Motivation Theory - Essay Example

Motivation Theory Introduction In the contemporary scenario, wherein people are quite concerned about determining their position in the society, it has become quite important to be involved in continuous learning process for ascertaining continuous development in an individual’s personality and characteristics (Sims & Sims, 1995). Notably, people in the modern day context are aware of the need of enhancing their knowledge and ability towards infinite number of topics in order to enhance their skills and intellectuality, so that they could be able to assure a better livelihood for themselves (Osborne & et. al., 2007). Contextually, it has been noted that learning is a process of acquiring new intellectuality as well as enhancing the present knowledge and skills of an individual. It would also be vital to mention that the process of learning is not a one-step phenomenon, rather it deemed to continue for lifelong amid humans (Jennifer, 2009; Rossman & Rallis, 2003). Contextually, this particular essay will portray a thorough analysis of the process of an individual with the assistance of a reflective summary for a particular task or teamwork. This teamwork is apparent in the project conducted by certain students for the company i.e. 16 TO 25 YEARs Growth Hub. Notably, the company deals with products and services that are associated with academics of students. The company helps young age individuals to attain their goals in the domain of initiating a business i.e. entrepreneurship. In this regard, it will be crucial to mention that the assistance of the company is mainly for the students who leave their school at young age and desire to build a career for themselves. Contextually, this essay will mainly highlight the effort of seven team members towards promoting the products and the services of the company among the teachers so that they can motivate or recommend the same to others. In the course of depicting this particular aspect, the essay will also take into concern the factors that motivated the group members towards attaining the goals and objectives of the team altogether in a comprehensive manner. Theoretical Perception towards Motivation As earlier mentioned, this essay will mainly highlight the motivational factors of the team member towards attaining the goals of the team with the assistance of a reflective learning approach. In this regard, the motivational theories of “McClelland’s Human Motivation Theory”, “Expectancy Theory” and “Engagement Theory” will be taken into concern for further discussion. These theories have been described in detail hereunder. McClelland’s Human Motivation Theory This particular theory of motivation is accredited to David McClelland, a renowned “American psychological theorist”. He is known for his work on the theory of motivation where he built on the study of Maslow with regard to certain basic human needs including “safety, belonging, self-esteem and self-actualization” and emerges with a set of motivators. The three motivational factors of humans as per McClelland study include achievement, affiliation and power (McClelland, 1987). In this similar concern, the characteristics of achievement include need of setting and accomplishing goals, mitigating risks to achieve goals and taking feedback from others in the course of attaining the goals among others. The motivator of affiliation includes the desire to represent a group, plea to get appreciated within the team and the nature of favouring collaboration over that of competition. The characteristics of the third motivator i.e. power include the desire to control others, intend of getting in as well as wining competition and desiring to obtain a powerful status among others. According to McClelland, people who prefer the motivator of achievement mainly get encouraged through attaining goals in terms of mitigating various challenging tasks. They appreciate fair and apparent feedback from others. The individuals, who get motivated through affiliation, desire to work in a team and prefer to conduct tasks that are less challenging and uncertain. This group of people does not appreciate praising in front of entire team owing to the reason that this might keep them isolated from the team. People, who appreciate power, might become motivated through taking charge over the work. They are deemed effective in dealing with various situations and taking decisions all by themselves. They prefer direct appreciation, which motivates them the most (ACEVO, n.d.). Expectancy Theory This particular theory mainly depicts an individual’s act or behaviour in accordance with their choice or nature of selecting any particular aspect. Observably, the theory mainly stands on four key assumptions. The first assumption represents the involvement of the individuals with a particular group based on certain expectations and needs of their own that further depicts his/her approach towards the team. The second assumption includes the aspect that the behaviour of an individual is directly associated with his/her conscious decision making. This depicts that people select their own motivational factors within a particular team. The third assumption portrays the needs of the team members who are quite diverse and distinct in nature. The fourth assumption of the theory affirms that people set various alternatives for them while working in a team so that they could be able to attain their personal goals (Lunenburg, 2011). Engagement Theory This theory mainly highlights the motivational aspect towards engaging in a particular team. The primary idea, which is associated with the engagement theory, includes the engagement of the team members through effective collaboration while involving with any particular task. Notably, the theory is categorised into three broad groupings that also depicts about the factors, which motivates people within a particular group. As per the theory, motivation ensures three activities within a particular group work, which entails collaborative working nature, project based working approach and acquiring an authentic focus within the team. Specially mentioning, the theory affirms that when individuals work in a group collaboratively, they derive maximum motivation towards reaching the ultimate goal. Furthermore, the theory also states that motivation in group differs on the basis of change in tasks. Additionally, the theory also depicts that motivation in group work is enabled with special focus of group members towards their work irrespective of their roles as well as responsibilities persisting within the group (Kearsley & Shneiderman, n.d.). Reflection on the Motivation of the Group members in achieving the Team Objectives As earlier mentioned, one of the prime tasks, which has been conducted by our team including seven members include researching about the perception of teachers (i.e. respondents) towards the products and services of the company i.e. 16 