Employee motivation is explained as the degree of creativity, commitment, and energy workers put into their jobs. As an integral part of human resource management, employee motivation plays a significant role in directing people’s actions and behavior for a constructive vision (Paais & Pattiruhu, 2020). It is the inherent driving force and enthusiasm behind accomplishing short-term and long-term goals. Although the quantity of determination is intangible and difficult to measure and control, it is easy to facilitate. Proper motivation converts employees into loyal assets of an organization and improves the retention rate. This research paper presents the findings of a self-reflection exercise on employee motivation that links my personal experience to the concepts learned in class.
Significance of an Enriched Job
One aspect of employee motivation is job enrichment, which involves adding various dimensions or responsibilities into existing roles to make them more meaningful to workers. From my perspective, I am contented when I make a positive change and contribute to other people’s lives to create a better tomorrow for everyone. Therefore, an enriched job, such as being an educator, will ensure I share my experiences and knowledge with others, thus improving their livelihoods and inspiring them to dream big.
Theories of Motivation
Many theories of motivation can be applied to different employees and organizations. Some of the views that I found intriguing are the need achievement theory by David McClelland, expectancy theory, goal-setting theory, and Maslow’s hierarchy of needs approach. The needs theory is based on three necessities: self-actualization, physiological demands, and esteem/social requirements (Paais & Pattiruhu, 2020). The philosophy stipulates that people’s wish to accomplish, lead, or be associated with something significantly impacts their conduct or behavior. In other words, some employees are inspired to seek success because they want to reach their personal goals rather than obtain rewards. Secondly, the expectancy theory states that one’s actions result from prioritizing some behaviors from a set of choices (Hattie et al., 2020). Additionally, the goal-setting theory holds that setting goals significantly affects subsequent performance (Oliver & MacLeod, 2018). Lastly, Maslow’s hierarchy of needs theory argues that individuals purpose to increase their life achievements and prioritize requirements based on their significance.
What I value Most
Motivation elements that I value the most are satisfaction, love, family dreams, and intelligence. The theory of motivation that inspires me the most is Maslow’s hierarchy of needs approach. When I was living in India, I used to contribute money to a specific association that sent envelopes containing motivational messages appreciating us. I had kept a sack loaded with these notes throughout my term. Whenever I was low or felt terrible, I perused the letters. The messages, my fantasies, and other variables encouraged me during challenging moments.
Theory that Best Explains my Motivation
I believe Maslow’s hierarchy of needs theory best explains my source of inspiration. Most of the things that I value are part of the five priorities mentioned in the philosophy. For instance, perusing the letters from the association made me feel adored and significant. Additionally, the theory recognizes the significance of appreciation from parents, colleagues, and students. It places people in different categories and attainment levels. Thus, it can be applied in different situations and be tailored to meet each person’s specific needs. I also relate with McClelland’s need achievement theory, which can easily apply to academic environments. It explains why I am a high achiever, despite my problems. I set myself high but attainable goals, and achieving them drives me.
Intrinsic and Extrinsic Motivation
Although theories of motivation are grounded in numerous factors, the two crucial forms of inspiration are intrinsic and extrinsic needs. Extrinsically motivated people do something expecting rewards or avoid being punished (Hattie et al., 2020). On the other hand, intrinsic motivation involves acting because something is important to someone or it is enjoyable and satisfies them. Examples of intrinsic motivation include reading a novel because I enjoy doing it and exercising to relieve stress. Contrarily, examples of extrinsic motivation are reading to avoid failing exams and exercising to lose weight. Most people derive their inspiration from a combination of intrinsic and extrinsic factors. My past employer took an integrated approach to motivate participants. He gave workers the privilege of selecting timetables, advancements, and representative grants. He also rewarded us and built a culture where we appreciated each other for work done. As a result, these ensured employees develop a sense of belonging to the organization.
My Value Framework
Motivation and value systems are connected in that values constitute broad aspects that form the basis of motivations to achieve goals. A person’s value framework highlights what is important to them (Beckmann & Heckhausen, 2018). As an educator, my worth framework includes values such as moral development, knowledge or intelligence, recognition of students’ families, active learning, and esteem. My value system and inspiration are conjoined in that the worth framework helps me comprehend what I should accomplish, and, subsequently, my inspiration ensures I adhere to my goals. I would never compromise my value system to attain a professional goal because they define me. People are characterized by their qualities; they determine what is right for them and what is wrong. Upholding my values is more significant than bribes or other materialistic things. I am willing to work hard to reach professional goals, but I would not compromise myself to get there.
Conclusion
To conclude, employee motivation involves how workers feel their work aligns with the overall organizational goals. Workers who feel empowered have the drive to perform efficiently. The topic intrigued me because there are some things that I took some time to comprehend. However, I appreciate the subject because it has made me understand what motivates me and what my value system includes. Therefore, I second that motivation is significant in achieving goals.
References
Beckmann, J., & Heckhausen, H. (2018). Motivation as a function of expectancy and incentive. In Motivation and action (pp. 163-220). Springer, Cham.
Hattie, J., Hodis, F., & Kang, S. (2020). Theories of motivation: Integration and ways forward. Contemporary Educational Psychology, 61, 101865.
Oliver, J., & MacLeod, A. (2018). Working adults’ well‐being: An online self‐help goal‐based intervention. Journal of Occupational and Organizational Psychology, 91(3), 665-680.
Paais, M., & Pattiruhu, J. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics, and Business, 7(8), 577-588.