Motivation and the Workplace. Shallene Green. PSY302: I/O Psychology. Instructor: Jeremy Owens. May 2 nd. 2013

Transcription

1 Running head: MOTIVATION 1 Motivation and the Workplace Shallene Green PSY302: I/O Psychology Instructor: Jeremy Owens May 2 nd Motivation and the Workplace Motivation in the workplace is an area that is studied and enhanced to encompass the entire workforce of an organization. What is needed to be understood is what, in fact, makes an employee become motivated and successful. Is this money, awards, praise or the inner feeling of personal

2 2 success? Goals are created and needed, but to make them complete a team from the bottom management up need to be motivated and wanting to contribute. Let us look at several ways to create the excitement to be motivated. One such way would be to offer the reward of early time off from work on a Friday afternoon. This has been used in a past job of mine and to leave before the scheduled time on a Friday and expand the weekend was an adrenaline rush. To strive and reach the goals is it not about who got there first, but if the entire team was successful, we all got off early. What was found is that the team worked in conjunction, so we all walked out together. The reward to attend an event such as sports, concert or even movies can motivate a person or team to get the full reward of tickets and all expenses paid. People are driven to get something for free; this can go beyond work and with this reward, it can show that anything can be done. The reward has to be at a level within the company to achieve the outcome that is needed for a project or expense numbers that are to be met. Clear expectations need to be laid out for all to understand. When a company wants to hit a major deadline from a team, a lunch motivation can be given. This is when they provide lunch, drinks, snacks during the extra hours needed to finish a project. This shows that the company cares about the team and all employees to the bottom line success, and in return, they will perform and complete the task. When I look at past companies I have worked for, and classes I have taken, my own strategy has changed to embrace my personal motivation and success. I will need to seek employment with a company that believes in a balanced workforce. They will be capable to apply the desire to have different types of individuals from feelers to thinkers. I have discovered that my

3 3 style is very clear and my desire to find the perfect fit has grown. When I find this company, I will want to become part of their team and help promote their growth ideas and strategies to keep their team motivated inside and outside the company. I know that if I am happy within the company walls and rewarded, I will promote the company, by being complete within my personal space. When comparing theories two come to mind for me, they are Maslow s Hierarchy and Herzberg s. They both address the need for the personal side of an individual as in advancements for self-esteem, achievements and belonging for the recognition and responsibilities (Youssef, & Noon 2012). The stems that blend between the two can enhance the individual to be part of the process and complete not only tasks, but also goals in a manner that will be apparent to both the job and themselves. Where they compare they also differ in regard to where Maslow s thoughts are more on the level of the personal persona that leads to happiness and contentment. With this theory, a person will not only be content in their job, but successful and be retained in the future. Whereas Herzberg s does touch on the personal but separates them into two sections that identify what is seen as success. It breaks down that retention for the right person in the job; it is seen as motivators with clear boundaries. Companies carry the responsibility to their employees to keep them motivated and content. With this comes with financial structured rewards. The thought of the approach and avoidance, or sensitivity to positive and negative stimuli define the difference the motivation constructs and how it can also vary (Ferris, Johnson, Rosen, Djurdjevic, Chang, & Tan, 2013). The pros of such rewards are raises, bonus or stocks. Employees can, and may feel that this is the way to get ahead but also be financially set in their lives, so they will see only the positive of such actions. The cons

4 4 of this type of reward are for those that are bypassed for a bigger raise for one who is closer to the manager, not given the same options for bonus or stocks. When the incentive is only money, what must be weighed and looked at can have a negative result for a company. In conclusion, a company must be able to be flexible, and understand processes to help their employees not only be successful, but also content in their position. To look at the many ways their staff will be open to new ideas and thoughts, they must embrace both the positive and negative of their choices for motivation, and be able to adjust and be opened-minded to make changes. If they can achieve a balance of what is needed the rewards will be in increased revenue. Reference Ferris, D., Johnson, R. E., Rosen, C. C., Djurdjevic, E., Chang, C., & Tan, J. A. (2013). When is success not satisfying? Integrating regulatory focus and approach/avoidance motivation theories to explain the relation between core self-evaluation and job satisfaction. Journal Of Applied Psychology, 98(2), doi: /a Youssef, C. & Noon, A. (2012) Industrial/Organizational Psychology San Diego, CA: Bridgepoint Education, Inc. Retrieved from:

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