Motivation Within a Creative Environment

Topics: Motivation, Regulatory Focus Theory, I-Change Model Pages: 5 (1174 words) Published: December 13, 2012

London School of Commerce
Degree Foundation

Introduction to management

Motivation within a creative environment

Students: Group 6



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Executive Summary
a) This report is a result of a research done by LSC students entitled Motivation within a
creative environment. The project was a collaborative effort among the students. b) The main goal of the research was to create a context-relevant knowledge base about the influence of Motivation in a workplace.

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In this report we will be investigating about whether or not Motivation in a creative environment is a good thing in our lives.
Motivation is willingness to perform a work more productive. It can be applied to every action and aim. These can be to acquire good grades at university, own a business or become a lawyer. Motivation is present whenever there is a strong desire and faith in one’s abilities.

Motivation is one of the keys to success. If there is short of motivation a person either gets no results or only mediocre results, however when there is motivation the person acquires better achievements. Comparing a student which lacks motivation and who hardly studies, to a student who is highly motivated and who utilises many hours to study; they will reach completely different grades.

Insufficient motivation shows lack of enthusiasm and ambition, whereas the possession of motivation is a sign of strong willingness, energy and enthusiasm, and the desire to do whatever it takes to reach what one sets out to do. Motivated people are happier, more energetic, and see the positive end result in their mind.

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On the one hand, Motivation enables people to do things more efficiently. When people are really motivated to do something, it makes it feel much easier and faster. For example, when students are keen to learn something very hard, they would do everything to try to avoid or solve all the problems and just keep working hard no matter what, because they are really motivated to do so. Especially in a creative environment, people are more motivated nowadays. Motivation makes our lives more interesting and helps us to become better people. We heve done some research about motivation of employees and we found out that, according to Rajeev Pershawaria, employees are most motivated by their company role, the environment and opportunities. Strive to create an atmosphere where employees know they are actively appreciated, where they have the tools need to be successful and where they have room to grow their skills. Once the employees are motivated they are more inspired and their willingness towards work increases. Employees can be motivated by bonuses, praises, encouraging employees, giving employees benefits.

On the other hand, motivation not always leads to positive actions. Creative environment can also have a negative influence on people. For example some people might be motivated to do bad things such as steeling, and if they are motivated, they would do everything to achieve their goal. Also, we found out that there is an Extrinsic motivation which is a system proposed with the intent of rewarding some type of behaviour. Extrinsic motivation causes negative effects on student achievement and closing the achievement gap.  * -------------------------------------------------

From the above discussion it is clear that, implementing motivational theories varies from company to company. Motivation theories depend on organisation’s type, environment, culture and most importantly on its employees. Sometimes, to achieve the highest performance one or more motivation...

References: Deci, E. L., & Flaste, R. (1996). Why we do what we do: Understanding self-motivation. New
York: Penguin.
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human Needs and
the Self-Determination of Behavior
Gilbert, T. F. (1996). Human competence: Engineering worthy performance. Silver Spring,
MD: International Society for Performance Improvement.
Baard, P. P. (2002). Intrinsic need satisfaction in organizations: A motivational basis of
success in for-profit and not-for-profit settings
Baumeister, R., & Leary, M. R. (1995). The need to belong: Desire for interpersonal
attachments as a fundamental human motivation
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