Motivation

Motivation

            The motivation theory helps define and understand the reasons that push an individual to work towards a particular goal or outcome. Branches of the motivational theory are divided into either intrinsic factors or extrinsic factors (Singh, 2016). Extrinsic factors describe the motivation inspired by sanctions when targets are not achieved or bonuses offered for working hard. Intrinsic factors describe motivation that comes from the need to satisfy human requirements. These needs come from achieving personal goals, professional goals, or satisfying the employer. Motivation is an important factor that helps achieve goals and unlock potential. There are different reasons that people can be motivated to work. These motivators can include security, power, affiliation, adventure, and achievement.

 My motivation to work is driven mostly by extrinsic factors rather than intrinsic factors. Other personal motivators to work include the need for power, affiliation, and achievement. These motivators come in order starting with the need for security, affiliation, achievement, and power (Chen et al., 2016). Having a family with fifteen siblings drives one to work mostly to achieve security through financial benefits to satisfy needs like food, paying bills, or other expenses. The need for affiliation describes the need to create harmonious relationships and acceptance. This need comes from the need to feel accepted as an important part of the family. The need for achievement drives one to reach for their personal best by reaching higher levels and goals. The power defines the need to become an influential person in the job and also at home (Chen et al., 2016). The end goal is to become a respectable member of society. The same motivators may not influence my family siblings since individuals differ in beliefs and experiences. People have different views that define their identity and what is personally important to them.

References

Chen, B., Fan, Y., Zhang, G., & Wang, Q. (2016). Examining motivations and self-regulated learning strategies of returning MOOCs learners. https://doi.org/10.31219/osf.io/csedt

Singh, R. (2016). The impact of intrinsic and extrinsic motivators on employee engagement in information organizations. Journal of Education for Library and Information Science Online, 57(2), 197-206. https://doi.org/10.12783/issn.2328-2967/57/2/11