HR Reflection
Part 1 - Motivation:
Definition: One of the simplest definition of motivation can be stated as the “the reasons underlying behavior” (Guay et al., 2010, p. 712). However, suggesting Broussrd and Garrison’s (2004, p 106) definition, motivation is referred as “the attribute that moves us to do or not to do something”. As explained briefly by Ryan and Deci (2000), to be motivated means to be inclined and moved to do something. An individual that feels motivated is described as someone who is energized or activated towards an end. Conversely, an unmotivated person is the one that feels no impetus or inspiration. Most theorists reflect motivation as a unitary construct that ranges from very little motivation to a great deal. However, brief thought suggests that motivation is hardly a unitary phenomenon. Individuals not only have different levels of motivation (i.e. how much motivation), but also the orientation of motivation i.e. goals that give rise to actions (Ryan and Deci, 2000).
Intrinsic and Extrinsic Motivation: Ryan and Deci (2000; p 55) explained the difference between two broad categories of motivation as “… intrinsic motivation, which refers to doing something because it is inherently interesting or enjoyable, and extrinsic motivation, which refers to doing something because it leads to a separable outcome”. Covingtion (2000) has created the distinction and suggests that individuals are extrinsically motivated to act when they expect some kind of tangible payoff such as recognition, appreciation etc. The rewards are referred to as extrinsic as they are unrelated to the action i.e. the action becomes means to an end. By contrast, individuals are intrinsically motivated when they are engaged in activities for their own sake i.e. rewards and reinforcement lies in the actions itself.
Theories of Motivation
Maslow’s Hierarchy Theory: Maslow (1954) theorized that motivation is a complex phenomenon and that individuals are motivated by a set of needs. Maslow
Definition: One of the simplest definition of motivation can be stated as the “the reasons underlying behavior” (Guay et al., 2010, p. 712). However, suggesting Broussrd and Garrison’s (2004, p 106) definition, motivation is referred as “the attribute that moves us to do or not to do something”. As explained briefly by Ryan and Deci (2000), to be motivated means to be inclined and moved to do something. An individual that feels motivated is described as someone who is energized or activated towards an end. Conversely, an unmotivated person is the one that feels no impetus or inspiration. Most theorists reflect motivation as a unitary construct that ranges from very little motivation to a great deal. However, brief thought suggests that motivation is hardly a unitary phenomenon. Individuals not only have different levels of motivation (i.e. how much motivation), but also the orientation of motivation i.e. goals that give rise to actions (Ryan and Deci, 2000).
Intrinsic and Extrinsic Motivation: Ryan and Deci (2000; p 55) explained the difference between two broad categories of motivation as “… intrinsic motivation, which refers to doing something because it is inherently interesting or enjoyable, and extrinsic motivation, which refers to doing something because it leads to a separable outcome”. Covingtion (2000) has created the distinction and suggests that individuals are extrinsically motivated to act when they expect some kind of tangible payoff such as recognition, appreciation etc. The rewards are referred to as extrinsic as they are unrelated to the action i.e. the action becomes means to an end. By contrast, individuals are intrinsically motivated when they are engaged in activities for their own sake i.e. rewards and reinforcement lies in the actions itself.
Theories of Motivation
Maslow’s Hierarchy Theory: Maslow (1954) theorized that motivation is a complex phenomenon and that individuals are motivated by a set of needs. Maslow
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