Motivation and Reinforcement

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Motivation and Reinforcement
Motivation is the art of getting people to do things or to do things more efficiently or quickly. Knowing what the human behavior will do is of the upmost importance. Some of the principals of theorist Abraham Maslow and Frederick Herzberg will open your eyes up to what really motivate people. Finding out which type of motivation intrinsic or extrinsic, is a building block of how a person gets influenced for better motivation. Knowing this trait is a helpful factor to understanding the personality of the person. There attitude can change or formed by a good or bad frame of reference in individuals views. Only by determining the motivational approach of what sets a person to higher standards is possible by looking and assessing that individual person. Knowing how to evaluate things and the signs of a person, who shows a lack of motivation, you can better bring out there inner potential to the surface. Motivation can only be managed with objectives that are ethically and efficiently. Personal has to understand the objective and vision so they can move towards its goal. The use of teamwork can be a useful aid to arouse personal to set higher goals of expectations. Listening to the individuals and giving positive feedback will help build on there part of being respected and utilized which builds a sense of trust. To better develop the motivation of workers you have to look at the job itself and make sure there is enrichment in it. The need for variety and task significance greatly ads to the work place environment so the individual can really see the end product of all the motivation efforts they are giving.

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Motivation and Reinforcement:
Motivation is difficult to explain and even harder to "turn on" in people. Webster defines motivation as "an act or process of motivating; the condition of being motivated; a force, stimulus, or influence: incentive or drive" ("Motivation"). It is most often the job of the manager to use motivation to drive its employees to accomplish acts which they normally would not have done. The study of motivation helps managers understand what prompts people to initiate action, what influences their choice of action, and why they persist in their action over time. One most noted theorist is Abraham Maslow; he carried out his investigations into human behavior and developed the hierarchy of needs theory. Maslow suggested that there are five sets of goals which may be called basic needs. These five are physiological, safety, belongingness, esteem, and self-actualization—that exists in a hierarchical order and can be compared to climbing a ladder. Once a lower level need has been fulfilled, the person seeks to fulfill the next higher level. This progression leads to self actualization as being the highest level.

Frederick Herzberg had his own theory about employee job satisfaction. Herzberg interviewed a group of employees to find out what made them satisfied and dissatisfied with their jobs. His interviews revealed that there are two fundamental dimensions to job satisfaction: motivation and hygiene. Motivation factors include achievement, recognition, responsibility and job advancement. These are the job elements that fulfill individuals' needs. Hygiene factors, on the other hand, do not motivate but can minimize dissatisfaction. Examples of hygiene factors include reasonable salary, interpersonal relations and good working conditions. These factors are

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associated with the employee's environment. According to Herzberg, if a manager pays close attention to both of these factors; they will create good employee satisfaction. There are two types of motivation: intrinsic and extrinsic. Intrinsic motivation is by far the better of the two because it motivates people to achieve goals from within themselves. People feel a desire or drive to do something, and they behave...
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