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Self motivation
How motivation can be applied
How motivation can be applied
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Appling Daniel Pink’s Autonomy, Mastery, and Purpose
Most leaders believed that employees in their organization disliked work and would avoid it if they could. Daniel McGregor in his 1960 groundbreaking book The Human Side of Enterprise argued that “Those running companies were operating from a faulty assumption about human behavior” (Pink, 2009, p. 74). Managers believe employees must be coerced, controlled, directed, and threaten with punishment to acquire them to put forth an effort to achieve set objectives. McGregor’s X-Y theory suggest that there are two ways to manage people.
• Theory X
Managers tend to motivate people by threatening them. Foster creativity and innovation by micromanaging them. Inspire people by enforcing conformity.
• Theory Y
Managers allow people to grow and develop.
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Although this may be true, Daniel Pink in his book Drive lists three elements of motivation, autonomy, mastery, and purpose. Gunther states, “Management isn’t about walking around and seeing if people are in their office” (Gunther as cited by Pink, 2009, p. 84). It occurs by creating conditions for people to accomplish their best work. Of the three, autonomy is listed as the utmost important. Edward Deci and Richard Ryan define autonomy as a human concept where people seek and improve lives. By the same token, Pink stated how autonomy has a powerful effect on individual performance and attitude” (Pink, 2009, p. 88).
Autonomy
Pink states, “Autonomy has a powerful effect on individual performance and attitude” (p. 88). Allowing employees to have a degree of freedom and discretion can lead to greater job satisfaction. Pink (2009) states “Motivation 2.0 goal was to seek compliance, Motivation 3.0 seeks engagement and only engagement can produce mastery”. Whereas autonomy is the greatest importance, mastery is equally important.
Autonomy is the basis of authenticity allowing individuals the ability to make choices that directly reflect their own values. The application of these values to one's decisions can result in both positive and negative outcomes. Hedonism claims that happiness is the only thing that carries value to life. All other things (e.g. autonomy) work in accordance to improve our lives only to the extent that they make one happier (Shafer-Landau 39).
What autonomy does is it helps stimulates an atmosphere of self-improvement in a community rather than people being dependent on others. Besides not using people as mere means O’Neill believes in helping develop others’ ends so that they can be independent.
McGregor has written two theories about human nature. Theory X basically assumes that people will do the least amount of work required of them. That they will need to be monitored and workers will need a set of rules for every employee to follow . There is also no incentive for them to go above their current job duty. Theory Y basically believes that if you give the employee the opportunity to do well the employee will take that opportunity and use it to the best of their abilities. They are able to set their own work goals and really strive to put their all into their career. They will be go getters that are responsible for their self and willing to do whatever the company needs from them. They will own up to any issue and trust that their co-workers will do the same (Larsson, Vinberg & Wiklund, 2007).
Autonomy does have its advantages and disadvantages. One perk to autonomy is that it allows us to make decisions that we feel are in our best interests, as long as they either, do not affect those around us or are beneficial for them as well. As long as choices made based on autonomy are a result of the person acting on relevant, settled, preferred, and their own preferences; paternalistic intervention is not justified. However, autonomy is one of the easily lost characteristics. As I mentioned above, once an addictive substance has entered your life due to an autonomistic decision, your autonomy is lost. The addiction takes over and you can neith...
The people should be aware of a lot of things in work force and autonomy is one people should be aware of as much as the rest of the problems, because it shows that people who use different ways to finish works but get yelled at which decreases motivation to the worker who tried hard and used a different way than what they were taught. Autonomy is the state of acting separately from others. During the time of working you see different people doing the thing they were asked in their own way for example, when I do dishes at D’angelo we have a wash sink, a rinse sink, and a sanitize sink, if I didn’t have much dishes to do I would finish them all before letting them be immersed for a minute as it states on the sticker above it, but I get yelled at for doing that and I have to do it a certain way. Because in the work force your expected to do the things your asked the way the boss wants you to do this but if you do that thing he asked your way you get in trouble. This issue isn’t such a big deal to everyone but the fact is that this is a big problem. People like to get things done their own way that they feel is more effective to them and not the way their boss wants the person to do that task because they feel that it might take longer the way the person taught them to do it.
Affective Autonomy emphasizes the individual’s independent pursuit of affectively positive experience (pleasure, exciting life, varied life) (Smith & Schwartz, 1997). Schwartz (1999) redefined Affective Autonomy as a cultural emphasis on the desirability of individuals independently pursuing affectively positive experience.
