The Aspects Of Motivation In The Workplace

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In order for a company to perform well, it is imperative that the employees are motivated. Chapter 12 describes motivation, “as the psychological processes that arouse and direct goal-directed behavior” (Kinicki and Williams 376). The goal of this chapter is to explain how to motivate employees. Through our five experiences, we will provide insights on real life motivation in the workplace. Caleb explains intrinsic and extrinsic rewards by relating them to his workplace. Sammie relates her experience as a student-athlete to explain motivation through monetary and nonmonetary compensation. Alex’s family friend’s story of switching jobs shows Herzberg’s Two-Factor Theory. Daniel explains how his sister is unsatisfied with her job and relates …show more content…

He is part of a group of just 12 employees so having a motivated workforce is key. Since starting work this past summer, he has fallen in love with his office and his management. His primary motivating factor is the satisfaction and sense of purpose of the work he is doing every day. When an employee is motivated by internal drivers, such as a sense that one is doing real, meaningful work, it is known as intrinsic motivation (Kinicki and Williams 377). Additionally, an employee can be motivated by external rewards. Most commonly, this is in the form of a paycheck. Caleb, at his firm, is partially motivated by this promise of monetary compensation for his work. Firms can incentivize employees to put extra effort in through these external rewards. For example, the firm Caleb works at has created a new-age, Google-esque office environment. Instead of the typical “cube farm” style layout, his office has an open-concept design, complete with a ping pong table among the desks. Although these amenities are not required, the managers believed it would improve overall worker motivation and temperament in the office. Furthermore, the management team incentivizes employees to perform well by frequently giving away box tickets to Dallas sporting events. These types of external rewards have resulted in low absenteeism, high job satisfaction, and a genuine interest in the firm among the

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