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Motivation Case Study

2059 words - 8 pages

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 undertaking a requested task (Davis et al., 1992). Lin (2006) conducted a study in Taiwan examining the relationship between two major motivators (extrinsic and intrinsic) and staff behavioural intentions of exchanging knowledge. The results highlighted that the key motives correlated with intentions of staff exchanging knowledge were knowledge self-efficacy, pleasure in assisting others and reciprocal benefits. Another motivation theory proposed by Herzberg (1996) was that work motivation consists of hygiene and motivator factors. Hygiene factors are known as the dissatisfiers which results in job dissatisfaction. Conversely, motivator factors are operating in a way to increase job satisfaction. The distinction between these two factors is that hygiene motivation is based on reward-giving strategy, whereas, motivator factors are relating to the recognition for achievements.

Battaglio (2010) suggested that employee motivations have direct impacts on an organisation’s operation in terms of the productivity, staff turnover rate and the number of absentees regardless of organisations’ settings (e.g. public or non-public sectors and profit or non-profit firms). Various types of motivations link to a number of outcomes such...

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