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The case of motivation theory
Theory of human motivation
The case of motivation theory
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The purpose of this essay is to discuss the topic, motivation, by conducting a detailed literature review, interpreting the results from motivation self-assessment tests and analysing a motivation-related case study. This paper will be divided into three main sections and the first section will demonstrate the key concepts suggested by various researchers such as Ryan (1995) and Herzberg’s (1996) theory about motivation. Secondly, an analysis of outcomes from personal motivation surveys will indicate my work behaviour and they will be underpinned by the literature discussed in the first section. The third section will use needs, equity, expectancy and goal-setting to discuss the case study and this paper will conclude with implications for that case study.
Motivation has been defined as reasons that someone engages in some activities or behaves in a particular way (Oxford University Press, 2010). Robbins et al. (2008, p.696) also have a different definition which is that ‘the processes that account for an individual’s intensity, direction and persistence of effort towards attaining a goal’. Numerous researches use the two main classifications of motivations which are extrinsic and intrinsic motivations to analyse different contexts of studies (Deci & Ryan, 1987; Vallerand, 2000). Extrinsic motivation refers to participation in specific behaviours for instrumental reasons or goal-oriented reasons, for example, benefits or rewards will be provided when goals are being achieved. On the other hand, intrinsic motivation is when individuals performing an activity for their own enjoyment and satisfaction of that specific activity (Ryan, 1995). Collectively, these two motivations have strong influences on individual intentions when un...
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...Journal of Information Science, vol.33, no.2, pp.135-149, Sage, viewed 24 September 2010,
Robbins, SP, Judge, TA, Millett, B & Waters-Marsh, T (eds) 2008, Organisational Behaviour, 5th edn, Pearson Education, Frenchs Forest, NSW.
Ryan, RM 1995, ‘Psychological needs and the facilitation of intrinsic motivation, social development and well being’, American Psychologist, vol.63, no. 3, pp.397-427, ISI Knowledge, viewed 25 September 2010,
Vallerand, RJ 2000, ‘Deci and Ryan’s self-determination theory: a view from the hierarchical model of intrinsic and extrinsic motivation’, Psychological Inquiry, vol. 11, no. 4, pp.312-318, EBSCO, viewed 24 September 2010,
< http://web.ebscohost.com.libraryproxy.griffith.edu.au >.
Based on the different reasons or goals that give rise to an action, motivation can be classified into intrinsic motivation and extrinsic motivation (Ryan and Deci, 2000). The first type, intrinsic motivation, refers to doing something because “it is inherently interesting or enjoyable” (Ryan and Deci, 2000, p. 55). This type of motivation refers to the reasons for L2 learning that are derived from one’s inherent pleasure and interest in the activity and the activity is performed because of the spontaneous satisfaction associated with it (Noels, 2001). Researchers (e.g. (Vallerand, 1997; Vallerand et al., 1992; Noels et al., 2000) have categorized intrinsic motivation into three subtypes: (1) intrinsic motivation-Knowledge, which is the motivation
The first of the three, intrinsic motivation, explains that the individual does something purely out of enjoyment, and that the activity is gratifying in itself. Vallerand and O’Connor (1989) came up with a three part grouping of intrinsic motivation. There is intrinsic motivation to experience stimulation, which is doing something for the sensory pleasure it brings, like a person parachuting because they enjoy the sensation of falling through the air. Intrinsic motivation to know relates to doing an activity in order to learn. A person taking an online class to learn more on that field shows off this type of motivation. The last part of intrinsic motivation is to accomplish. This refers to an individual performing an activity for the pleasure of achievement, creating, or to surpass oneself. When a person is focused more on the process of achievement rather than the actual achievements results, they are intrinsically motivated through accomplishment (Vallerand and Grouzet, 2001). Extrinsic motivation is present whenever there some kind of external factors waiting for the individual at the end of the activity. There are four different forms of extrinsic motivation, which are defined by the degree to which the motivation is self-determined (Lapointe and Perreault, 2013). First of the four is integrated regulation, which means an individual joined
The theory of motivation is seen in both the negative and positive experiences. Reinforcement is an action that follows a specific behaviour, increasing the likelihood of that particular behaviour being repeated in the future (Potgieter, 2013). With regards to positive reinforcement, Thorndike’s Law of Effect proposes that one is more likely to repeat a specific behaviour when it results in something positive (eg: a reward) (Potgieter, 2013). Positive reinforcement consists of two aspects namely; intrinsic and extrinsic rewards (Potgieter, 2013). Intrinsic rewards are derived from an engaging in tasks willingly and attempt to improve their own skills whereas, extrinsic rewards are when a task is undertaken in order to attain a certain outcome (Weiten, pg 285).
