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Motivation is a set of process that moves a person towards a goal. It influences productivity of potential performance. Since it influences the individual’s productivity, managers need to understand what makes employees reach peak performance.
Internal needs and drives create tensions that are affected by one’s environment. The presence of goals and awareness of incentives to satisfy one’s needs are also powerful motivational factors leading to release of effort. If performance is good, rewards will be distributed. If those rewards are appropriate in nature, timing, and distribution, the individual’s original needs and drives are satisfied. If new needs may emerge, the cycle will begin again.
People tend to develop certain motivational drives as a product of the cultural environment in which they live, and these drives affect the way people view their lives. David McLelland of Harvard University generated a research in these patterns of motivation. He developed a classification scheme highlighting three of the more dominant drives and pointed out their significance to motivation. McLelland’s research focused on the drives for achievement, affiliation, and power. An addition to these three is the competence drive, which is an important factor in current attempts to attain high-quality products and services.
• Achievement Motivation
It is a drive to accomplish objectives and get ahead. Accomplishment is seen as primarily for its own sake, not just for the rewards that accompany it. Achievement-oriented employee work harder when they receive personal credit for their efforts, when there is only moderate failure, and when they rec ...