MOTIVATION IN A
WORKPLACE
INTERPERSONAL SKILLS
JULIANA LOPES (9037)
PROFESSOR: PATRICIA ARAUJO
INDEX
- INDEX
- INTRODUCTION
- DISCUSSION
- CONCLUSION
- BIBLIOGRAPHY
INTRODUCTION
In this essay I am going to talk about motivation because the main goal of this project is to relate a topic with interpersonal skills. Motivation is totally combined with interpersonal skills because it is an impulse that makes people act to achieve their goals. Thus, motivation at work influences the willingness of a company employee to perform their tasks. The more motivated you are, the better you will do your job. It is important for bosses to be able to motivate their workers, because in doing so there is an increase in productivity.
When you have confidence and motivation, you automatically make people look up to you, and in a workplace everyone needs to be motivated by someone or even by themselves.
DISCUSSION
The Latin root of motivation means "to move" and fundamentally, motivational psychologists study what moves people to act and why people think and do what they do (Weiner, 1992). In keeping with this broad view of motivation, we focus on individuals' choices about which tasks to do, the persistence with which they pursue these tasks, the intensity of their engagement in these tasks, and their thoughts about their performance and their goals (see also Eccles-Parsons et al., 1983; Wigfield & Eccles, 1992).
Motivation energizes and directs actions, and so it has great relevance to many important developmental outcomes such as school achievement, performance in other activity areas, and overall mental health. Fundamentally, motivational theorists and researchers work to understand the motivational predictors of choice, persistence, and effort (Wigfield, Eccles, Schiefele, Roeser, & Davis‐Kean, 2006). Achievement motivation refers more specifically to motivation relevant to performance on tasks in which there are criteria to judge success or failure. Examples of these kinds of tasks are school activities, work activities, and competitive sport activities. In all such activities competence is a crucial part of motivation to achieve. Motivation in all forms is most directly observable in the level of energy in individual's behaviors.
People’s motivation to pursue a particular goal depends on situational incentives and personal preferences as well as interactions between these two factors. Ideally, the motivational and volitional regulations of behavior take turns during different behavioral phases and are separated from each other in a clear way. They both ensure in their own way the functional optimization of goal selection, goal striving, and goal realization. Individuals differ tremendously with regard to their motivational and volitional regulation. Both types of behavioral regulation start developing during early childhood and are closely associated with the behavior of adult socialization agents.
Most employees need motivation to feel good about their jobs and perform optimally. Some employees are money motivated while others find recognition and rewards personally motivating. Motivation levels within the workplace have a direct impact on employee productivity. Workers who are motivated and excited about their jobs carry out their responsibilities to the best of their ability and production numbers increase as a result. Employee motivation has always been a central problem for leaders and managers.
A pyramid isn’t the only shape our understanding of workplace motivation can take, of course, and bringing an empirical edge to how we approach employee engagement has taken some psychological scientists in a relatively new direction: self-determination theory, which suggests that people are motivated to work not only in pursuit of a paycheck and other extrinsic rewards, but also to fulfill their basic psychological needs for autonomy, competence, and relatedness.
CONCLUSION
After reading and trying to understand more of motivation, I conclude that motivation is a big deal in our lives and it is also a really important tool especially when you are in a workplace. Motivation results from the interaction of both conscious and unconscious factors such as the intensity of desire or need, incentive or reward value of the goal, and expectations of the individual and of his or her peers. These factors are the reasons one has for behaving a certain way.
It is important to be motivated because it can play a key role in increasing or decreasing both the quality and quantity of products and services offered by the company. If you are motivated to do something you are going to do with pleasure and everything will be worked easily.
BIBLIOGRAPHY
- Eccles, J. S., Wigfield, A., & Schiefele, U. (1998). Motivation to succeed. In W. Damon & N. Eisenberg (Ed.), Handbook of child psychology: Social, emotional, and personality development (pp. 1017-1095). Hoboken, NJ, US: John Wiley & Sons Inc.
- Wells, H. C. (1969). Achievement motivation. Detroit: Wayne County Intermediate School District.
- Heckhausen, H., & Heckhausen, J. (2018). Motivation and action. Cham: Springer.
- van Egmond, M. C., Navarrete Berges, A., Omarshah, T., & Benton, J. (2017). The role of intrinsic motivation and the satisfaction of basic psychological needs under conditions of severe resource scarcity. Psychological Science, 28, 822–828.
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