Sometimes people remain driven to do something because of external reward, or the by the avoidance of an objectionable consequence, as when one obeys the permitted speed limit to avoid a costly speeding ticket. When the motivation leads to an outcome that is outside of the self, it is called extrinsic motivation. In extrinsic motivation, a person performs an action because it leads to an outcome that is separate from the person (Ryan & Deci, 2000). For instance, giving a student money for every A grade, proffering a bonus to a salesman for the most contracts signed, or tipping a stylist for a good haircut. The student, salesman, and hairdresser remain motivated to work for the external extrinsic rewards. In contrast, intrinsic motivation is the form of motivation in which an individual implements an action because the act itself is enjoyable, satisfying, interesting, or rewarding in some internal
Once stated by Dwight D. Eisenhower, “Motivation is the art of getting people to do what you want them to do because they want to do it.” The aforementioned ideology places an emphasis on an individual’s internal desires, rather than an outside/external force driving the individual’s consciousness (cognitive evaluation.) Therefore intrinsic motivation is one in which an individual 's own desire comes from within; a relentless and genuine passion for an intended goal. On the contrary, when an individual relies on external factors such as, a reward or any other form of external reinforcement, an extrinsic motivation is exhibited. Although society likes to stress the importance in pursuing an internal motivation, in today 's modern world, an extrinsic factor far outweighs an internal desire to accomplish an objective. As humans, we are too diverse in the way we think and develop, lending the mere classification of an internal motivation to become redundant. Furthermore, as
Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum
Intrinsically motivated behaviors are those that one does for enjoyment of the activity itself. There is no external reward for these behaviors, and it is seen as a prototype for autonomous behaviors. Extrinsically motivated behaviors are those that one does to illicit a direct consequence. In some cases, one might behave a certain way to avoid punishment, or alternatively, to receive a reward. Most people are extrinsically motivated to go to work every day. There are four different types of extrinsic motivation: External, introjected, identified, and integrated. For certain activities, Amotivation can occur, which usually has negative effects. This occurs when people’s needs aren’t being satisfied by whatever they are doing. Each of the types of motivation can be located on The Self-Determination
This book explores how to reinforce motivation. Motivation that brings about success and failure. How to manage misbehavior.
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
Lastly, integrated regulation is the most is the most internalized form of extrinsic motivation. Integration take place when identified regulations have been fully grasped to the self. The more one internalizes the reasons for an action and assimiliates them to the self, the more one’s extrinsically motivated actions become self-determined (Ryan & Deci, 2000). This form of motivation is the closest to the intrinsic motivation. However, it is still considered an extrinsic form of motivation because behavior driven by integrated regulation “is done for its presumed instrumental value with respect to some outcome” (Ryan & Deci,
Motivation is not only the outcome of single or few factors; rather it is the result of the interaction of both unconscious and conscious types of factor lying deep inside of an individual ("What is the motivation? Definition and meaning"). The interaction between these factors motivates or de-motivates an individual to a greater extent. To take an example, these factors can be the dedication or the commitment that an individual have towards the goal attainment, the level to which an individual values the reward, and the level to which an individual perceives that he or she is treated equally as with his or her peers. Out of all, this paper talks about the expectation factor that an individual has in his or her mind which motivates or
Petri, H. L. (2004). Motivation Theories, Research and Application. (5th Ed ed.). Belmont, CA: Wadsworth.
Mullins (2002) also classifies motivation into Intrinsic and Extrinsic types. Intrinsic motivation involves psychological rewards to enhance job satisfaction, such as the opportunity to use one's ability, a sense of achievement, receiving appreciation and positive recognition or being treated in a considerate manner (Mullins, 2002:P490). Such methods ensure employees are constantly motivated while being engaged in activities that are enjoyable and rewarding.
Deci and Richard M. Ryan in 1985. It is a macro theory of human motivation and personality that concerns people's inherent growth tendencies and innate psychological needs (Deci, & Ryan, 2002). It is concerned with the motivation behind choices people make without external influence and interference. SDT focuses on the degree to which an individual’s behaviour is self-motivated and self-determined (Deci & Ryan, 2002). According to Lepper, Greene and Nisbett (1973), in the 1970s, research on SDT evolved from studies comparing the intrinsic and extrinsic motives, and from growing understanding of the dominant role intrinsic motivation played in an individual’s behaviour. In the same sphere, Deci and Ryan (1980) stated that SDT developed initially out of experimental and field investigations of the effects of environmental events such as rewards, praise, or directives on intrinsic motivation, but SDT was only formally introduced and accepted as a sound empirical theory in the mid-1980s. As a result, research applying SDT to different areas in social psychology has increased considerably since the 2000s (Ryan,
Alghamdi, A. (2014) stated extrinsic motivation is an ability to accomplish something on account of its advantages, for example, to get a desirable position and high income job or passing an exam. Ryan and Deci (2000) expressed that extrinsic motivation, which points to accomplishing something since it prompts a distinct result. This implies, there are outside variables that people to be stimulated to reach a specific aim in their life. In the study of behaviorist approach, compensate frameworks can be the best device to persuading wanted practices. Accordingly, a behaviorist would have a tendency to consider motivation to a great extent as far as outside powers, fundamentally the particular conditions that offer ascent to various practices, and how the results of that conduct influence