory is based on the behavioral state of arousal, which is triggered by biological needs. A drive is an uncomfortable state that is triggered from a biological need. This causes a person to push to fulfill this need. In the example of an animal, they would have a drive to find food when they feel hungry. An employee would have a personal drive to help fulfill needs, such as ego. This...
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