Motivation can either be internal or external and depends on what needs people need filled. Different employees may need different motivators depending on what is important to them or what they need. Finding the correct balance of rewards for motivation in an organization can be difficult because what each person needs is hard to determine. Intrinsic rewards are based on internal motivators such as feeling good about the job that you performed. For some people going to work and knowing that you helped someone or that you completed a project is enough of a reward. Extrinsic rewards are based on external rewards such as monetary, promotions, or recognition.
The expectancy model, developed by Vroom, is based on three factors: valence or personal preference, expectancy or the belief that effort will result in task completion and Instrumentality or that a reward will be received for the completed task (Newstrom,2015). One of the disadvantages of this theory is that everyone’s perception is different, so even though I may think I have completed the task and done it well it may not be what the organization expects and therefore I will not be rewarded.
Another model, based around the expectancy model, is the emerging concept of Organizational Collective Motivation (OCM). Hitchcock (2017) describes OCM as an opportunity to motivate employees as a collective group in the organization so they can learn to work towards success together. The idea is that when people feel that they are part of the organization and contribute to its success then they are either intrinsically or extrinsically motivated to perform well. “An organization whose workforce is both individually and collectively motivated will thrive because its members will be engaged and committed to organizational success (Hitchcock,2017).”
One of the companies I worked for offered a flexible schedule, the opportunity to telework, and monetary rewards based on annual performance appraisals. Although people like the monetary rewards there is always discussions about what other people got and why. The problem with those type of rewards is that they are calculated based on supervisors’ perceptions. Another organization that I worked for gave time-off awards which added more vacation time and that was well received with the organization.
One situation that comes to mind where motivation positively influenced an employee’s performance was when as a manager I was getting ready to go out on maternity leave. I began selecting an employee who could fill the spot in my absence. This process involved shaping this employee and priming her in order to motivate her to take on the task and succeed at it. The first task in stimulating this motivation was to identify the drive of the employee. Newstrom (2015) speaks extensively to the importance of this identification in motivation stating “Motivation also requires discovering and understanding employee drives and needs, since it originates within an individual” (p.116), “A manager’s job is to identify employees’ drives and needs and to channel their behavior toward task performance” (p.117), and “They can then deal with employees differently according to the strongest motivational drive that they identify in each employee” (p. 120). The employee exhibited tendencies toward achievement motivation. As Yilmaz and Kaygin state “Achievement motivation is…’the tendency to strive for success or the attainment of a desirable goal’” (p.2).
In knowing this I was then able to steer my motivaters to align with this drive. One of the first important factors was providing consistent and positive feedback. As Newstrom (2015) states “…Performance feedback leads to both improved performance and improved attitudes …” (p. 157). Once the foundation was laid, the employee was then told the plan, at that point mutual and clear goals were set in order to facilitate her transition into this new role. As each milestone of learning new tasks, building on her foundation of facility knowledge, and improvement in interpersonal interactions was attained, the employee gained confidence and was ready to meet her next challenge. “Meeting goals also help satisfy a person’s achievement drive, contributes to feelings of competence and self-esteem, and further stimulates personal growth needs” (Newstrom, 2015, p. 129). Locke and Schattke (2018) reiterate this in stating [achievement motivation] …is not the doing or enjoyment of the activity as such but doing well and/or doing better than before, in other words improvement” (p. 4). In the end, the employee was fully ready and confident in taking over this role and was able to become a role model for other staff. She continued to be a role model even upon my return and in such motivated other staff members to take on challenges and improve their performance. Eventually she was also able to move to a different unit that brought new challenges and rewards.
Plagiarism Free Papers
All our papers are original and written from scratch. We will email you a plagiarism report alongside your completed paper once done.
All papers are submitted ahead of time. We do this to allow you time to point out any area you would need revision on, and help you for free.
A title page preceeds all your paper content. Here, you put all your personal information and this we give out for free.
Without a reference/bibliography page, any academic paper is incomplete and doesnt qualify for grading. We also offer this for free.
Originality & Security
At thehomeworkwritings.com, we take confidentiality seriously and all your personal information is stored safely and do not share it with third parties for any reasons whatsoever. Our work is original and we send plagiarism reports alongside every paper.
24/7 Customer Support
Our agents are online 24/7. Feel free to contact us through email or talk to our live agents.
Try it now!
How it works?
Follow these simple steps to get your paper done
Place your order
Fill in the order form and provide all details of your assignment.
Proceed with the payment
Choose the payment system that suits you most.
Receive the final file
Once your paper is ready, we will email it to you.
We work around the clock to see best customer experience.
Our prices are pocket friendly and you can do partial payments. When that is not enough, we have a free enquiry service.
Admission help & Client-Writer Contact
When you need to elaborate something further to your writer, we provide that button.
We take deadlines seriously and our papers are submitted ahead of time. We are happy to assist you in case of any adjustments needed.
Your feedback, good or bad is of great concern to us and we take it very seriously. We are, therefore, constantly adjusting our policies to ensure best customer/writer experience.