Motivation and its Importance
Motivation pertains creating an exceptional level of enthusiasm to achieve organizational goals. It involves meeting an individual employee's needs. Motivated employees work towards the set goals and objectives with a high sense of commitment and diligence. As such, various theories have been propounded in an attempt to interrogate the concept of motivation deeply. Such theories have been classified into two: need-based and process motivation theories. Therefore, this paper based on these theories to discuss my dominant motivation patterns, their impact on my work assignments and career paths as well as the motivational pattern of others, both those that are compatible with mine and those that are not.
My Dominant Motivation Patterns
My dominant motivation patterns include gaining individual rewards, working towards self-actualization, striving for societal good and attaining team goals. Both tangible and intangible rewards motivate me and always keep me active and dedicated to the task at hand. Compensation, for instance, is an example of tangible individual reward. On the other hand, intangible rewards such as praises and additional or new duties raise my sense of self-worth and confidence. A progressive society fascinates me. As such, working for the better good of society makes me highly motivated especially to contribute to the eradication of poverty. I trust this is one amongst many ways of meeting human social needs such as shelter, food, and clothes. Thus, I believe this is in tandem with need-based motivation theory, specifically Maslow’s Hierarchy of Needs which is based on a simple premise that human beings have needs that are ranked hierarchically and that these needs motivate them (Bögenhold 23). The desire to continually acquire new skills and reach self-actualization particularly motivates me to venture into various businesses as well as handle varied responsibilities. Finally, the need to make it possible to achieve team goals further motivates me always to remain true to the course and be a productive member of the team.
Impact of Motivation on Work Assignments and Career Paths
According to Smith (1994), employers mainly motivate their employees for survival purposes. Motivation has significant impacts on every organization. Motivated employees play a crucial role in ensuring that organizations achieve their set goals and objectives (Arnold and Schoonman 167). As such, there is a direct link between motivation and success of a firm. The dominant motivational patterns discussed above have a significant bearing on my work assignments and career path. They make me remain committed while performing my work assignments.
Further, they contribute significantly to the achievement of my ambitions such as personal targets regarding my work. Moreover, I continuously grow career-wise as I try to attain self-actualization. Generally, they are the bedrock of my work success and excellent career growth.
Comparison of Dominant Motivational Patterns with Others
The dominant motivational pattern in others that is most compatible with mine is competence, affiliation, and attitude motivation. These motivational patterns similarly result in excellent work performance and prosperous career development. On the contrary, power motivation in others, particularly the desire for personal power, is the most incompatible motivational pattern with mine. Such motivation contributes to power wrangles. Power-hungry individuals can do anything to attain their goal of taking control of an organization in question.
Conclusion
In conclusion, motivation remains a crucial aspect of good performance. It is imperative to note that a motivated person is likely to achieve their set goals and objectives as compared to the unmotivated ones. Various theories of motivation explain the concept of motivation and its role succinctly. In essence, multiple needs and processes lead to motivation. Gaining individual rewards, working towards self-actualization, striving for societal good, and attaining team goals are my greatest motivational patterns. Their contribution to my work assignment and career remains invaluable.
Works Cited
Arnold, J., & Schoonman, W. (n.d.). Maintaining and Enhancing Motivation as a Contribution to Organizational Effectiveness. Organizational Effectiveness, 159-180.
Bögenhold, D. (n.d.). Maslow's Hierarchy of Needs. Encyclopedia of Business in Today's World.
