Question

How do you determine the motivations of an individual? How can it be different in the workplace? Does an individual position in the workplace change how people are motivated, i.e. management vs subordinate? How do you know once those motivations have shifted? Provide an example on how you have motivated a peer and your supervisor in the workplace to achieve your own agenda or need. - Describe the eight theories of motivation. Then, provide an example of each in the workplace. Lastly, provide implications and strategies a manager can take to retain, elevate, and/or assist in diminishing the motivation and engagement of an employee from the examples provided. - What are the five core job dimensions? How do the three psychological states play into organizational behavior and performance?

Answer 1

Motivations in the workplace are influenced by both intrinsic and extrinsic factors. Positions within a company structure can affect individual motivators, with managers often being driven by different incentives than subordinates. Theories such as the instinct theory, drive reduction theory, self-efficacy, social motives, and Maslow's hierarchy are central to understanding workplace motivation.

Step-by-step explanation:

Theories of Motivation in the Workplace

To determine an individual's motivations, it is essential to understand their wants or needs that drive behavior. Intrinsic motivation derives from internal factors such as personal satisfaction, while extrinsic motivation comes from the desire to receive rewards from others. In the workplace, an individual's position can indeed influence how they are motivated. For example, managers might be motivated by organizational goals and objectives aligning with their responsibilities, whereas subordinates may be motivated more by direct rewards such as pay raises and recognition.

Shifts in motivation can be detected through changes in performance, engagement, attitude, and expressed interests. To motivate a peer, one might appeal to a shared goal and mutual support, while to motivate a supervisor, aligning the motivation with organizational objectives and clear communication of benefits can be effective.

Within industrial-organizational psychology, several key theories of motivation include instinct theory, drive reduction theory, the concept of self-efficacy, and social motives. Additionally, Maslow's hierarchy of needs is a well-known theory in understanding human motivation.

Understanding the psychology of workers is critical for organizational productivity and efficiency. This understanding informs job satisfaction, the effects of management styles, organizational culture, and the establishment of a safe and harassment-free workplace environment.

Human factors psychology, or ergonomics, plays a significant role in enhancing worker safety by studying the interface between workers, their tools, and environments. This research is pivotal in ensuring that technology systems support their human operators effectively.