Methods of Motivation Essay Example | Topics and Well Written Essays - 1250 words

Methods of Motivation - Essay ExampleThere be two types of motivation intrinsic and extrinsic. Extrinsic motivation implies an submissive relationship between behavioral results and desired cases. The person is not vitally interested in his/her very behavior, but in particular in the outcome that results from it. Whoever wants to get a compliment from a particular somebody, in return for which some work has to be done (like completing schoolwork at home), is not focused on those tasks, but on the recognition she or he expects to receive from performing well. Intrinsic motivation consists of the feelings attached to or resulting from performing contract activities. Thus, intrinsically motivated people would be satisfied, happy, enjoy themselves, favor the things they do, and so forth (Armstrong, 2003).Achievement motivation system (McClelland) asserts that maximum motivation go away move on at moderate levels of difficulty when the incentive value of success is highest. Two pr oblems with that model are the misfortune to include an explicit goal-setting stage and/or the failure to measure commitment to succeeding. These factors are crucial to predicting the individuals response to subjective probability estimates. But the value for achievement, a conscious motive that is not correlated with n ach, has been found to be significantly related to goal choice (Fulton, Maddock, 1998).One of the earliest and the most popular theories of motivation was developed by Abraham H. Maslow. His Hierarchy of needs surmisal is base on five needs (1) psychological (hunger, thirst), (2) safety (protection), (3) social (be accepted, belong to a certain group), (4) esteem (self-confidence, achievements, respect, status, recognition), and (5) self-actualization (realizing ones potential for continued self-development). Whereas needs and (subconscious) motives are crucial to a full understanding of human action, they are several steps removed from action itself (Robbins, 200 2). Goal-setting theory is odds with expectancy theory, which was first introduced into industrial-organizational psychological science by Vroom in 1964. This theory asserts that, other things being equal, expectancy of success (which is inversely related to goal difficulty) is positively related to performance. However, as shown later, goal-setting theory and expectancy theory can be fully reconciled. Goal-setting theory approaches the explanation of performance quite differently from that of motive or need theories such as those of McClelland and Maslow. It then worked backwards from there to determine what causes goals and what makes them effective. In contrast, need and motive theories started with more remote and general (often subconscious) regulators and tried to work forward to action, usually ignoring specific and conscious factors (Fulton, Maddock, 1998).Equity theory (John Stacey Adams, 1963-1965) asserts that pay will bring satisfaction to the degree that it is seen as f air or equitable. Equity judgments will be based on the judged ratio of the individuals outputs and inputs in comparison to the output/input ratio of people to whom the individual compares himself or herself. If pay is seen as inequitable, thus producing dissatisfaction, people will take steps to restore equity by modifying the quantity or quality of