Define Motivation Based On Course Content; Name Four ✓ Solved

Based on the course content, define motivation. 2. Name four

1. Based on the course content, define motivation.

2. Name four external contingent rewards that an employer might use to have a positive effect on a worker’s performance.

3. Define intrinsic and extrinsic motivation.

4. Describe a company personnel policy from your personal experience that you believe has had a negative effect on your performance at work or on the performance of someone you know.

5. What are the four chemicals, according to Simon Sinek, that affect motivation and what do these chemicals do?

Paper For Above Instructions

Motivation is a fundamental psychological construct that drives individuals to act toward goals and objectives. In the context of organizational behavior, motivation can be defined as the internal and external forces that stimulate desire and energy in an individual to be continually interested in and committed to a job or task. According to Ryan and Deci (2000), motivation plays a crucial role in determining the direction, effort, and persistence that individuals demonstrate in their work.

External contingent rewards are tangible rewards provided by an employer to enhance an employee’s performance. These incentives can significantly impact a worker's motivation and overall engagement in their roles. Four common external contingent rewards include:

• Bonuses: Monetary rewards given for achieving specific performance targets.
• Promotions: Advancements in job position that typically come with increased responsibilities and pay.
• Recognition Programs: Formal recognition for employees who exceed performance expectations, often through awards or public acknowledgment.
• Benefits Packages: Additional support such as health insurance, retirement plans, or vacation time that enhances overall job satisfaction.

Intrinsic and extrinsic motivation are two distinct concepts in understanding what drives behavior. Intrinsic motivation refers to engaging in an activity for its inherent satisfaction or pleasure. For example, an employee who takes pride in their work and finds joy in their tasks is intrinsically motivated. On the other hand, extrinsic motivation involves completing a task to obtain an external outcome, such as a reward or recognition. An instance of extrinsic motivation would be an individual working overtime to earn a bonus.

Reflecting on my personal experiences, I recall a company policy that implemented rigid performance evaluations based solely on quantifiable metrics, leading to a negative effect on employee morale and motivation. This policy emphasized meeting specific targets without considering individual circumstances or contributions that were not easily measurable. Consequently, many colleagues felt undervalued and disengaged, resulting in decreased productivity and increased turnover rates.

According to motivational theorist Simon Sinek, four chemicals play crucial roles in influencing human motivation: dopamine, oxytocin, serotonin, and cortisol. Each of these chemicals has distinct effects:

• Dopamine: Often referred to as the "feel-good" chemical, dopamine is released when we achieve goals. It enhances motivation by creating a sense of pleasure and reinforcing productive behavior.
• Oxytocin: Known as the "bonding" chemical, oxytocin fosters trust and connection among individuals. In a workplace, environments that promote teamwork and positive relationships tend to increase motivation through higher oxytocin levels.
• Serotonin: This chemical contributes to feelings of happiness and well-being. In a work environment, recognition from peers and supervisors can raise serotonin levels, enhancing motivation.
• Cortisol: Known as the stress hormone, elevated levels of cortisol can diminish motivation, particularly in high-pressure environments. Managing stress effectively is essential for maintaining optimal motivation levels.

In summary, motivation is a multi-faceted construct that is vital for both personal and organizational success. Understanding the different types of rewards, the distinctions between intrinsic and extrinsic motivation, and factors affecting motivation, such as Sinek's chemicals, can help organizations develop strategies that foster a motivated workforce. Moreover, addressing detrimental company policies can counteract negative impacts on employee performance and satisfaction.

References

• Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.
• Sinek, S. (2014). Leaders Eat Last: Why Some Teams Pull Together and Others Don’t. Penguin Group.
• Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us. Riverhead Books.
• Deci, E. L., & Ryan, R. M. (2008). Self-regulation: A macro theory of human behavior. Psychological Inquiry, 11(3), 227-268.
• Latham, G. P., & Locke, E. A. (2007). New developments in goal setting and task performance. Current Directions in Psychological Science, 16(5), 265-268.
• Herzberg, F. (1966). Work and the Nature of Man. World Publishing Company.
• Arnold, J., & Randall, R. (2016). Work Psychology: Understanding Human Behaviour in the Workplace. Cengage Learning.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.
• Lawler, E. E. (2003). Treat People Right!: How Organizations and Individuals Can Propel Each Other into a Virtuous Circle of Success. Jossey-Bass.
• Warr, P. (2007). Work, happiness, and unhappiness. Mahwah, NJ: Lawrence Erlbaum Associates.