Six Recommendation on Motivation theory The Goal of this Article is to analyse the various Motivation Theories for employees in the workplace environment. It attempts not to just present yet another theory of work motivation, rather focusing on metatheory which is the processes through which we can build more valid, more complete and more practical theories. The authors of this article have drafted six recommendations that they believe and feel that are the best. It is in their view a combination of facts that can lead to better understanding of employee motivation factors and effective methods of management.
Recommendation 1 : Using the results of the existing meta-analyses to Integrate the valid aspects of different extant theories. In analysing the many theories that are available regarding work motivation the authors of this article found it amazing that there such large number of view points that existed when it comes to understanding the concept of motivation. This according to the authors can be explained by the fact that all the different theories are not really that different to each other. The authors of this article state that the idea using of Meta-analysis to build a theory, which is termed “mega-analysis” Was suggested by Schmidt.
Schmidt and his colleagues used this in a small scale in the field of human resources management by tying it to a lot of factors such as Job experience, abilities, knowledge and performances on work samples as well as in the workplace (Happy Performing managers 2006- By Peter Hosie, Peter Sevastos, Cary L. Cooper ) . The authors are of the review are of the point of view that the scale of the study needs to made much wider and bigger to be useful to theorists and practitioners . Recommendation 2 : Create a Boundary-less science of work motivation.
The article states that knowledge is gained when it is shared between the different departments within a organisation. The article gives the examples of Jack Welch CEO of General Electric who was the first to coin the term “boundary-less organisation” as a result of frustrations that knowledge that was not shared between the myriads of divisions at GE. According to this line of thinking it is clear that work motivation theory needs to be extended and further developed within areas other than isolated task performance settings.
Motivation theory should be applied in a Individual employee point of view as well as a team point of view. This is due to the fact that some issues might occur in a group setting but not be a issue when it’s dealing with a single employee. For example the article refers to Social Loafing that is a occurrence that is sometimes seen in a group situation. As managers or leaders its important to gather knowledge from these different settings and the challenges, but be mindful not to generalise these experiences. They can be situation specific.
In my own personal work experiences I find the lack of knowledge and experience sharing very frustrating. I have noticed that during my time at my current organisation sharing of knowledge and Interaction of ideas between departments have decreased remarkably. I can understand the frustrations felt by Jack Welch CEO of GE since I strive to share and merge knowledge and see it as essential to the organisation and employees when having to perform tasks well. I feel like there is a lot of resistance and I have yet to determine why exactly it is the case in my current organisation.
I feel that is possible to avoid a lot of undesirable outcomes if knowledge sharing knowledge. Recommendation 3: Identify how general variables such as personality get applied to and are mediated by task and situation dependant variables. How the Situation moderates these variables and how they effect situational choice and structuring. The Authors of the article see that it’s important to overcome the problem of integrating the general with the specific in motivational theories. In my experience I find my colleagues add their own flair to their work related tasks.
These parts of people’s personality and this can be constructive as well as sometimes destructive or less than ideal. Situation plays a major part as well. I tend to see that the team I am involved with tend to be focus much more when dealing with a major client accounts, these generally raise a higher level of attention to detail among our team. This is due to the fact that a job not done right will have huge consequences as well as if the task is done right the rewards tend to be huge as well. This is also true when it comes to dealing with accounts with a prior unsatisfactory history and has been highlighted at meetings.
Recommendation 4: Study subconscious as well as conscious motivation and the relationship with each other. The authors believe that the concept of a subconscious is not a hypothetical construct. It’s is a fully objective on, information or knowledge that is “in consciousness” but not at a given time in total focal awareness. A example for such a occurrence is how when we read a book, things like spelling and grammar are automatically engaged. This proves that humans can act without being aware of the motives and values underlying their behaviour. Another way to determine subconscious behaviour is through Priming.
Priming is when people are given information that is totally unrelated to the task at hand but which can effect a individuals subsequent responses and reactions without being aware of the effect. According to the article Early and Perry used Priming to influence task strategies that subjects used . The authors of the article are of the view that more research should be done to determine the possible Interactions between, Consciously versus subconsciously assigned primed goals. In my experience I try to separate unrelated information. I believe it is not ok to let it influence my tasks at hand if it is unrelated.
Unrelated information or feelings tends to have a low or less significant Impact on my Motivation levels if. However I find that if the information not uplifting or I consider negative towards my wellbeing it might I might distracted in a negative way. My performance level tends to lapse a bit and I can at times find it hard to focus. The reverse is also true. When I am distracted by positive feelings or information it tends to make me work better. Therefore I have to agree on this recommendation with the authors of this article about the impact of the sub-consciousness and unrelated information.
Recommendation 5: Use Introspection explicitly as a method of studying and understanding motivation. Though the authors of the article feel that Introspection is Important in the study of motivation they also acknowledge that it is very controversial as well. They feel Introspection is important because of the following six reasons 1. Understanding Traits and motives 2. Increasing accuracy 3. Understanding the effects and Attitudes 4. Learning how managers formulate and apply principles. 5. Understanding self Motivation 6. Understanding the relationship between motivation and knowledge
There are many ways that knowledge can have motivational effects and needs to be pondered upon by leaders. Questions need to be pondered, such as are leaders more self-motivated after they have thought out their plans or framed a clear vision for what their organisation goals should be and what strategies will make it achieve its goals. A leader needs to ask them selves if followers are better motivated when they hear such a vision explained and consider it sound. How does the discovery by employees that a leader is unethical or incapable of handling duties effect their motivation?
Does the Financial status of ones company, or to know that it is in financial trouble effect a employees motivation. The Questions are a directly tied to the above mentioned points by the authors. As a employee, negative information regarding my superiors tend to de-motivate me. It effects my sense of morale. Therefore it is Important for me to have faith in my leaders and my work organisation. It is Important to know that my superiors understands my role in the organisation as well as what part they as leaders need to play. As a manager I apply these same principles in my work team as well.
I work hard to keep and maintain my employees trust and confidence. I feel that when if they are confident in me and are aware that I am motivated and capable of handling my tasks organisational goals, it filters through to the rest of the team in appositive way.. This is vital in maintaining a good team spirit and motivation levels among everyone involved. Recommendation 6: Acknowledge the role of volition on human action when formulating theories. Volition or will is the cognitive process by which an individual decides on and commits to a particular course of action.
It is defined as purposive striving, and is one of the primary human psychological functions (Volition, Wikipedia). The Authors of the article see that Volition is linked to motivation and outcomes. In my personal experience I would see Volition plays a part most of the time when it comes to important decisions. I agree that Volition is a part of motivation it self. I consider Volition as part of my habits which I carry through to work and effects ways in how I execute my tasks. The authors of the article agree that this can be a factor in employee behavior.
I tend to be aware of these habits, and sometimes not let it determine my decision making, especially if I feel that some of these habits can be counterproductive. Finally in reflection of this article as a whole I want to state that since human beings are complex , this article does a good job of analysing the different Theories of Motivation and formulating a non complex meta theories which are practical and useful. The six recommendations in the article need to be applied in every work environment.
These combined practical theories or suggestions involve personality types, situations, the sub-consciousness and consciousness and the effects it has on employee motivation. As a manager I will pay closer attention to such recommendations which I believe helps me understand situations at work better and how to understand motivation factors. I will apply this knowledge to foster better knowledge sharing within teams at work. This has been a issue to me that needs to be changed in my work environment. I will use the findings and the recommendations in this article in my daily work environment.