Motivating Employees

Motivation and Emotion

Drawing distinctions between motivation and emotion can be difficult because they are often closely intertwined (University of Phoenix, Motivation and Emotion, 2011). Ambition and emotion play critical roles in a person’s motivation, pushing the person to take some sort of action. The action a person takes depends on the motivation factors. Emotions can also produce action that is uncertain; when emotions become out of control, predicting behavior can be quite difficult.

Motivation Theories

Theories about what factors motivate a person can include instinct, drive-reduction theory, and arousal theory. An instinct is biological, an inborn behavior pattern that characterizes the person. Although instincts can motivate a person, drive is the most likely cause of motivation. Drives can be divided into two groups: primary and secondary. The primary drive is instinctual behavior patterns that are “vital to the survival of the individual or species” (University of Phoenix, 2011, p. 330). The secondary drive consists of success and wealth contributed by learning. Both drives can motivate a person depending on the situation from day to day. The arousal theory suggests the more active a person is, the less he or she would do. The theory states situations can change the level of arousal, changing motivation and behavior.

Intrinsic and Extrinsic Motivation

The employee’s motivation may be earning more money or helping others by performing well at work. If the employee’s motivation is money, this is considered extrinsic motivation. Thus, bonuses, pay increases, and promotions may motivate the employee further. If the employee’s motivation is intrinsic, meaning the person generally enjoys the activity, positive praise and feedback may motivate this employee. Using both intrinsic and extrinsic motivation tools to increase employee contribution is a way to reach all employees.

Humanistic Personality Theory

“Humanistic personality theory emphasizes that we are positively motivated and progress toward higher levels of functioning – in other words, that there is more to human existence than dealing with hidden conflicts.” (University of Phoenix, 2011, p. 431). What motivates one person may not necessarily motivate another. The manager should have a motive toward engaging the employees in becoming motivated. The manager must have an outgoing, extrinsic personality to reach out to the employees; seeking to understand the employee’s personalities to find the best position for each employee. The manager should understand the employee’s motivation as to what motivates the employee to perform his or her job duties well. If the manager understands the employee’s personalities, this knowledge can help the manager motivate each employee.

References

University of Phoenix. (2011). Motivation and Emotions. Retrieved from University of Phoenix, BEH225 website September 9, 2011.

University of Phoenix. (2011). Personality. Retrieved from University of Phoenix, BEH225 website September 9, 2011.