Week 2 assignment Motivational Theories
Motivational Theories and Factors
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PSY 302 Industrial/Organizational Psychology
Robin Daniels
November 16, 2014
Motivational Theories and Factors Motivation within the workplace is crucial in keeping employees happy and in keeping business’ running smoothly. To do this one has to be creative and use a variety of different motivational techniques as people are motivated in different ways. Motivation is defined as, a person who shows persistence when completing tasks despite challenges to complete a goal. A person that is considered to be highly motivated will possess three qualities, intensity or effort, persistence or being committed, and direction or a clear path to behaviors that lead to positive outcomes (Youssef & Noon, 2012). In addition to the apparent motivators, one must consider what is known as Negative Motivational Gravity described by Rundle-Gardiner & Carr, 2005, as metaphor for understanding attitudes and intentions towards individual achievement in organizations. Achievement Motivation has been linked to an individual being persistent or quitting a task where the expectations seem to be unrealistically high; either raising or lowering one’s threshold for tolerance. The acronym OCEAN stands for openness, conscientiousness, extraversion, agreeableness and neuroticism. These are the Big Five personality traits that can help in determining how an employee may react to motivation and their tolerance for negative motivation (Rundle-Gardiner & Carr, 2005). This paper we will share three ways to motivate others in the workplace, discuss creating a strategy to enhance motivation in the workplace, compare and contrast two motivational theories, and discuss the benefits and downfalls to offering financial incentives in the workplace (Youssef & Noon, 2012). One way of motivating others is the Goal-Setting Theory, the most common and effective form of motivation. Having goals has a direct, positively influence on
???????????
PSY 302 Industrial/Organizational Psychology
Robin Daniels
November 16, 2014
Motivational Theories and Factors Motivation within the workplace is crucial in keeping employees happy and in keeping business’ running smoothly. To do this one has to be creative and use a variety of different motivational techniques as people are motivated in different ways. Motivation is defined as, a person who shows persistence when completing tasks despite challenges to complete a goal. A person that is considered to be highly motivated will possess three qualities, intensity or effort, persistence or being committed, and direction or a clear path to behaviors that lead to positive outcomes (Youssef & Noon, 2012). In addition to the apparent motivators, one must consider what is known as Negative Motivational Gravity described by Rundle-Gardiner & Carr, 2005, as metaphor for understanding attitudes and intentions towards individual achievement in organizations. Achievement Motivation has been linked to an individual being persistent or quitting a task where the expectations seem to be unrealistically high; either raising or lowering one’s threshold for tolerance. The acronym OCEAN stands for openness, conscientiousness, extraversion, agreeableness and neuroticism. These are the Big Five personality traits that can help in determining how an employee may react to motivation and their tolerance for negative motivation (Rundle-Gardiner & Carr, 2005). This paper we will share three ways to motivate others in the workplace, discuss creating a strategy to enhance motivation in the workplace, compare and contrast two motivational theories, and discuss the benefits and downfalls to offering financial incentives in the workplace (Youssef & Noon, 2012). One way of motivating others is the Goal-Setting Theory, the most common and effective form of motivation. Having goals has a direct, positively influence on
References: Cerasoli, C.P., Nicklin, J. M., & Ford, M. T. (2014). Intrinsic motivation and extrinsic incentives jointly predict performace: A 40-year meta-analysis Rundle-Gardiner, A. C., & Carr, S. C. (2005). Quitting a Workplace that Discourages Achievement Motivation: Do Individual Differences Matter? Youssef, C. and Noon, A. (2012). Industrial/Organizational Psychology. San Diego, CA: Bridgepoint Education, Inc.