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The case of motivation theory
Theory of human motivation
The case of motivation theory
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The purpose of this essay is to discuss the topic, motivation, by conducting a detailed literature review, interpreting the results from motivation self-assessment tests and analysing a motivation-related case study. This paper will be divided into three main sections and the first section will demonstrate the key concepts suggested by various researchers such as Ryan (1995) and Herzberg’s (1996) theory about motivation. Secondly, an analysis of outcomes from personal motivation surveys will indicate my work behaviour and they will be underpinned by the literature discussed in the first section. The third section will use needs, equity, expectancy and goal-setting to discuss the case study and this paper will conclude with implications for that case study.
Motivation has been defined as reasons that someone engages in some activities or behaves in a particular way (Oxford University Press, 2010). Robbins et al. (2008, p.696) also have a different definition which is that ‘the processes that account for an individual’s intensity, direction and persistence of effort towards attaining a goal’. Numerous researches use the two main classifications of motivations which are extrinsic and intrinsic motivations to analyse different contexts of studies (Deci & Ryan, 1987; Vallerand, 2000). Extrinsic motivation refers to participation in specific behaviours for instrumental reasons or goal-oriented reasons, for example, benefits or rewards will be provided when goals are being achieved. On the other hand, intrinsic motivation is when individuals performing an activity for their own enjoyment and satisfaction of that specific activity (Ryan, 1995). Collectively, these two motivations have strong influences on individual intentions when un...
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...Journal of Information Science, vol.33, no.2, pp.135-149, Sage, viewed 24 September 2010,
Robbins, SP, Judge, TA, Millett, B & Waters-Marsh, T (eds) 2008, Organisational Behaviour, 5th edn, Pearson Education, Frenchs Forest, NSW.
Ryan, RM 1995, ‘Psychological needs and the facilitation of intrinsic motivation, social development and well being’, American Psychologist, vol.63, no. 3, pp.397-427, ISI Knowledge, viewed 25 September 2010,
Vallerand, RJ 2000, ‘Deci and Ryan’s self-determination theory: a view from the hierarchical model of intrinsic and extrinsic motivation’, Psychological Inquiry, vol. 11, no. 4, pp.312-318, EBSCO, viewed 24 September 2010,
< http://web.ebscohost.com.libraryproxy.griffith.edu.au >.
The first of the three, intrinsic motivation, explains that the individual does something purely out of enjoyment, and that the activity is gratifying in itself. Vallerand and O’Connor (1989) came up with a three part grouping of intrinsic motivation. There is intrinsic motivation to experience stimulation, which is doing something for the sensory pleasure it brings, like a person parachuting because they enjoy the sensation of falling through the air. Intrinsic motivation to know relates to doing an activity in order to learn. A person taking an online class to learn more on that field shows off this type of motivation. The last part of intrinsic motivation is to accomplish. This refers to an individual performing an activity for the pleasure of achievement, creating, or to surpass oneself. When a person is focused more on the process of achievement rather than the actual achievements results, they are intrinsically motivated through accomplishment (Vallerand and Grouzet, 2001). Extrinsic motivation is present whenever there some kind of external factors waiting for the individual at the end of the activity. There are four different forms of extrinsic motivation, which are defined by the degree to which the motivation is self-determined (Lapointe and Perreault, 2013). First of the four is integrated regulation, which means an individual joined
Once stated by Dwight D. Eisenhower, “Motivation is the art of getting people to do what you want them to do because they want to do it.” The aforementioned ideology places an emphasis on an individual’s internal desires, rather than an outside/external force driving the individual’s consciousness (cognitive evaluation.) Therefore intrinsic motivation is one in which an individual 's own desire comes from within; a relentless and genuine passion for an intended goal. On the contrary, when an individual relies on external factors such as, a reward or any other form of external reinforcement, an extrinsic motivation is exhibited. Although society likes to stress the importance in pursuing an internal motivation, in today 's modern world, an extrinsic factor far outweighs an internal desire to accomplish an objective. As humans, we are too diverse in the way we think and develop, lending the mere classification of an internal motivation to become redundant. Furthermore, as
In Harmer’s view, extrinsic motivation is the result of any number of outside factors such as the need to pass the exam, the hope of financial reward or the possibility of future travel. Ryan and Deci (2000) identified four subtypes of extrinsic motivation based on the level of self-determination: (1) external regulation refers to the behaviors which are determined by sources external to the person such as tangible benefits or costs; (2) introjected regulation refers to reasons of performing an activity due to some types of internalized rules or demands that pressurize an individual to carry out that activity to avoid guilt or anxiety or to attain ego-enhancement or pride; (3) identified regulation occurs when the person willingly perform the activity because they have chosen to do so for personally related reasons; and (4) and integrated regulation occurs when “identified regulations have been fully assimilated to the self […] through self-examination and bringing new regulations into congruence with one’s other values and needs” (Ryan and Deci, 2000, p.
Robbins, S.P. & Judge, T.A. (2009). Organizational Behavior. Upper Saddle River, NJ: Pearson Education, Inc.
Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum
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
Stephen Robbins , (2010). Management and Organisational Behaviour. 9th ed. England: Financial Times Pitman Publishing.
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
This book explores how to reinforce motivation. Motivation that brings about success and failure. How to manage misbehavior.
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
Lastly, integrated regulation is the most is the most internalized form of extrinsic motivation. Integration take place when identified regulations have been fully grasped to the self. The more one internalizes the reasons for an action and assimiliates them to the self, the more one’s extrinsically motivated actions become self-determined (Ryan & Deci, 2000). This form of motivation is the closest to the intrinsic motivation. However, it is still considered an extrinsic form of motivation because behavior driven by integrated regulation “is done for its presumed instrumental value with respect to some outcome” (Ryan & Deci,
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...
Petri, H. L. (2004). Motivation Theories, Research and Application. (5th Ed ed.). Belmont, CA: Wadsworth.
Deci and Richard M. Ryan in 1985. It is a macro theory of human motivation and personality that concerns people's inherent growth tendencies and innate psychological needs (Deci, & Ryan, 2002). It is concerned with the motivation behind choices people make without external influence and interference. SDT focuses on the degree to which an individual’s behaviour is self-motivated and self-determined (Deci & Ryan, 2002). According to Lepper, Greene and Nisbett (1973), in the 1970s, research on SDT evolved from studies comparing the intrinsic and extrinsic motives, and from growing understanding of the dominant role intrinsic motivation played in an individual’s behaviour. In the same sphere, Deci and Ryan (1980) stated that SDT developed initially out of experimental and field investigations of the effects of environmental events such as rewards, praise, or directives on intrinsic motivation, but SDT was only formally introduced and accepted as a sound empirical theory in the mid-1980s. As a result, research applying SDT to different areas in social psychology has increased considerably since the 2000s (Ryan,
Alghamdi, A. (2014) stated extrinsic motivation is an ability to accomplish something on account of its advantages, for example, to get a desirable position and high income job or passing an exam. Ryan and Deci (2000) expressed that extrinsic motivation, which points to accomplishing something since it prompts a distinct result. This implies, there are outside variables that people to be stimulated to reach a specific aim in their life. In the study of behaviorist approach, compensate frameworks can be the best device to persuading wanted practices. Accordingly, a behaviorist would have a tendency to consider motivation to a great extent as far as outside powers, fundamentally the particular conditions that offer ascent to various practices, and how the results of that conduct influence