Using Theories of Motivation

Recently we had an interesting discussion in the team. After having reviewed Daniel Pink’s 2009 TED Talk on The Puzzle of Motivation, and economist Dan Ariely’s 2005 paper, Large Stakes and Big Mistakes, we discussed if it is possible that an employee is unmotivated despite being empowered for the three factors of intrinsic motivation: Autonomy, Mastery, and Purpose.

My personal feeling is that it is simplistic to analyze an employee’s motivation at the workplace based on these three factors of intrinsic motivation alone. For example, the employee might have autonomy within their team, but the team itself may not be empowered for autonomy by the organization. Second, even if the employee has mastery in their area of work, they might have conflicting masteries making rival claims on their motivation. Lastly, purpose may not always equate to motivation, for e.g: the employee may be a good performer because he is afraid to lose his job as he is the only earning member of his family. But this does not prove he is motivated.

Read the full story by

Tags:

RELATED READS
Stop with the Content Already! LMC Innovation Model
We are updating our Privacy Policy, so please make sure you take a minute to review it. As of May 25, 2018 your continued use of our services will be subject to this new Privacy Policy.
Review Privacy Policy OK