For more information
Call 1-800-351-0222

THEORIES OF MOTIVATION.
  Term Paper ID:29668 		Get This Paper Free! or
Essay Subject:
Discusses various types of motivation.... More...
8 Pages / 1800 Words
6 sources, 16 Citations, APA Format
$32.00

More Papers on This Topic


Paper Abstract:
Discusses various types of motivation. Self determination theory (SDT). Intrinsic motivation. Extrinsic motivation: external (rewards), introjected (avoid anxiety) & identified (personal values). Expectancy theory. Cognitive Evaluation Theory (CET). Humanistic psychology. Importance of motivating factors in the classroom, hospitals and the workplace. Motivating factors to consider dealing with personnel; management tool.

Paper Introduction:
Motivation is at the center of biological, cognitive and social regulation, and its importance lies in the consequences of the actions its promotes (Ryan and Deci, 2000). Motivation is of primary concern to anyone in a teaching or managerial position because it is what makes other people react. There are many different reasons that people are motivated to learn or perform requested tasks. These can be external rewards such as money or material rewards, or internal rewards such as inner satisfaction and gratification. They can also be to avoid negative consequences: people may obey orders which they do not necessarily agree with out of fear of retribution such as being excluded from certain opportunities or being shunned or physically harmed. Many theories of motivation have been explored by

Text of the Paper:
The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper.


