Analysis of Personal Motivational Techniques

896 words | 3 page(s)

I personally agree with my results produced from the PsyCap Assessment. I do display throughout most of my social and professional interactions, a high level of self-efficacy, resilience, hope and optimism with optimism being my weakest area. I am able to communicate on a respectable level, my respective opinions and also emotions about particular decisions and issues that affect most, significantly others and myself. I am also able to change the nature of decisions in my personal and professional life and ensure that become positive and positively influence others. I am also a firm believer that optimism should be drawn from any situation and that there will always be a viable solution that satisfies all parties involved and leads towards success and further development. Mistakes are simply a means to success and I am able to use my four strong qualities to better improve my work prospects and those of others.

There are a number of strategies that I have developed to assist in enhancing my career further and ensuring that I utilize my skills effectively. By using my current strengths, I can appropriately appeal to others and show that I am more than capable of providing a worthwhile contribution to any chosen organization. The first strategy that I have developed includes a greater role in helping others and showing to future employers that I am positive and helpful. My stressing to my current organization and showing through my work that I heavily rely on optimism, my career can be suitably enhanced and also benefited by input from others such as junior and senior managers.

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The second strategy focuses on taking a number of leadership and management courses that will assist me in engraining my optimistic and highly personable skills into leadership and management roles. This will assist me in showing to future employers that I am not only very personable and emotional but am able to convey these respective strengths as a manager or leader in any workplace. I believe that a manager and leader needs to be emotional and be able to develop an emotional yet professional relationship with their respective employees. I am capable of understanding the emotions and requirements of others as well change situations to make them more positive, but need to implement these skills into a primary management or leadership position.

Goal setting is a very effective technique for increasing motivation and subsequently improving job performance. By creating a list of short and long term goals, gradual improvements in job performance and motivation can be made. It is easy for any employee to set long term goals of success and achieving a senior manager role at a company, but these can be unachievable if they have not focused on the short term and how they intend on passing barriers to make it to these desired levels within an organization. Goals can provide a focus for an employee and give them purpose to work harder to achieve them.

They establish a set of common objectives and also an overall vision that the employee can focus on everyday. They can also be used to supplement the roles of supervisors and managers in an organization. In many instances, supervisors or managers do not provide sufficient levels of motivation and goals created by employees can fill this void and ensure that the employee continues to remain focused and inspire to succeed. In addition, employees cannot succeed without suitable aspiration levels. By setting goals, they can sustain these suitable aspiration levels and ultimately succeed in the short term as well as the long term.

Engagement as an employee and job satisfaction will positively influence job performance as they will lead towards a larger work output and ensure that the employee remains focused. By remaining engaged at work, the quality of work can be sustained and the organization can further understand that the particular employee is set on providing it with a highly suitable and extensive work output and contribution overall.

The current motivational theories under analysis include extrinsic motivation, intrinsic motivation, Maslow’s Needs Hierarchy, Acquired Needs Theory and Self-Determination Theory. Intrinsic motivation theory forces individuals to focus on their internal values and the ability to remain focused on one self and their inner qualities. It argues that job performance can be enhanced by allowing employees to not express their emotions but to remain focused on the job at hand. Extrinsic motivation theory, in contrast, focuses on encouraging people to express their emotions in order to enhance their job performance and outperform others. By relating to others, people can perform better and become motivated to remain high performing in the future. Acquired Needs theory focuses on how fulfilling the requirements of individuals, they can stay motivated and fill comforted within their job roles.

Their performance increases as employers provide further aids and support that fulfill their needs. Maslow’s Needs Hierarchy also proposes that by fulfilling internal desires and needs, people are left to be better satisfied particularly in professional roles. If organizations can appeal to the internal and inner desires of their employees, subsequent employee work output will increase substantially. Self-determination theory proposes that job performance will increase if employees are provided with the tools to remain motivated and to assist themselves in being motivated in the long-term. Motivation is key to job performance and therefore requires some suitable support mechanisms from all organizations.

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