Project - Literature review Example

Ennis, (2005) in his journal claim that a range or approaches or theories have been developed concerning attribution, self-efficacy and self-esteem. Self-efficacy is described as the judgment of how well a course of action that is needed in dealing with the eventual situation can be executed by an individual. Kleinbeck, Quast, Thierry, Hacker, & Forschungsgemeinschaft, (2005) expound on Ennis’ definition, by describing it as the confidence of a person in his or her aptitude to the organization and execution of a particular course of action to deal with an issue or execute a job.

On the theory of self-efficacy, the writers argue that the major determinant of effort, setting of objectives and persistence is efficacy. The conception suggesting that people with higher self-efficacy are inclined to be more accomplished and motivated on a particular work is supported by empirical research. In addition, self-efficacy has been linked to the application of the cognitive strategies the perceptions of self-efficacy project triumph over the real or actual levels of ability Kleinbeck, Quast, Thierry, Hacker, & Forschungsgemeinschaft, (2005).

Moreover, another concept in the motivation field is about the locus of control (Denton, 2002). In this concept, people should be more motivated in a manner such that they are made to feel like they are in control and ownership of their failures as well as successes. In addition, in one formulation of the theory of control, we find that one of the three fundamental psychological requirements, together with relatedness and competence is independence. It is within this structure or context that the personal differences in the degree to which these fundamental requirements are accomplished are in compliance with the variation with the motivation levels.

Nonetheless, the locus of control has a close relationship with the attributions concept. Attributions are the beliefs of a person as regards the causes of a bad or good performance. There are numerous kinds of attributions, and these include ability, lack and effort (Denton, 2002). In the ‘Motivation in the real world’ text by Gellerman (1992), we are told that the most effectual systems of motivation in flourishing and successful organization in the United States are benefit programs and good pay, selectivity in the process of hiring, as well as the encourage of employment on long term basis.

Some other means are flexible policy implementation, cooperative groups or even none at all, as well as a rational policy that puts the motivation of employees above any other thing Gellerman (1992). However, in the ‘Understanding Employee Motivation’ a research by Lindner (1998), factors of motivation are put or arranged in order or importance. The first one is interesting work, followed by good pay and lastly full appreciation or recognizing of the job done. Coming next is job security or assurance, good conditions for working, growth and promotions in the corporation.

Ranking low on the list is individual loyalty to the workers, sympathetic help with individual problems and considerate disciple. Some other ways that can be used to increase the motivation of workers is promotions, enlargement of jobs, external and internal stipends, rewards and job enrichment. To make work more interesting to the workers, job enlargement is the best approach as it increases the variety and number of