Motivation is a well-known topic for organisations who are interested in getting the maximum results from staff. However, understanding motivation not only profits businesses; there are also benefits for individuals. Understanding the psychology of motivation can help a person to utilise their time, money and energy in the most efficient way so they are able to achieve their life goals. There are many approaches to understanding the concept of motivation and it is worth reviewing the theories to gain a conceptual understanding of the psychology behind motivation. This article will define motivation, provide a summary of motivation theories and look at strategies for how to apply these theories in practice. <\/p>\n\n\n\n
Before we delve into the theories of motivation, let\u2019s first understand its meaning. Motivation is something we all need to accomplish goals, but what drives motivation? Motivation is defined as \u2018the need or reason for doing something\u2019 or the \u2018willingness to do something\u2019 (Cambridge Dictionary, 2021). In effect, it is the \u201cpsychological forces that determines the direction of a person\u2019s level of effort and a person\u2019s level of persistence in the face of obstacles.\u201d Furthermore, motivation is what prompts human beings\u2019 reaction to fulfil their needs or expectations. Motivation is also understood as the reason for our behaviour, or the \u2018what\u2019 and \u2018why\u2019 we do something (Oxford Review, 2022). In simple terms we can understand motivation as being the reason or reasons for acting or behaving in a particular way and the drive we have to accomplish goals. When a person is self-motivated, they are less likely to need or expect external encouragements to complete a task, even if the task is complex. In contrast, negative motivation is governed by expectation and possibly the fear of not being able to achieve an outcome. For example, fear is a powerful motivator when we are concerned about maintaining our survival or future. Motivation is important in life as it provides goals to work toward, and helps to solve problems, change habits, cope with challenges and access opportunities.<\/p>\n\n\n\n
Motivation is a well-researched topic with many theories explaining the concept. Presented here are some motivation theories from a variety of theorists to gain some understanding.<\/p>\n\n\n\n
A popular and foundational motivation theory is Maslow\u2019s (1943) hierarchy of needs <\/em>which posits five levels: physiological, safety, social, ego and self-actualisation. At the bottom of the hierarchy are basic physiological needs for survival, including food, shelter, air, warmth, sex and sleep. Without these basic physiological needs the human body cannot function at its best. Once these needs are satisfied, we then move to the next level of needs which is safety. At this level, people are motivated by the need to feel safe and secure which includes emotional security, financial security, law and order, social stability, freedom from fear, property, health and wellbeing. The third level is love and belongingness, the emotional need for interpersonal relationships, connectedness, being part of a group, receiving and giving affection and love. The fourth level is esteem needs of dignity, achievement, mastery, independence, the desire for reputation or respect from others such as status and prestige. Finally, when all other needs have been met, the fifth level s is the need for self-actualisation which includes self-fulfilment and seeking personal growth and realising one\u2019s best potential. Maslow\u2019s theory argues that people may move through the different level of needs according to the person\u2019s circumstances.<\/p>\n\n\n\n Vroom\u2019s expectancy theory<\/em> provides a contrast to Maslow\u2019s theory by focusing on the process of motivation and argues that a person\u2019s motivation is determined by the value they place on different motivations (Vroom, cited in Lee & Raschke, 2016). This results in the person choosing to behave in such a way that will give them the best outcome. In Vroom\u2019s view, motivation is based on three variables of expectancy, instrumentally, and valence. Expectancy refers to the person\u2019s belief that when they raise their efforts then rewards will also be raised. Instrumentally refers to rewards being based on performance and the more you have control over when, how, and why you will receive the rewards which increases motivation. Lastly, valence is the value placed on the expected outcome and in turn effects the motivation. <\/p>\n\n\n\n Lawrence and Noria\u2019s motivation theory<\/em> is a cross disciplinary perspective that combines traditional and new perspectives of psychology, neuroscience and biology. Lawrence and Noria\u2019s theory is known as the human drives theory and argues that motivation is driven by a person\u2019s will to acquire, bond, comprehend and defend. The person\u2019s will to acquire is fulfilled by reward systems, bond is driven by culture, comprehension is driven by job design and the drive to defend is fulfilled by performance management and resource allocation processes. When these drives are fulfilled, motivation and organisational performance is maximised (Lawrence & Nohria, 2002 cited in Lee & Raschke, 2016).