Managing motivation and developing job satisfaction in the health care work environment. (2 1). (2 1). Human Resource Development Quarterly, 12, 325-352.Martin, G. For nurses, job satisfaction may meanrecognition of achievement, adequate staffing, appreciation, recognition ofachievements, autonomy, adequate child care facilities, clinical decisionmaking authority, professional growth, convenient scheduling, qualitypatient care, and support from supervisors (Timmreck, 2 1). Self-interest is at the basis ofmost motivation, and this can mean different things in differentsituations, from the freedom to make a personal copy on a copy machine tobeing able to come and go on the unit as seen fit. SuperVision, 62, 3- 9.Bartlett, K. Peoplehave the basic need to feel free and uncoerced in their behavior, but closeto important others in their behavior, and competent in carrying out thisbehavior. M., & Deci, E. More personal recognition such asexpressing gratitude, particularly in front of other staff members, is muchmore of a motivation to improve worker output or quality. Humanistic Psych., 41, 3 -5 .Timmreck, T. It focuses on the fundamental need of humans for autonomy. Performance-related pay (PRP) does not seem to be a good motivatorfor nurses (Martin, 1994). Performance monitoring, whichhappens in many situations, is a very sensitive issue, and needs to behandled with great delicacy (Amsler, Findley and Ingram, 2 1).Observation by supervisors ensures that the required work is performed,motivates workers to perform well, even when a supervisor is not present,and promotes commitment to fellow workers and the task at hand. Timmreck (2 1) believes that those in charge must use motivation toimprove communication, promote more job satisfaction, strive for quality,and make workers more productive, while reducing tension in the workplace,and making the work environment more congenial to promote a motivatingclimate. These differing motivations depend on how the personhas internalized certain values as they have been maturing. In addition, some people lose interest in their workwhen they feel they are just working for money and their intrinsicmotivation is lost. Performance-related pay in nursing: Theory, practice and prospect. In the work place, these motivating factors need to be taken intoconsideration when dealing with personnel. Motivators are those things which give meaning to work, such asachievement recognition, responsibility and advancement. However, in PRP situations, it does not take intoaccount the differences between people in terms of their culturalbackground, the value they place on monetary rewards versus intrinsicrewards, or the personal satisfaction people get from doing a good job.Behavior theory has shown that there can be significant improvements inwork performance if the right rewards are offered, but sometimes therewards must be quite high to change the behavior of individuals, and thereis a limit on how much money will work as an incentive for the many peoplewho are content once their basic needs are met. Performance monitoring is an important partof employee motivation. In the field of health care, department heads are often promoted tomidmanagement, and although they have excellent technical or clinicalskills, they may have little or no management training and no training atall on how to motivate workers (Timmreck, 2 1). A study of 99mid-level health service administrators showed only 29 believed money was agood motivator, and only 1 used it to a great extent. Am. There have been conflicting reports in the literature for many yearsabout the effectiveness of PRP in motivating workers in many differentsituations (Martin, 1994). Psychologists embrace the idea in the name ofexpectancy theory and behavior modification techniques. In a field like nursing, PRP is a difficultconcept to apply. They can also be to avoid negative consequences: people mayobey orders which they do not necessarily agree with out of fear ofretribution such as being excluded from certain opportunities or beingshunned or physically harmed. A study of 337 RNs looking at training, organizational commitment,and moderating variables found that perceived access to training, supportfor training, the perceived benefits of training, and the motivation tolearn were all positively related to organizational commitment and jobsatisfaction (Bartlett, 2 1). M., & Kasser, T. (2 1). It caninvolve direct observation, inspection of completed work, automatedsurveillance, one-on-one reviews of work performance, team meetings, orreports by other individuals. Self-determination theory (SDT) is based on the importance of aperson's evolved inner resources for personality development and theregulation of one's behavior (Ryan and Deci, 2 ). For instance, a raisedoes not normally motivate an improvement in the work an employee does:they will work the same after they get it as they did before. Intrinsically oriented people arehealthier psychologically and have stronger interpersonal relationships,while extrinsically oriented people are continually in psychologicaldistress and have a lot of conflict in their interpersonal relationships. L. SDT explains aperson's motivation to fill their own inner needs. It can have differing degrees ofautonomy, depending on whether the person is doing it from knowledge thatthe activity is good for them, or may help them in the future, or whetherthere are immediate rewards for carrying out the action or punishments fornot carrying it out. PRP can cause tension between individuals in a workgroup if some members receive it and others don't. (2 1). Many theories of motivation have been explored by psychologists overthe years. Health Manpower Mgmt., 2 , 1 -15.Ryan, R. Those in favor believe in treating peopledifferently depending on their contributions and abilities do so in thename of social justice. Humanistic psychology defines positive human motivation as actingwith an "organismic valuing process" (Sheldon and Kasser, 2 1). In addition, different pay schedules may have different effectson different people. Motivation is of primary concern to anyonein a teaching or managerial position because it is what makes other peoplereact. The Health Care Mgr., 2 , 42-58. These can be external rewards such as money ormaterial rewards, or internal rewards such as inner satisfaction andgratification. (2 ). C. This is particularly important for nurses, since good patientcare depends on good team work, which comes from job satisfaction, goodcommunication between team members, low interpersonal tensions, and acongenial work environment. If people can focus on goals that haveintrinsic content such as self-acceptance, affiliation, and communityfeeling, they will be more likely to be satisfy their inner psychologicalneeds than those who focus on extrinsic goals such as financial rewards,popularity, and their appearance. Thetheory states that rewards and positive feedback enhance intrinsicmotivation only if they are accompanied by a sense of autonomy. Goodcommunication skills are necessary in supervisory personnel so that theyare able to monitor workers without alarming them, but rather motivatingthem to perform at their best at all times. Researchhas shown that such things as threats, deadlines, pressured evaluations,and imposed goals reduce intrinsic motivation because they take away one'ssense of autonomy. These motivatorsare essential in nursing where intrinsic motivators are already present inthe desire to help patients get well, and can be amplified by recognitionfrom superiors. The monitoring process must be individualized to the particularsituation being monitored (Amsler, Findley and Ingram, 2 1). PRP systems havebeen found to undermine intrinsic innovation because they make people focusto narrowly on certain tasks, and people tend to do the least possible toattain the rewards. Psychologist, 55, 68-78.Sheldon, K. The relationship between training and organizational commitment: A study in the health care field. Support for autonomy and relatedness increases extrinsicmotivation. Though SDT initially divided motivation simply into intrinsicand extrinsic types, more recently extrinsic motivation has been furthersubdivided into three types: external - to get rewards or avoid punishment;introjected - to avoid self-imposed guilt or anxiety; and identified -acting in accordance with felt personal values. (1994). Then PRP ceases to be amotivator. Self-determination theory and facilitation of intrinsic motivation, social development, and well- being. By contrast, situations where choice, self-direction,and acknowledgment of feelings are present enhance intrinsic motivation.In teaching, for instance, the more controlling teachers have lesssuccessful students, whereas those who encourage autonomy produce studentswith greater intrinsic motivation, curiosity and a desire for challenge.Links have been clearly established between intrinsic motivation,satisfaction of autonomy and competence. Performance monitoring: Guidelines for the modern workplace. Positive feedback reinforces intrinsic motivation,and rewards for performance reinforce extrinsic motivation. J. Motivation is at the center of biological, cognitive and socialregulation, and its importance lies in the consequences of the actions itspromotes (Ryan and Deci, 2 ). Martin cites an example of a maternityservice where PRP led to dysfunctional consequences in management controlsystems partly because of suboptimization, the stifling of innovation,"creative accounting." and political behavior problems. Motivation is an important management tool in health care settings,where the satisfaction of making a difference in the life of a patient canbe a great motivator (Timmreck, 2 1). There are many different reasons that people are motivated to learnor perform requested tasks. M., & Ingram, E. Expectancy theory tries to establish a clear relationship between theenergy expended on a task, that is achieved, and the reward for completingthe task (Martin, 1994). R. A subtheory of SDT, cognitive evaluation theory (CET) encompassesenvironmental factors which facilitate intrinsic motivation (Ryan and Deci,2 ). Ryan and Deci(2 ) believe that these differences in external motivation lie along "acontinuum of relative autonomy." It has been shown in students that themore autonomous the extrinsic motivation, the higher the achievement level,and in health care, greater internalization is associated with greateradherence to medication regimens and to weight loss programs in morbidlyobese patients. ReferencesAmsler, G. While many believe moneyis a good work motivator, it has its limitations. A bonus fora job well done is always welcome, but with each successive job well done,the employee will expect a bigger bonus, so money does not really motivateworkers to do better or try harder. Jobsatisfaction is a major motivator in any workplace, particularly a hospitalsetting. Extrinsic motivation is the performance of an activity for some kindof reward (Ryan and Deci, 2 ). Workers must be made to seethe monitoring as a positive step towards rewards, both extrinsic (monetaryrewards, promotions) and intrinsic (self-satisfaction). Goals, congruence, and positive well- being: New empirical support for humanistic theories. Thisallows people to see the underlying situation and choose what will bestfurther their own adaptation and development, "leading to greater openness,awareness, and self-acceptance, and away from contingent self-esteem,dependence on social approval and psychological defenses." Many leadingpsychologists, including Maslow, Adler, and Rogers have proposed an innateneed for self-actualization. The very nature of the job makes it difficult to assesswork output for individual nurses since there is patient-nurse interactionwhich will vary from case to case. M., Findley, H. This is very detrimental for the patients if ithappens in the nursing profession, where motivation must be kept high. According to SDT, threepsychological needs must be met for intrinsic motivation to occur:autonomy, relatedness, and competence (Sheldon and Kasser, 2 1). These self-interestopportunities promote job satisfaction and are strong motivators.Motivated workers have been found to have more self-assurance, work longerhours, find their work more meaningful, show greater trust in theirleaders, and have higher performance ratings when they have charismaticleaders.

If this paper is not what you are looking for, you can search again:

Search for:

or

We can write a Custom Essay just for you.


Browse Essays by Subject