Motivation in the Workplace

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Topics: Motivation
Motivation in the Workplace
There are different types of theories that define and explain the applicability of motivation. The definition theories work around a circle, where the person is the centre of investigation for independent action, reaction and expectation. These characteristics create a specific motivation for each person depending on individual and group circumstances. By analysing these circumstances, it is possible to create a motivational strategy to implement. Subsequently, evaluating the response to the motivation strategy created.
The fundament of these theories is that “they are concerned with identifying people's needs, their relative strengths and the goals they pursue in order to satisfy these needs” (Mullins 1985, p 5). One of the characteristics of the expectancy theory is the anticipation that a person can have about the result of a specific action. The expectative of this action depends of how much effort is intended to do. For instance, when I was 12 years old I liked one special bicycle, but I didn’t have the money to buy it. I talked with my parents and they said that they would buy it if I helped creating the garden in the house for three weeks. I agreed, even though I knew I couldn’t play with my friends during those weeks. This was hard, but after the three weeks I got my bicycle. I worked very hard for it and I will never forget it. My expectative was that if I worked for these three weeks, I would have my present. The motivation that my parents created, gave me an expectative, and later, a satisfaction in my life.
This experience of me life is a clear example of who one motivation in a person depend of the level of efforts do it in the action for get a result positive, when a satisfaction of live is negative that some times occur because the efforts given in one case specific of expectative is good but the result expected is not of the best and this type of case affect to the person in action after this occur for example when

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