Deci and Richard Ryan in a practical way.
Motivation in the workplace is an important factor for entrepreneurs. And I often explore the many fascinating psychology research studies that have led us to a deep understanding of employee motivation. The following post is a thorough list of the best psychology concepts for motivating your workforce.
My formal training in psychology, on the other hand, has taught me a ton of valuable concepts that I now use daily.
These ideas translate well for almost any situation in the business and marketing world.
A couple of days ago I was speaking to a few budding entrepreneurs and the topic of motivation came up. While speaking with them, I realized how I forgot the actual psychology terms for the theories even though I think about the concepts almost on a daily basis.
So I dug out my notes and gave myself a refresher course. The following concepts are some of the more important theories in motivational psychology in terms of workplace behavior: Intrinsic Motivation What drives us to do bold things? Those who have a desire to effectively perform behaviors for their own sake are said to have intrinsic motivation.
Thus, you have intrinsic motivation towards understanding human nature. Same rule applies in the workplace. Those workers who love being at work and will do anything it takes for the company to flourish are most of the time intrinsically motivated. Put in other words, they have a passion to succeed.
Extrinsic Motivation Commissions, sales incentives and social praise are well-known motivators. The psychological concept is extrinsic motivation. These rewards can be extremely powerful when looking to motivate your staff to go above and beyond their current comfort zone of productivity. Overjustification Effect The catch of extrinsic motivation.
The overjustification effect occurs when someone naturally has a passion intrinsic motivation to see something through, but is offered a reward for its completion. Thus rendering them less effective.
For instance, if an employee loves writing on your corporate blog but you decide to financially compensate them for each post.
There is a chance they will find the writing less enjoyable.
Since they have to be bribed into writing, then the task must not be worth doing for its own sake. Positive Reinforcement Strengthening or diminishing certain employee behaviors is extremely important when developing a highly effective team. This can be achieved with a basic understanding of operant conditioning.
Essentially, the concept describes how the effects of praise and reward can be used to refine behavior. While this can be seen throughout life, you can apply the concept when motivating your workforce.
For instance, praising one of your employees in front of their peers is best after they made a nice improvement in their numbers during the previous week will result in a greater urge to repeat, or top, those numbers in hopes of further praise. Shaping After a while, positive reinforcement will become less effective as they will become accustomed to the praise.
Withholding the reward unless performance is continually improved upon will help shape the productivity. To illustrate this concept, imagine a bookkeeper that has been openly rewarded for getting the expenses entered in 8 hours. But you have found that the 8-hour timeframe has become the norm.
If you feel the job can be done in 5 hours you must praise their performance only as the timeframe improves and ignore slower results.
Achievement Motivation Theory The desire to achieve the absolute best results possible is an amazing trait to find in coworkers They are usually entrepreneurs. Those who strive to achieve share these three major characteristics: They favor a work environment in which they are able to assume responsibility for solving problems.
They tend to take calculated risks and to set moderate, attainable goals. They need continuing recognition and feedback about their progress so that they know how well they are doing.
Furthermore, these high achievers have been found to carry two different goals — mastery and performance. Which means that as a leader you must recognize what makes these workers tick. The high achievers who strive for mastery of tasks are driven by developing themselves internally and are rewarded by becoming increasingly skilled.PSY WEEK 6 Week 6 Quiz – Motivation Theories.
Buy Solutions: caninariojana.com PSY WEEK 6 Week 6 Quiz – Motivation Theories. PSY WEEK 6 Week 6 Quiz – Motiva. Mark McGwire Motivation Evaluation Theories of Personalit PSY Mark McGwire Motivation Evaluation Mark McGwire, from the St. Louis Cardinals, recently came forward and admitted to using steroids during the time that he broke the home run record.
Title: Psy week 6 checkpoint motivation theories, Author: kingkobrav, Name: Psy week 6 checkpoint motivation theories, Length: 1 pages, Page: 1. Atkinson’s Achievement Motivation Theory University of Phoenix PSY John Atkinson’s achievement motivation theory is in essence, the closest theory that relates to my workplace experiences.
I have always been a person with a high achievement challenge level. Psychology > Sports Psychology > Sport Motivation >Implicit and Self-Theory of Ability Implicit and Self-Theory of Ability Implicit or self-theories of ability refer to individuals’ views on the stability and changeability of personal attributes.
|Recommendations||Join the lil-help community to get work done and help others: Ask questions from the community Help others by answering questions Earn cash when you reach expert status PSY Week 6 Checkpoint Motivation Theories J Asked by jacob 2 years ago 0 points The motivation theory that I agree with the most is the humanistic view.|
|What Is Achievement Motivation?||There are different views on motivation. These views are explained as theories of motivation.|
PSY WEEK 6 Motivation Evaluation PSY WEEK 6 Motivation Evaluation Select a famous person in the media or in history and think about a choice the person has made. Write a .