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Motivation
The very concept that motivation is a result of the interaction between situation and individual and that it is a process that account for an individual’s intensity, direction and persistence of effort towards attaining a goal was very insightful and helpful. Before going through the reading material, we had always thought of motivation as a desire in a person to perform well or the task of a manager to get the job done.
We agree with the concept outlined in Goal setting theory as we believe that setting goals or allowing employees to participate in goal setting and then giving them constructive and appropriate feedback fosters an environment of commitment. The feeling of commitment towards the organization among its employees not only encourages the just and fair behaviour but also develops a culture of team work, self control and a more focused work force. Committed employees share and identify themselves with the organization’s mission and goal and contribute towards achieving it and do not refrain from taking up difficult tasks. Goal setting was very helpful in our past experience when dealing with underperforming employees. Setting realistic goals and reviewing the status on a regular basis helped us improve the employees’ performance drastically.
The Cognitive Evaluation theory was a new concept to us and came as a surprise. We would like to delve deeper into this concept as we are not yet completely convinced with the idea that extrinsic rewards decreases intrinsic motivation. The difference certainly could be due to the research being conducted on students and not paid workers. Expectancy theory also caught our attention and we also found it contradictory to the Cogniti ...