TO 25 YEARs Growth Hub. The company provides various academic courses for the students that certainly develop their skills along with knowledge of the students while starting their own respective business or entrepreneurial venture. Notably, acquiring the perception of the teachers through structured questionnaire is important and relevant for this particular project because they are ultimately responsible for motivating students towards joining such courses as offer by any company. Hence, obtaining the perceptions of the teachers will ultimately depict the probable chances of success of the product and services of the company. In this regard, I with six other team members worked quite hard towards completing a research study for the client organisation. The task was quite complex for us as these aspects were quite new for the entire team at-least in the practical scenarios where we need to get involved in directly interviewing the teachers and obtain information for a real organisation. However, the aspect of motivation has worked in favour of us and contextually we were able to accomplish our goals and objectives as a team. It will be vital to mention that motivation in group context is one of those factors, which encourage people to target their goals and objectives in a dedicated manner altogether to assure effective accomplishment of the desired objectives. Notably, motivation is important in every domain i.e. group work, teamwork and other approaches of accomplishing tasks. Correspondingly, in this particular project for the client organization i.e. 16 To 25 Years Growth Hub, motivation was a key factor that influenced our work. It will be vital to mention that with seven team members in the group, the factors of motivation were quite distinct and diverse. All the team members including me were quite motivated in accomplishing the group goals. However, another common factor of motivation for all the team members was their personal goal of achieving higher grades. All of the team members including me were from the same batch and desired to get high grades from the completion of this particular project. This was our personal goal while conducting the project for the client organisation. This factor was quite motivating for all the team members towards achieving or completing the project with utmost efficiency and dedication. Since these factors of motivation were quite common for all the team members, it can further be depicted to be relevant with the ‘Engagement Theory’ of motivation along with the ‘achievement’ factor of motivation linked with “McClelland’s Human Motivation Theory”. As per the Engagement Theory, working together along with achieving high grade individually is a factor of motivation for all the team members. Correspondingly, as per the achievement factor of motivation relating to “McClelland’s Human Motivation Theory”, attaining high grades individually is ultimately the motivational factor for the entire team, which further reflected in the amount of dedication and efficiency of all the team members. In this respect, it can be affirmed that the remaining team members and I had made deliberate attempts towards attaining the goals of the project for the client organisation. The team of seven members possessing diverse personality of their own and a set criteria that influenced their thinking towards work in attaining the desired objectives. Contextually, these factors of diversification in terms of personality and thinking further reflected in our process of working in a collective manner. It would be vital to mention that all the team members were equally dedicated towards their work but factors that motivated them were different (except that of the grade). For some of the team members, achieving the target or the set objective of the project would mean that they are ready to enter into the professional domain, which further motivates them at large. This aspect of such team members is directly relevant to the “Expectancy Theory” of human motivation wherein people take conscious decisions with regard to targets and further acquire motivation from the same. Again, some of the members in our group remained quite focused towards accomplishing the goals of the project (i.e. to understand the perception of the teachers with regard to the product and services of 16 To 25 Years Growth Hub) and show their maximum participation in the same. In this regard, it will also be crucial to note that some team members were eager to assure their maximum presence and authority while conducting the task, which is again relevant to the motivator of power as per the “McClelland’s Human Motivation Theory”. These team members, including the team manager or the team leader seek motivation for her through gaining authority on the overall team and guide every team member as per her knowledge and understanding. There were also certain members who were focused on conducting their individual responsibilities through assuring maximum engagement with the other team members. These team members were aware of the fact that being associated with a particular team is the ultimate factor for motivation and it influences to conduct work in a comprehensive manner. These motivational factors of certain team members can further be considered as relevant with the “Engagement Theory” of motivation. Again, few team members including myself were motivated towards conducting the group project in an effective manner for obtaining a better grade as well as the appreciation of the converged authorities i.e. the management of the client organisation. As far as my personal factor for motivation is concerned, appreciation plays a decisive role in influencing my behaviour towards work. I believe in getting affiliation for my work and gaining the same would enhance my motivation to quite a higher level. This factor of motivation corresponds with the “McClelland’s Human Motivation Theory” in terms of the motivator of ‘affiliation’. Hence, my overall experience through associating with the group project made me realised about different aspects that motivate towards conducting work effectively in context to group performance. Reflection on the Difference amid the Level of Motivation in the Team It is apparent from the above discussion that achieving the targets in the completed project for the client organisation has largely been possible owing to the factors of motivation that encouraged each of the team members including me. However, one key aspect, which needs to be me mentioned in this particular context, is the diversified motivational factors for each of the team members. Notably, different people have dissimilar personality and each have their own style and process of analysing things differently. This particular scenario was quite evident in our team wherein the members differed in terms of their motivation factors. The difference in this regard lay in terms of the motivation level of each of the