Motivation Concepts Analysis
Motivation Concepts Analysis
Individuals are motivated by many factors that drive them to the need to fulfill their goals, expectations and desires. In the workplace, I have witnessed, including evaluating my own driven behaviors that acquire a driven mental philosophy, we strive to meet not only our own expectations, but also the expectation of our peers or the outside world. This way of thinking can lead to a very competitive working environment either to an agreeable or disagreeable environment. Emelander (2009) states that motivation within the workplace will rely on four distinctive motives, such as the drive to acquire and achieve expectations, drive to bond and be involved in like minded and/or desirable social groups, drive to learn and comprehend opportunities and challenges and the drive to defend yourself and that these “four drive theory is balance between and among drives so they can compliment and regulate each other”.
For this reason, I chose Sigmund Freud’s theory of Drive. I chose the theory as I have seen many depictions of driven behaviors. As we have the need to eat, breath, sleep and etc.… we live throughout life needing to progress, succeed, to rise above our expectations and desires. According to Sigmund Freud’s drive theory, the theory describes the motivation elements of driven behavior as “that all behavior was motivated and that the purpose of behavior was to serve the satisfaction of need,” along with drive mounting “as a sort of emergency warning system that action needed to be taken” (Reeve, 2009,). In this paper I will discuss how Sigmund Freud’s theory of drive would be applicable or not applicable applied in different working environments on the basis of experience.
I provide consultation with a healthcare organization in the Northwest and there are circumstances that lead to stressful and not so successful moments due to individual’s motives, intent and reasons of which drives them to either comply or not comply for the needs of the business. There is much hype within the organization to bond to specific social groups reflecting your importance inside the company, yet, I have witnessed that their peers drive individuals as they share similar interest, behaviors, principles and other aspects of life. Our surroundings in the work place drive the need to feel a part of something, the feeling that your attributes are important and dependent on for success. Emelander (2009) says that the “drive to bond leads to interactions of healthy support among work teams, if supported with team-based rewards and professional goals” and “while the drive to bond is directed towards persons, the drive to learn relates mostly to work activities.” The bonding effect is not so promising within the workplace; therefore, there is unbalance and hostility.
The need to acquire status, acknowledgment, power and status is very high in this workplace. Individuals spend an extensive time competition with one another and by creating and relinquishing this disturbing behavior in the workplace, there are numerous occasions where business decisions are not allocated, there is a break in communication and the effectiveness of completion of projects are undesirable. Status is displayed as an importance by the car you drive, the home you live in, the bigger the office and freedom that comes from working hard specifically to weep the benefits by gaining a bigger check. Therefore, this leaves other being drawn to desire that lifestyle an image and work harder and adapting to motives to climb the ladder no matter the backs you step on. Hence, to receive that drive which also includes “physical objects and wealth, relating to gathering the necessities for survival and social relationships, concerning the acquisitions of status, accomplishments and power” (Emelander, 2009).
While, they struggle with the wrong side of drive in some cases, they do implement opportunities to learn and create some type of bonding relationships. The organizations is rapidly growing and their perspective is: to utilize the staff they have, provide them training, education opportunities and promotion opportunities based on their knowledge or aggressive to learn, comprehend what you’ve learned and apply. While this opportunity exist, I have overheard and seen the reluctantly to grasp opportunities to avoid riding the wagon of destruction due to destructive competition in the workplace.
Drive can be a good attribute or element within ourselves and can be very powerful, yet, if it’s not appropriately balanced with other components to offset destructive behaviors, we can only continue to see companies discusses for this example to rise and have major behavioral and moral conflict. It can be damaging “when one drive dominates, leading to unbalanced personal and organization outcomes” and can “lead to destructive competition, and over-stimulate of the drive to defend to paranoia” (Emelander, 2009).
Nonetheless, I have worked with organizations, where the drive motives were balanced and individuals held healthier relationships. There was a high drive to obtain higher paid positions so that you can obtain more money to spend on items to reflect your status, yet it was displayed as the main factor of shoving a foot in the door. The competition was moderate and due to the working environment, only a few individuals wanted to enter into new realms of status, as other employees worked hard as they enjoyed the bonuses due to their performance. I’ve noticed, some people have the driven within themselves to do just exemplary work because it is a part of them; it is who they are. They enjoy working in teams, can fit in any social class simply due to what they show and mirror.
I work part-time at my mother’s café on the weekends and the making and living my mother’s dream is not written by drive per se. Though, I believe that drive is an element in every theory in one fashion or another. There is no need to desire certain status groups, as we cater to all status groups, all demographical areas as we want to share an experience, but one that provides a relaxing, warming and spiritual atmosphere. In this place, it does not matter what car you or I drive, what social group you and I belong to or reasons to defend.
I believe that the café functions are more towards the achievement theory, which in some cases can be assumed to be a driven theory. Our pleasure is the heart of our brain. We want to provide an atmosphere where people can be a part of a family of spiritual values and though our beliefs may be different from many others, this is still the place to come and express you freely. The fear to fail is what we cause us to thrive or increase our anxiety to regroup and execute to be better. So in terms, drive is not the only factor.
Drive is a contributor trigger motivation. Drive can be either healthy or unhealthy. In my three experience and many others, I’ve witness how drive can be either destructive or successful. I learned as well that drive rest alive in many theories available. We are driven to act according to fulfilling our needs and wants. However, it is based on how you motivate yourself because if you cannot motivate yourself how else are you going to succeed or even motivate others around.
Emelander, S. (2009) The Four Drive Theory in the Workplace. Retrieved from http://www.articlesbase.com/human-resources-articles/the-four-drive-theory-in-the-workplace-1650121.html
Reeve, J. (2009) Understanding motivation and emotions. Week One supplements. Retrieved from University of Phoenix, PSY320-Human Motivation.
University/College: University of Arkansas System
Type of paper: Thesis/Dissertation Chapter
Date: 20 September 2016
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