The Effectiveness of Motivation Theory

Running head: Motivation Theories: A Literature Review

Motivation Theories: A Literature Review

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Motivation Theories: A Literature Review Motivation is an important concept for managers to understand. Motivation affects direction, intensity and duration (Locke & Gary, 2004). High task motivation has been found to correlate with high firm growth (Miner, Smith, et. al., 1989). Berman and Miner (1985) studied CEOs, COOs, executive VPs and group VPs and found that those “who reached the highest levels of large business firms [had] higher motivation to manage than individuals with less achievement” (377-391). There are many things that affect motivation, such as personal preferences, job satisfaction and organizational factors (Wherry & South, 1977). According to Locke and Gary (2004), most people are in situations; particularly work related ones, due to their own personal choices. Latham and Pinder (2005) found that “goal-setting, social cognitive and organization justice theories are the three most important approaches to work motivation to appear in the last 30 years” (485). Self-efficacy significantly impacts motivation. Lindner (1998) also supports this. Wabba (1974) discusses behavioral choices and motivation.
Personal faith also plays a role in motivation. I Corinthians 10:31 states, “Whether, then, you eat or drink or whatever you do, do all to the glory of God” (NASB). The Bible consistently gives examples of those motivated by their belief and faith in God. When Peter and the disciples were threatened with imprisonment for spreading the gospel, Peter responded with “we must obey God rather than men” (Acts 5:29, NASB). Their desire to follow God overshadowed concern for physical or earthly consequences. Dysfunctional thinking also can affect motivation (Locke & Gary, 2004). Dysfunctional thinking is basically

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