<\/p>\n\n\n\n Deci\u2019s cognitive evaluation theory <\/em>explains that intrinsic motivation is an internal driver that utilises internal tendances to motivate behaviour and overcome challenges (Deci, 1971; cited in Deci & Ryan, 1985). People are motivated based on their internal needs and behave in a certain way due to internal rewards and satisfaction. Deci argued that people should be intrinsically motivated to minimise the effects of external factors. Intrinsic motivation is also an important motivator for developing knowledge, adaptation and growth capacity which are all essential for human development.<\/p>\n\n\n\n Herzberg\u2019s theory <\/em>categorises motivation into either motivators and hygiene. Motivators refer to intrinsic factors such as achievement and recognition, leading to job satisfaction. Hygiene, or extrinsic factors, refers to factors such as pay and job security as leading to dissatisfaction. According to Herzberg, extrinsic factors cannot motivate people, but they can minimise dissatisfaction if used appropriately; motivators can fulfil a person\u2019s needs and satisfaction for having meaning and personal growth. According to Herzberg, once hygiene factors are addressed, the motivators will lead to job satisfaction and increased production (Herzberg, Mausner, & Snyderman in Weiner, 1990).<\/p>\n\n\n\n A simple theory of motivation is Skinner\u2019s reinforcement theory <\/em>which states if a person is displaying behaviours that lead to positive outcomes, then the person will repeat those behaviours (Lee & Raschke, 2016). If a person\u2019s behaviours lead to negative outcomes, then the behaviours won\u2019t be repeated. Extrinsic rewards can also be used to positively reinforce a person\u2019s behaviour and performance feedback and\/or punishment can be used to negatively reinforce or discourage a person\u2019s negative behaviour.<\/p>\n\n\n\n After reviewing these theories of motivation, it is evident there is none that can provide all the answers and understandings. It is more about finding the best approach that suits you and your situation, or combining multiple theories and aspects of theories that resonate to you and your situation. Whilst the theories provide us with tools to understand the drivers of motivation, it is also important to consider the practical application of motivational theories.<\/p>\n\n\n\n Posing the following questions and reflecting on the answers will put the motivation theories into practice and help you understand your internal drivers:<\/p>\n\n\n\n As motivation theories tell us, people have fundamental psychological needs to be met on an ongoing basis to develop and function at an optimum level.\u00a0 The following questions address the need for satisfaction in the workplace and asks questions concerning your feelings toward your job.\u00a0 On the scale below, indicate how true each of the following questions are for you given your experiences at work (Psychological Scales, 2022).<\/p>\n\n\n\n 1 (not at all true)\u00a0 \u00a0 \u00a0<\/strong>2\u00a0 \u00a0 \u00a03\u00a0 \u00a0 \u00a04\u00a0 \u00a0 \u00a05\u00a0 \u00a0 \u00a06\u00a0 \u00a0 \u00a07 (very true)<\/strong><\/p>\n\n\n\n Once you have answered these questions and you find there are some areas that aren\u2019t satisfying your needs, you can then develop a motivation plan. In your motivation plan focus on what you can control and do to help your situation. Remember, motivation is a skill that needs to be practiced and learnt so don\u2019t feel like you need to be a master in the beginning. Having a positive attitude and commitment to improving your motivation skills is the key to success. <\/p>\n\n\n\n Sometimes it can be challenging to find the motivation to start working toward your goal. Here are some tips to help get motivated and stay motivated: <\/p>\n\n\n\n Remember you are an individual with unique circumstances, background and experiences. What motivates one person might not work for another. It is important to make an effort to understand both your internal and external motivators and choose the theory and practice that best suit you and your circumstances.\u00a0<\/p>\n\n\n\n Motivation is a well-known topic for organisations who are interested in getting the maximum results from staff. However, understanding motivation not only profits businesses; there are also benefits for individuals. This article will define motivation, provide a summary of motivation theories and look at strategies for how to apply these theories in practice. <\/p>\n","protected":false},"author":193,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[48,61,72],"tags":[41,142,494,396],"class_list":["post-4911","post","type-post","status-publish","format-standard","hentry","category-career-development","category-personal-effectiveness","category-workplace","tag-counselling","tag-motivation","tag-productivity","tag-psychology"],"yoast_head":"\nStrategies for motivation<\/strong><\/h2>\n\n\n\n
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