The Effects of Motivation on Work

In a world of abundance filled with unmatched economic lows, in that location has never been a gravider calling for the interpreting of the effects of motif in the impartplace. We lead look at motive as the light demand to collide with substantiating change in our lend life, the change needful to improve the economic stature of our family and peers. Though want bunsnot be taught, it cig bette be stimulated by an employer or an mortal. Stimulated in a way that spend a pennys the set in motionation to breed and exceed expectation.To understand why motive plays such an important role in aces life it is clearly definite we essential understand the true nub of the watchword and how it lops in different forms. Motivation tots from the Latin root meaning to move (Wade & Tavris, 2009). As if this root meaning is not enough to traveling bag the idea, Psychologists define motivation as the process of which a mortal or animal move toward a goal, or away from a cont rovert situation (Wade & Tavris, 2009). at that place is no difference in the way motivation tends when we be trying to achieve at heart the exploitplace or the motivation to eat when we ar hungry. The force it creates is the same though the want need is different. Motivation is also broken down into two variable factors. These two factors of motivation must be understood because they influence our wag of achieving or to a greater extent so, why we choose certain aspects of following our motivations. inbuilt motivation is the pursuit of an activity for its own sake whereas extrinsic motivation is the pursuit for external rewards (Wade & Tavris 2009).We evoke see that motivation propels us in a way that we consciously and subconsciously move forward to acquire what it is that we seek, and it also used to push or pull away from a situation that would be possess negative attri besideses to our motivations. We also know that motivation is influenced by different motives. In this research paper we willing question motivation in the workplace, be it positive, negative, or null. We will also argue some studies behind the thoughts of how we function kindly at work, to work, and for work.Working in spite of appearance a company that creates a positive mental attitude mantra is perverting to the success of the company and well-being of the employee. Companies ordure launch campaigns to replicate motivation, but unless the companies approach is truly sincere and consistent the value is lost. In Douglas McGregors book, The Human Side of Enterprise, published in 1960, McGregor states that human beings have a natural dislike for work and avoid it if they can (McGregor, 2010). So if we as human beings dislike work in general, how could we ever become prompt?In Frederick Herzbergs book, The Motivation to Work, Herzberg discusses how a workplace can create a motivating environment for its employees. He lists factors that result in motivation and dissatisfac tion in the workplace. He calls them motivators and hygiene factors (Herzberg, 2002). We will discuss the hygiene factor later in this paper. The satisfying motivators he lists be as follows achievements, responsibility, work itself, recognition, advancement, and increment (Herzberg, 2002).These factors provide positive motivation in the work place. His beliefs of how a company can motivate also include ideas such as when an employee shows the ability to back away on more responsibility the company should mention the item-by-item, that the company should work to utilize the practiced capability of the employee, and that if a persons capabilities cannot be used the company should replace the item-by-item to retain the state of motivation in the staff (Herzberg, 2002).A company can try all that it can to motivate the work force, but what causes virtuoso employee to be more do than another in the same position. An individual(a)s positive motivation they bring to work each tw enty-four hours can produce tremendous success in their career. Where does their desire come from? What makes one employee more motivated than others? These are two great questions that will assist in determining what fuels an individual to perform at work with non-motivational attempts by the company.There are several conditions that positively affect our individual motives for attaining success. One answer is goals. Goals are said to improve performance when iii conditions are met the goal must be specific, challenging yet achievable, and intentional to gain what you want rather than what you dont want (Wade & Tavris, 2009). This convey when someone knows exactly what they want, as long as it isnt ludicrously out of reach, and they work in a direction that when completed provides level best satisfaction, one will begin to perform better.A goal is only the vehicle of motivation, the vehicle requires the fuel of motivation to reach your destination. So in essence, goals breed motivation. There are two types of goals that assist in evolution as a person. A performance goal is framed to do well in front of others, be judged respectfully, and avoid criticism (Wade & Tavris, 2009). A mastery goal is designed to increase ones competency and skillset. (Wade & Tavris, 2009) When these two goals are set into motion, our motivation is called upon and we will ultimately produce further success. other factor that will cause motivation is very definition of the ingrained and extrinsic motivation factor (Wade & Tavris, 2009). For example, a new car, new family home, gross revenue contest, bonus, and advancement are all attributes that require an individual to become more motivated at work and produce greater results. Also in Frederick Herzbergs book The Motivation to Work, he lists factors that create motivation within an individual to succeed at work as achievement, recognition, work itself, responsibility, advancement, and captureth (Herzberg, 2002).Motivation f rom within also can spawn from self-expectancy (Wade & Tavris, 2009). When one expects to succeed, they work harder and become more motivated to work (Wade & Tavris, 2009). In direct correlational statistics to expectations is self-efficacy. Self-efficiency is the belief that he or she is capable of producing desired results, mastering skills, and achieving goals (Wade & Tavris 2009). This too, cannot be taught. It is developed.We now see a relationship with how a company and an individual can produce motivation at work and why it is important. What we see is that it is the same basic process, but it all starts with an understanding that the person must be willing to both do and want greater results. There are also motivating factors that can discourage an employee at work. We will call this motivation, a negative motivation. As with all the factors that cause positive motivation, when their values are reversed negative motivation will occur.If there is no advancement opportunitie s, tasks are repetitive, the work in itself is not meaningful, there are poor relationships with superiors, or the worker does not feel apprehended then the motivation and overall mood of the individual turns awry (Herzberg, 2002). The hygiene Factor we touched on earlier explains that the dissatisfaction one finds at work is a motivator buzz kill (Herzberg, 2002). He calls these dissatisfying factors hygiene because safe as in health hygiene, these factors are maintenance factors (Herzberg, 2002).Maintenance factors are what we must do to avoid dissatisfaction (Herzberg, 2002). These factors include company policy, problems with superiors, work conditions, salary, and problems with peers (Herzberg, 2002). These factors are directly related to the effect of the work environment. In summary, it seems when one has to work, to work, the mentality becomes negative about the specific job. As with detractors in the workplace, one can have detractors within themselves that are disturbi ng their ability to become motivated in a career.These detractors are feelings, emotions, and events in ones personalised life that are causing negative influence on their work mentality. Finances, snip, family life, and lack of fulfillment are all negative factors that weigh against ones motivation. If one believes they are not following their dreams or quick up to their full potential they will suffer, if one isnt spending enough time with their family they will also suffer, and if one is struggling financially they will simply have issues within themselves. Depression is another factor that can take away motivation.Depression causes the inability to function in several vary forms. These are just a few rationales as to why an individual may struggle to motivate themselves. When motivation is lost within the mental confines attributed to our career, whether individually or bred by the employer, one could become resistant to change, null to growth, and inconsistent in task. Th is makes it hard for one to complete periodical tasks, yet alone go to work with the motivation achieve great results. However, motivation is a multifunctional psychological ability.Multifunctional because it can possess negative, positive, and null results. It can also produce an effect where one will work with the fearfulness of losing their position. They will do what is necessary to maintain their status, all the while living with the fear of their comfort level changing. Working in this capacity causes a poor mental attitude both at work and at home. We have studied the multiple sides of the effects of motivation in the workplace. We found many common ideas, theories, and studies that associate both positive and negative motivation.For a workplace to provide a positive environment there are clearly defined structures to produce the desired outcome. As an individual, we must rightfully feel comfort, challenge, acceptance, and growth to become and remain in a motivated state. A tall list sure, but in order to grow as individuals these are all very important aspects that we must understand and be able to handle. In conclusion, motivation clearly affects each and any one of us in different ways, at different times, with freakish results.