Motivation Concepts Analysis Paper

Motivation addresses the issues concerning the reason people do what they do. Motivational theories relate to the reasons, other than capability, that some individuals perform at a higher level than others. The purpose of this paper is to describe how achievement motivation theory would and would not be applicable if applied to two or more workplace situations drawn from personal experience.

Motivation is defined asa driving force or forces responsible for the initiation, persistence, direction, and vigor of goal-directed behavior. It includes the biological drives such as hunger, thirst, sex, and self-preservation, and also social forms of motivation such as need for achievement and need for affiliation (A Dictionary of Psychology, 2009).

Achievement motivation theory is a theory that creates a relationship connecting individual attributes, social environments, and achievement. One who possesses a strong need to achieve has a propensity to demonstrate characteristics which may include:•Considering the task as more significant than relationships• Possess an inclination to accept assignments over which they have power and accountability•A need to be personally identified with the successful conclusion of their accomplishment•Search for tasks with adequate complexity to be significantly challenging in order to exhibit capability and achieve respect from peers; at the same time are adequately simple to allow for successful accomplishment•Evade, at all costs, the possibility and consequence of failure•Anticipate positive feedback on accomplishments to make certain success is acknowledged•Seek availabilities for advancement (Encyclopedia.com, 2006).

Achievement motivation 's foundation is focused on the principles of intrinsic and extrinsic motivation. Intrinsic motivation is an individual 's inclination to perform as a result of internal factors, for example, a need to seek usefulness or to seek self-actualization. Extrinsic motivation is an individual 's inclination to perform as a result of external factors such as rewards and punishments. The assurance of rewards such as a bonus for the completion of expected performance is an apparent example of extrinsic motivation (Encyclopedia.com, 2006).

Workplace Situation # 1My place of employment for nearly 6½ years is the Church of God Children 's Home of NC; a residential group home for privately and Department of Social Services (DSS) placed children at risk. The Children 's Home is licensed for 59 children ages four to 21, with a current population of 17children. I was first employed with the Children 's Home in 1998 and left to pastor in 2003. An opportunity to return to the Children 's Home as a Case Manager was presented in 2008. In January of 2009 I was reassigned as Accreditation and Public Relations Coordinator/Computer Tech/Newsletter Publisher/Website Manager.

The administrative staff of the Children 's Home consists of the Executive Director, Assistant Director, Accreditation Coordinator, and two Case Managers. The accreditation Coordinator reports directly to the Executive Director while the Case Managers report to the Assistant Director. The first application of achievement motivation is applicable to the Case Managers.

How Achievement Motivation Would be ApplicableThe job requirements of the Case Managers include managing care for the children in residence, assigned to his or her case load. In addition, Case Manager are to serve as liaison between the children, the Children 's Home, and DSS. One Case Manager also serves as liaison to the community and includes scheduling Christmas parties, NASCAR events which includes biannual NASCAR races in addition to other related activities involving the community. The second Case Manager, in addition to his required duties, serves as on-campus activities coordinator.

Achievement Motivation Theory is applicable to the Case Managers due to the characteristics of the Case Managers. One of the characteristics of the Achievement Motivation Theory identifies is individuals possess an inclination for assignments over which they have power. Included in the job description of the Case Manager is the authority to make decisions concerning acceptance or rejection of DSS or private child placement requests. Often decisions to reject child placement is based upon incomplete data and a few negative events in the child 's history.

The need to be personally identified with successful conclusion of his or her accomplishment is a definite motivator for the Case Manager. Both Case Managers take obvious ownership of his or her success. The Case Manager ensures the recognition of his or her success by public announcement of success.

How Achievement Motivation Would not be ApplicableAn additional characteristic of Achievement Motivation Theory is the search for tasks with adequate complexity to be significantly challenging in order to exhibit capability and achieve respect from peers; at the same time adequately simple to allow for accomplishment. The Case Managers refuse to be involved with tasks which present any degree of difficulty and or challenge. In addition, because Case Managers are not qualified for advancement, the Achievement motivation Theory would not be applicable to the Case Managers. While the Case Managers embrace the power his or her position affords, they resist and often reject accountability for unsuccessful results.

Workplace Situation # 2The second workplace situation involves the child care parents at the Children 's Home. The Children 's Home operates with five cottages, one of which is closed for renovations. Tow cottages provide housing for male residents while two provide housing for female residents. Two of the cottages employ married couples and the remaining cottages employ single women.

How Achievement Motivation Would be ApplicableAchievement Motivation Theory would be applicable as it relates to the inclination to accept assignments over which they have power and accountability. Each of the child care providers embrace the power of operating their individual cottage including the related accountability. Child care providers have the authority to make decisions relating to the care and provisions for the children in his or her care. Child care providers choose the church the children will attend. The child care provider also schedules entertainment and recreational activities for the children. In addition, child care providers ensure children are adequately prepared for attending class at the public school. This includes ensuring children have appropriate school supplies and clothing, and providing assistance with homework and special assignment.

Child care providers have a need to be personally identified with successful conclusions of his or her accomplishment. When child care providers assemble for corporate training, staff meetings, or campus-wide events, they covet the accolades for their success.

On occasion, child care providers will volunteer to provide care for a resident who present exceptionally challenging behavioral issues. This identifies the child care provider with the Achievement Motivation Theory characteristic which searches for tasks with adequate complexity to be significantly challenging in order to exhibit capability and achieves respect from peers; at the same time are adequately simple to allow for successful accomplishment.

How Achievement Motivation Would not be ApplicableAchievement Motivation Theory would not be applicable to child care providers because of the characteristic that states that the tasks are more significant than the relationships. The position of the child care provider is all about relationships. Child care providers must build relationships with each of the children in his or her care. In addition, Achievement Motivation Theory would not be applicable to child care providers because the theory suggests they evade the possibility and consequence of failure. Child care providers are aware of the risk of failure to provide the special care a resident may require. The Children 's Home is a level one facility which means that only low maintenance children are to be placed. However, occasionally, level two and three children are placed who require special attention. These children may provide challenges child care providers are inadequately trained to provide specialized care. Nevertheless, child care providers will often accept the challenge realizing the possibility of failure.

ConclusionAchievement Motivation Theory is found to be useful in a plethora of workplace environments and is widely accepted and popular in a number of settings. However, the theory 's applications are not appropriate for every setting, although this theory provides acceptable motivation in practical settings.

ReferencesA Dictionary of Psychology (2009). Edited by Andrew M. Colman. Oxford University Press. Oxford Reference Online. Oxford University Press. Apollo Group. Retrieved August 7, 2009 from: http://www.oxfordreference.com/views/ENTRY.html?subview=Main&entry=t87.e5239Encyclopedia.com: (2006). Achievement motivation theory. A Dictionary of Business and Management. Retrieved August 09, 2009 from http://www.encyclopedia.com/doc/1O18-achievementmotivationthry.html

References: Dictionary of Psychology (2009). Edited by Andrew M. Colman. Oxford University Press. Oxford Reference Online. Oxford University Press. Apollo Group. Retrieved August 7, 2009 from: http://www.oxfordreference.com/views/ENTRY.html?subview=Main&entry=t87.e5239Encyclopedia.com: (2006). Achievement motivation theory. A Dictionary of Business and Management. Retrieved August 09, 2009 from http://www.encyclopedia.com/doc/1O18-achievementmotivationthry.html