Discussion Questions on Increasing Job Motivation With Personal Experience

Explain why you agree or disagree with your results?

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My positive psychological capital is moderate in my work environment. In that respect is no doubt, that an individual with standards that represent a tough worker and someone that is cautious to the production, he or she performs the dedicated duties correctly.

As a member of staff, some discussions revolve around me regarding my career. One of my objectives is setting targets regarding my career in in human resource. If you want to open more options for your success, you need to think and plan your way while you are on the current job. Resiliency is the highest level of psychology capital that I have ever gotten so far. Resilience teaches you how to cope well with hardship, threats, injury or even primary sources of stress such as health problems, family issues, work related problems and financial stressors. What you go through does not matter, what matters is how you deal with the current challenges to make sure you even emerge stronger than before. Nonetheless, hope will remain my psychological capital, regardless of what am going through, I still hope that everything will be fine

Develop strategies to advance your career using your strength.

My career has a lot of challenges ever since a landed my current job, but the strengths I have to keep me to be where I am. We are accountable for our success and failures. Before coming up with any strategy to further advance my career, I need to improve my strength and focus on my weaknesses and observe if they can cope with the next stage, of my career advancement. At the same time, I also need to find out the career path I might choose to go. This is the development stage. The decision I will make will depend on the options I have while looking for a career.

Notably, I will always be clear on my strengths and weakness, at some time, be ready to share my knowledge and open to any changes that come on my way. Furthermore, developing the strategies to move forward in your career, its appropriate for the use of work strengths. I will come up with both long term, and short term plans to understand where I should focus for me to pursue my projected career goal. Lastly, implement that plan to achieve short-term developmental goals and to achieve that long-term goal.

How can you use goal-setting to increase motivation and improve job performance

Goal setting can be used to enhance motivation and improve job performance in many ways. Every person may want to maintain motivational awareness every time if at all you have set goals in your life that are designed to improve your life. For instance, my goal is to complete a degree in human resource management, for me to attain such a goal, I need to have motivation. Having the right motivation to fulfill what you intend to achieve is one of the essential things that may help while improving your job performance. Goal setting can be influential in life as they increase motivation, however, improving job performance is more of the practical thing.

How might your engagement as an employee and job satisfaction influence job performance?

Several managers focus on fulfilling the need of their staff so as they are contented with their salary and level of flexibility. Some of this factors influence job satisfaction. An engaged employee is an employee who is deeply involved in his or her work. It is different between those factors that affect motivation and those that affect employee engagement. Employee satisfaction is the basis upon which employee engagement grows and succeed. For any employee to be fully engaged, employees should be satisfied with their jobs. As a human resource personnel, engagement as an employee will have a positive effect on the general performance of the company. This is all due to the easy sharing of information with the top management and other personnel. Employee engagement has become popular since it comes with positive consequences to an organization. There is a connection between the performances of a company and employ engagement. Also, employee engagement leads to job satisfactory. Job satisfactory can be a positive emotional state as a result of job experiences, and hence when employees are engaged, their job skills increases.

Discuss at least 5 of the following motivational theories and explain how these can aid in job performance

Self-determination theory

Self-determination theory is concerned about human motivation, optimal functioning, and personality. Since positive psychology deals with positive emotions and methods of nurturing strength of individuals, self-determination theory is essential in merging a good amount of work in positive psychology. The theory is mostly concerned with supporting employees natural tendencies to behave in an efficient manner. Employees are likely to perform since there is no external influence as the theory is concerned with the motivation behind influence(Ball,2012).

Maslows Hierarchy

The Maslows hierarchy theory is made up of 5 levels namely, physiological level which comprises of needs that must be met for the person to survive. The second level is safety which includes individuals financial security and wellbeing. The third level was belonging which focuses on the need for friendship. Esteem is the fourth level which explains the need to feel confident. Lastly, there is self-actualization which is the yearning to achieve everything that you can achieve. The theory is essential in the performance of employees since most of the managers as they can understand the meaning of the roles of employees during normal operation. When the management is dedicated in showing the values of the employees, employees they feel respected and motivated to perform even harder with less supervision (Ball, 2012).

Extrinsic motivation theory

This refers to many different behaviors that individuals exhibit. This type of behavior arises from outside a person as compared to intrinsic motivation. There are their levels of extrinsic motivation that have been proposed. Eternal regulation is the first level extrinsic motivation. This level characterizes extrinsic motivation as various individuals interpret as an action that is directly influenced by effects imposed by outside forces such as rewards, for example, approval or punishment like fine. The second level of extrinsic motivation is introjection and expounds more when the constant source of motivation has been internalized. The fears and anxiety of embarrassment now control individuals behavior as a result of this internalization that was previously influenced by the others (Ball, 2012).

Expectancy theory

This theory suggests that people choose how they behave as they consider consequences expected in regard to their individual behavior. Is simpler terms, we make a decision on what we do base on what we expect the consequences to be. For instance, in the working environment, we always work for many hours to expect salary increment. The theory is based on three elements: valance which is the value you put on the reward, instrumentality the acceptance that employees will be rewarded if they achieve set target and expectancy, the idea that your effort will lead to the anticipated goal. This is based on your dedication and work experience in your career. The major thing here is set objectives that can only be achieved and put significant efforts to make sure you fulfill them. The employees can also be rewarded in other forms but not necessarily pay rise, as individual factors including experience, personality, and abilities can have a positive impact on the performance of employees (Ball, 2012).

Intrinsic motivation

This is performing a particular action since you enjoy the activity itself. As such, intrinsic motivation is found in action itself as compared to extrinsic motivation where the action is influenced by external forces. When someone does an action with the intention of enjoying, he/she is doing this since he has been intrinsically motivated. Individuals motivation for participating in an activity arise exclusively for within but not out of the desire to gain some external rewards. The awards involve creating positive emotions in employees, and this influences the overall performance. When individuals are paid through activities rather than rewards such as prizes and claim, they feel a sense of belonging. However, it is not to say that intrinsically motivated behavior lack rewards (Ball, 2012).

References

Ball, B. (2012). A summary of motivation theories. Retrieved February, 10, 2016.