For starters, according to Lippke, autonomy is the capacity of persons to make rationally reflective choices about their ends and activities. For example, when a manager sets the goal of a project, he can grant an employee autonomy to allow him to find best way to achieve that goal. Lippke states that, because of its relation to autonomy, privacy is valuable to the employees as well. Privacy is seen as two things: to have say-so over some information given about ourselves, and to have some control over
Self-determination theory is one that assumes all humans are born with an innate drive to better oneself, basically becoming self-actualized, which is referred to as full-functioning. In self-determination theory, or SDT, full-functioning is characterized as “being aware and mindful, acting autonomously…, and pursuing and attaining intrinsic life goals” (Deci, Ryan, and, Guay 2013). SDT describes three autonomous behaviors: intrinsically motivated, extrinsically motivated, and emotionally motivated. SDT also describes three psychological basic needs of every human: the needs for competency, autonomy, and relatedness. The need for competency causes people to try tasks slightly tougher than they can currently manage, in order to improve upon
According to McGregor Theory X is representative of a manager influenced by the most negative aspects of classical managemental theories. In contrast, a Theory Y manager is one who adheres to the precepts of the human relations movement. Theory X states that people must be controlled and motivated to fit organizational needs; and that without intervention and direction, people would be passive or resistant to the achievement of organizational needs. (McGregor, 1957, p.23). Theory Y denotes that behaviors stemming from these managerial assumptions would lead to a more satisfied and more productive workforce.
McGregor’s Theory X views most employees as last and unwilling to work hard unles forced to. These employees only
During the course of my education I will need to try very hard using a lot of effort, courage, and skill to achieve my goal; becoming a physician assistant in orthopedic surgery. Status is defined as, the relative social, professional, and other standing of something or someone. In the future when I am trying to obtain a job in a hospital I want to be of good status on the list of people applying for that spot. I want to shine over the others, so I have a better chance at being hired. Once I am hired somewhere, I want to also be of good status professionally. I want to outshine some of my competition for possible promotions in the healthcare field. Lastly, autonomy is defined as, the ability of someone to make decisions, speak, or act on their own behalf. As I become more independent after I start to finish school, I need to make decisions for my own self. As a grown adult I have the ability to make my own decisions and not have anyone choose them for me. In the healthcare field, autonomy is really important and often a debatable area for healthcare providers. This would come into play when someone would need to sign an informed consent for a first visit at the doctors, which implies that you’re an autonomous adult signing the form. I would say that these are all strengths of
Since the end of the 19th century, when factory manufacturing became widespread and the size of organisations increased, people have been looking for ways to motivate employees and improve productivity. A need for management ideas arise which lead to classical contributors such as Frederick Taylor and Henri Fayol generating management theories such as Taylor’ Scientific Management and Fayol’s Administrative Management. In the late 1920’s and early 1930’s the Hawthorne studies were conducted where Elton Mayo was the predominate figure and contributed to the Behavioural viewpoint. This brought about a Human Relations Movement which included Douglas McGregor’s Theory X and Theory Y approach. Similarities and differences can be found between the theories due to the relevant time period they were implemented, the motives or goal of the theory and how they view organisations. However the use of contingency theory can help negate the dissimilarities which occur as it allows the relevant elements from each theory to be applied to specific situations.
Holloman, C. (1974), “What McGregor Really Said”, Business Horizons, Vol. 78, No. 1, pp. 17 Issue 6, p. 87 – 92. Karlöf, B. & Lövingsson, H. (2005), The A to Z of Management Concepts and Models, Thorogood, London. Kermally, S. (2005), Gurus in People Management, Thorogood, Sydney.
The autonomy in my career would be to be allowed to teach children to think outside of the box and not be subject to a certain structure of teaching. There will be some challenges depending on the school’s district policy and the principal of the course. Each school district and principal have policies on the required curriculum and at what pace the students need to move on. But, there are some occasions where they give us the requirements that have to be met with a time frame. At the same time give us the freedom to teach it in our own way. Although I have mixed emotions about Pink’s theory about autonomy I do agree “We should focus on what people get done, not how many hours or days worked” (99). What Pink is trying to say is we need to focus on the end results instead of punching in and out on a time clock. In many, but not all career autonomy can work to increase productivity, but each career field has a limit on the extent of autonomy that can be given. In my career path autonomy to the fullest extended will not benefit because the children only go to school during specific hours in a day. Where autonomy can come into play is during instructional time. Giving me the freedom to teach them and not have to follow a textbook page by page can increase the probability of a child getting as much as possible from the lesson. Each child learns differently and there are no two minds that learn or think the
Achieving personal autonomy to me means to have an interest for own personal achievements in life. It is the freedom to live your own life as you please. As young children we learn to follow people who we trust make decisions for us, but as we become adolescence we start wanting to make decisions for ourselves. That is where personal autonomy comes into play, as we mature taking control of our own life in a way that we want to live can create an inner happiness; no one wants anyone to control their life. We may have people who love and care for us that may give advice about what choices we should make in life simply because they want the best for us, but at the end of the day we make our own decisions which reflect the way we live (Koestner, R. 2008).