In this paper, the authors use the a framework designed by a definition originally set out in 1998 by Pinder and repeated in his second edition (2008)
“a set of energetic forces that originate both within as well as beyond an individual’s being, to initiate work-related behaviour and to determine its form, direction, intensity and duration.”
This paper aims to show all the elements, sets and subsets as arranged in Figure 1 of work motivation relating to the employee, the workplace and management, which show that motivation is not a unitary phenomenon. People do not only have different amounts, but also different kinds and different reasons for motivation. That is, they vary not only in their level of motivation, but also in the orientation of that motivation (Ryan & Deci, 2000)
The authors’ approach to WMT is viewed here as an overall concept, derived from a number of sets and subsets, each heading has own theory and research and the paper touches on the understanding and interaction of those areas of research and how they affect the individual employee, the workplace and management.
The paper identifies progress made since the 1977 paper on WMT, citing two hundred and seven (207) books and articles to examine WMT research carried out in the decade of 1993 to 2003. From their readings, they focussed the structure...
... middle of paper ...
...nd practitioners saw the limitations of an exclusively cognitive approach (Chiew & Braver, 2014; Pessoa, 2010; Ryan, 2007; Van Kleef, Homan, Beersma, & van Knippenberg, 2010; Weiner, 2014). In the Journal Motivation and Emotion an article by Locke (1991) may be found about Goal Theory v Control Theory, therefore he would have been aware of emotional studies, so it is a conundrum as to why Latham & Pinder’s (2005) research did not include emotion in their study.
In Figure 1, I have tried to remedy that to show how each topic set and subset has its place within and around the theory. Once I conceptualised the diagram, I found the paper insightful and useful for my future studies through the use of extensive citing. It was also full and deep with relevant citing and information that closed any gaps by having a conclusion for each element, set or idea that was addressed.
Need Writing Help?
Get feedback on grammar, clarity, concision and logic instantly.Check your paper »
- Motivate people at work Introduction When we need to explore the extent to which motivation theory is useful in understanding what motivates people at work, we need to understand the meaning of motivation. motivation is a state arising in processes that are internal and external to the individual, in which the person perceives that it is appropriate to pursue a certain course of action directed at achieving a specified outcome and in which the person chooses to pursue those outcomes with a degree of vigour and persistence.... [tags: Maslow's hierarchy of needs, Motivation]
1950 words (5.6 pages)
- According to Johnmarshall Reeve (2012), Self-Determination Theory is a macrotheory of motivation that represents an extremely beneficial general theoretical framework that can be utilized for analyzing students’ motivation and engagement. Self-Determination Theory seems relatively complex in comparison with the previously discussed expectancy-value theories because there are five minitheories that make up the overarching theoretical framework. The five minitheories include, “basic needs theory,” “organismic integration theory,” “goal contents theory,” “cognitive evaluation theory,” and “causality orientations theory” (p.... [tags: Motivation, Maslow's hierarchy of needs]
1523 words (4.4 pages)
- The connection with motivation and theory has been the interest of scholars for centuries. There are so many theories which impact motivation and others that merely adds to the understanding thereof. Over the last three weeks we have engaged in the process of examining several different theories, to include: Self-Determination Theory, Humanistic Theory, Maslow’s Hierarchy of Needs, Cognitive Evaluation Theory, Self-Motivational Theory, Arousal Theory and so on. Human beings act and/or react on their individual needs, desires and/or satisfactions.... [tags: Maslow's hierarchy of needs, Motivation]
1332 words (3.8 pages)
- The term “motivation” is often utilized interchangeably with the word “drive” when considering an individual’s work performance. According to Robbins and Judge (2009), motivation refers to the “processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal” (p. 175). There are multiple external factors that may influence an individual’s work performance. Understanding individual motivation will promote financial stability within an organization while fostering cohesiveness amongst coworkers.... [tags: Self-efficacy, Motivation, Team, Term]
704 words (2 pages)
- Theories of Motivation What is motivation. According to text, motivation is defined as a set of factors that activate, direct, and maintain behavior, usually toward a certain goal. Motivation is the energy that makes us do things: this is a result of our individual needs being satisfied so that we have inspiration to complete the mission. These needs vary from person to person as everybody has their individual needs to motivate themselves. Depending on how motivated we are, it may further determine the effort we put into our work and therefore increase the standard of the productivity.... [tags: Motivation]
473 words (1.4 pages)
- Motivation is the internal force that affects direction, intensity and persistence of voluntary behaviour of an individual. Motivation can also be understood in terms of an individual’s drive: internal or external as well as their goal setting behaviour. These forms of motivated functioning can easily be observed in organizations. Quantifying a subjective construct such as motivation has been a daunting task for psychologists and researchers who are interested to study organizational behaviours and optimal functioning of employees.... [tags: Motivation, Maslow's hierarchy of needs]
942 words (2.7 pages)
- As a manager, a major factor in your success is your ability to motivate the employees that work for you. If you cannot motivate your employees, you will most likely be an ineffective manager. Motivations are complex, resulting in a variety of theories focused on the topic. Content theories of motivation focus on the individual needs of people being the driving motivational force (Kreitner & Kinicki, 2013). These theories fail to account for individuals’ interactions with their environments and how they influence motivational factors, process theories of motivation attempt to encompass these influences (Kreitner & Kinicki, 2013).... [tags: Motivation, Employment, Distributive justice]
739 words (2.1 pages)
- To commence, this essay will explore how the different aspects of expectancy theory and goal theory explain motivation within the workplace. Vroom and Locke crafted these theories to understand the deeper significance of motivation. This analysis will not only encompass the juxtaposing concepts, but also the resemblance of the philosophies put in place by the academics. These models are known as process theories of motivation, emphasising the immediate connection the two engage as they both contain decision-making responsibilities.... [tags: Expectancy Theory, Goal Theory]
892 words (2.5 pages)
- Motivation as it relates to Goals and Performance Everyone is motivated to achieve a goal at some point in the life, however, what people are motivated by, can be very different. Motivation is the desire to do something, which can be initiated by intrinsic or external factors. Some would say that motivation is a crucial element in setting and attaining goals, which companies can benefit from the motivation to work toward those goals to improve overall performance, which in turn benefits the company.... [tags: Motivation, Goal setting, Goal, Management]
1081 words (3.1 pages)
- What is Motivation. Motivation is the force that makes us do things: this is a result of our individual needs being satisfied (or met) so that we have inspiration to complete the task. These needs vary from person to person as everybody has their individual needs to motivate themselves. Depending on how motivated we are, it may further determine the effort we put into our work and therefore increase the standard of the output. When we suggest factors (or needs) that determine the motivation of employees in the workplace, almost everyone would immediately think of a high salary.... [tags: Motivation Leadership Management]
1303 words (3.7 pages)