Motivation

Motivation

Introduction

The work environment can influence the motivation and performance of individuals and teams. Motivation and theory are difficult subjects, touching on several disciplines. A Manager that can consistently challenge, motivate, and educate their people through change is successful. People typically avoid situations that upset order, threaten their self-interests, increase stress or involve risk. When faced with changes to the status quo, people usually resist initially. Management should anticipate resistance and prepare for it, and make special efforts to deal with each individual's reaction to the change. They must recognize that it takes time to work through each person's reactions to change.

Workplace Motivation

The work environment can influence the motivation and performance of individuals and teams. The job of a manager is to get things done through their employees and to do this they must be able to motivate them. But that is easier said then done. Motivation and theory are difficult subjects, touching on several disciplines. With all the focus placed on strategy, they can lose sight of the people who actually have to implement the strategy, the knowledge that the workers use to carry out the work of the organization.

Human nature can be very simple, yet complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and therefore in effective management and leadership. Motivation theory and practice can include the theories of Roger's believe that the need of others, and the affiliation, communication and positive regard of others (Self-actualization), Vroom's believe that their efforts will lead to enhanced performance (Expectancy), and Atkinson's believe that they have even chances of success and failure (Achievement) (Pescitelli, 2006).

Rogers Self-actualization theory involves “the actualization of the experience of oneself in a way that is consistent with one's conscious of what one is (Maddi, 2006). Connected to the development of the self-concept and self-actualization are secondary needs (assumed to likely be learned in childhood): the "need for positive regard from others" and "the need for positive self-regard", an internalized version of the previous. These lead to the favoring of behavior that is consistent with the person's self-concept (Maddi/Pescitelli, 2006). Vroom's Expectancy theory is a person's estimation of the probability that effect will lead to successful performance. This estimation or belief is likewise based on the confidence a person has in his/her own capacities. Expectancy Value Theory has been used to understand motivations underlying individuals behaviors. Focus has been ...