As we discussed and identified the definitions of Motivation it can be elaborated as it is a sort of process that begins with either a psychological or physiological deficiency or requirement that activates a behavior or drive that is aimed at a goal or incentive.
NEEDS →→→→→ DRIVES →→→→→ INCENTIVES
Figure1 – The Basic Motivation process
The above figure graphically indicates the process of motivation. Needs constructs drive aimed at goals incentives/ rewards. These three basic elements can be detailed further.
Needs – The reason for the generation of Needs is some kind of disparity arising either physically or psychologically. Kanfer (1991) has mentioned that need is acting like an inner tension that can influence conciliation in the cognitive process as a result of that creating a variable behavior. Haslam et al. (2000) introduced a process-based analysis of need structure to emphasize that needs have a salient task in deriving the social identity approach to organizational behavior. The basic example of this is the human body is getting discrepancies due to food or water. The instances are personality is derived from other people as a human association. Maybe psychological needs may be based on a deficiency sometimes it is not the reason.
Drives – Except in a few occurrences drives or else the motives are getting going lessen the needs. If it is a physiological drive can be literally defined as a deficiency with direction. Both physiological and psychological drives are action-oriented and provide an energizing thrust toward reaching an incentive.
Incentive - Incentives can be identified as anything that would reduce a need and drive. Further Klein, Seijts & Latham explained that the results of the incentives and personality affect performance over personal goals, goal commitment, and self-effectiveness (Klein et al. 2001, Seijts & Latham 2000a). Thus this achievement would restore either psychological or physiological balance as well as alleviate the drive. Having food, Drinking water, and starting new relationships are several instances of this, and those will manage and balance the corresponding drives.
So these are the basic dimensions of the motivation process. This serves as a point of departure for the rest of this discussion.
References:
Armstrong, Michael, Dorota Wąsik, Magdalena Klimowicz, Stephen Taylor, Michał Patkaniowski, Iwona Podsiadło, and Leszek Wójcik. Zarządzanie zasobami ludzkimi. Wolters Kluwer, 2016.
Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), p.338.
Latham, G.P. and Pinder, C.C., 2005. Work motivation theory and research at the dawn of the twenty-first century. Annual review of psychology, 56(1), pp.485-516.
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Great approach Manomi. Furthermore, Abraham Maslow a phycologist became renowned with his motivational theory that he published in 1943 named “A theory of human motivation”. This theory is known as “Maslow’s hierarchy of needs theory “and has been the subject of many researchers and discussions worldwide since then.
ReplyDeleteProcess theories concentrate on “how” part of the motivation. They describe and analyze how behavior is energized, directed and sustained. (Nicholson, 2003)
DeleteGreat Post Manomi. Further,
ReplyDeleteEmployees implement novel ideas to boost productivity and accept responsibility for their own actions (Yazdani, Yaghoubi & Giri, 2011). Employee intrinsic motivation creates opportunities for knowledge use in the workplace and task completion in accordance with job design (Panagiotakopoulos, 2013). The desire to earn more money for the work they do serves as a major motivator for employees (Sara, 2004). Higher level roles in an organization are less susceptible to extrinsic motivational variables than lower-level positions (Bard, 2006).
A great blog article Manomi, I would like to add to your content that according to Fallatah and Sayd (2017), employees have basic psychological needs that they seek to satisfy and are specifically necessary for their motivation at work (Fallatah and Sayd, 2017). Extrinsic motivation such as money, rewards, praise, and fame are considered, the most prepotent of all human basic needs (Raus et al., 2012), However, Knoop (1994), states that when intrinsic motivation factors are present employees experience satisfaction. Thus, needs differ from one individual to another.
ReplyDeleteThank you. Also, Play to employees’ strengths, promote high performance, and focus on how they learn. This requires managers to know what their employees’ strengths and weaknesses are, to find out what will be required to get specific employees to perform, and to understand how to capitalize on the ways those employees learn as an alternative method of encouraging and motivating them (Buckingham, 2005).
DeleteRewards considered and one of the key motivational tool, reward management system is the highly used practice for the organizations to achieve the desired goals (Güngör, 2011). According to Barber and Bertz (2000), Reward management system helps the organizations to attract, capture, retain and motivate employees with high potential and in return get high levels of performance. Reward management system consists of both extrinsic and intrinsic rewards; where former involves financial rewards (salary, bonus etc) and the later includes non-financial rewards like recognition, security, title, promotion,, appreciation, praise, decision making involvement, flexible working hours, workplace comfort ability, feedback, work design, social rights etc (Yang, 2008)
ReplyDeleteThank you for your comment. Also, motivation is the act or process of providing a motive that causes a person to take some action. In most cases, motivation comes from some need that leads to behavior that results in some type of reward when the need is fulfilled. (Nancy H. Shanks, 2007)
DeleteEvery scenario in which the term "motivation" is employed has a slightly different definition. However, Heathfield (2017) defines employee motivation as "employee's innate enthusiasm about and drive to achieve activities related to work" when referring to it. According to Heathfield's article, employees decide what to do because of an inner motivation. Employee motivation is influenced by biological, rational, social, and emotional factors (Heathfield, 2017).
ReplyDeleteThank you. Also, Although I’m not motivated by extrinsic rewards, others are. This idea is discussed by Morse (2003) in his review of Chip Heath’s study of intrinsic and extrinsic rewards. The conclusion is that an “extrinsic incentive bias” exists and is, in fact, widespread among managers and employees. That is, individuals, assume that others are driven more by extrinsic rewards than intrinsic ones. This has been shown to be a false assumption.
DeleteClear explanation. Further to adding, the inner psychological force known as motivation activates and compels a person to behave in a certain way, It is a method of creating personal desire toward an objective, When an objective is reached, people become satisfied. Employees within the firm are motivated by both financial and non-financial considerations (sayebanaushad, 2022).
ReplyDeletethank you for your comment. Also, All motivation is intrinsic. Managers need to remember that typically a combination of factors motivates employees, not just one type of extrinsic or intrinsic reward (Manion, 2005, p. 283).
DeleteClear explanation Manomi, in addition according to Maslow you need to know where a person is on the hierarchical pyramid in order to motivate him/her. Then you need to focus on meeting that person’s needs at that level (Robbins 2001)
ReplyDelete