team members. In the above section of the discussion, it has been made clear that all the team members have their own factors for motivation, which are further relevant as per the McClelland’s Human Motivation Theory” “Expectancy Theory” and “Engagement Theory”. Notably, a few of the team members who have the behaviour of getting motivated as per the motivator of achievement (i.e. McClelland’s Human Motivation Theory) are quite encouraged towards attaining the goals of the project for the client organisation. I have experienced the fact that these team members were enthusiastic in terms of attaining the goals of the project both for personal as well as group interest. Notably, all these members (two in number) were very much focused while conducting their individual roles and responsibilities. They ensured maximum participation in all of the tasks wherein they were involved and ascertained to deliver maximum positive results. They also possessed an obedient approach towards the instructions given to them by the team leader and intended to follow the same with utmost dedication. These people were also keen to accomplish their tasks even if they were challenging and causing risks. However, these members were quite individualistic in nature and preferred to conduct their tasks alone. Again, there were certain people in our group who became motivated through affiliation (as per the McClelland’s Human Motivation Theory). These team members, as per my analysis, were less motivated as compared to that of the other team members in the group. Notably, this group of team members was quite concerned about accomplishing the team and personal goals but their motivation towards attaining the same lacked marginally. They have a collective approach in their personality (i.e. relevant with the features of the ‘Engagement Theory’ of motivation). The marginal level of motivation amid this particular group of team can also be comprehended from the aspect that these people were not fond of competition rather prefer collaboration to that. They also show much reluctance towards conducting tasks or showing approaches that were uncertain in nature. Overall, it can be ascertained that these people were keen in accomplishing the personal goal and the individual targets through considering their comfort zone. One group member i.e. the team leader also possessed the personality wherein she preferred to gain the power and takes the authority of the entire group. She was motivated to the highest level while fulfilling her roles and responsibilities in the team. The leader of our group was aware of both the goals of the overall team as well as the targets of each of the team members from this particular project. Her approach towards conducting any task was quite stern and assured maximum efficiency in any work she conducted. As per my experience, her approach influenced the other team members of the entire group towards a positive direction. She was supportive as well as strict at the same time. The motivation level of the team leader can also be understood from her approach of involving in competition and wining at any given scenario. With this particular approach, she assured that each of the objectives of this particular project is accomplished with utmost efficiency and with a competitive frame of mind wherein the quality of work is deemed too high. Hence, my experience of associating with the team enabled me to comprehend about the aspect of motivation in group context in a complete manner. Conclusion From the overall analysis of my experience of associating with the group while conducting the project for the client organisation i.e. 16 TO 25 YEARs Growth Hub, it can be comprehended that continuous learning is one of the most vital factors, which is associated with an individual. Specially mentioning, the notion of continuous learning develops the skills along with the knowledge of the individuals in terms of making effective decisions and solving numerous problems. In this regard, I must state that people should be involved in continuous learning process wherein they could be able to enhance their knowledge and intellectuality to the maximum level. This statement of mine can be justified from my association with a group of seven members while conducting a project for 16 TO 25 YEARs Growth Hub. I have been able to comprehend about various aspect of motivation persisting within group context. Observably, I have emerged with the knowledge that different team members represented in my team have their own sense of motivation and they act accordingly towards the completion of their work. Some were motivated as per the aspect of accomplishment or achievement, while some based on the grounds of attaining power and affiliation along with team engagement. However, in-spite of acquiring different motivational factors, each of my team members have a common objective to attain i.e. to meet the needs of the individual in the project as well as attaining the goals of the entire project as a group in order to ensure the appreciation of the client organisation. Hence, to conclude my learning from being associated with such a particular group, it can be stated that continuous learning is indeed quite vital and noteworthy towards the development of an individual. References ACEVO, No Date. McClelland’s Human Motivation Theory: Discovering what drives your team. Home. [Online] Available at: http://www.acevo.org.uk/document.doc?id=2221 [Accessed March 02, 2014]. Jennifer, G., 2009. Understanding and Managing Organizational Behavior. Pearson Education India. Kearsley, G. & Shneiderman, B., No Date. A framework for technology-based teaching and learning. Home. [Online] Available at: http://home.sprynet.com/~gkearsley/engage.htm [Accessed March 02, 2014]. Lunenburg, F. C., 2011. Expectancy Theory of Motivation: Motivating by Altering Expectations. Sam Houston State University, Vol. 15, No. 1, pp. 1-6. McClelland, D. C., 1987. Human Motivation. CUP Archive. Osborne, M. & et. al., 2007. The Pedagogy of Lifelong Learning: Understanding Effective Teaching and Learning in Diverse Contexts. Routledge. Rossman, G. B. & Rallis, S. F., 2003. Learning in the Field. SAGE. Sims, R. R. & Sims, S. J., 1995. The Importance Of Learning Styles: Understanding The Implications For Learning, Course Design, And Education. Greenwood Publishing Group. Bibliography Lawler, E. E. & Suttle, J. L., 1973. Expectancy Theory and Job Behavior. Organizational Behavior And Human Performance, pp. 482-503. McClelland, D. C. & et. al., 1989. How Do Self-Attributed and Implicit Motives Differ?. The American Psychological Association, Inc, Vol. 96, No. 4, pp. 690-702. Roeckelein, J. E., 1998. Dictionary of Theories, Laws, and Concepts in Psychology. Greenwood Publishing Group. Steers, R. M. & Shapiro, D. L., 2004. Introduction To Special Topic Forum: The Future Of Work Motivation Theory. Academy of Management Review, Vol. 29, No. 3, pp. 379–387. Read More