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Questions about Motivation – Part 3

By sealenterprises, Jul 3 2015 08:42AM

In part two of ‘questions about motivation’ we touched on what effects and influences the dawning of the high speed, super efficient and automated world might have on the motivation of the vocational human.


The degree and pace of change in the workplace environment has already meant that working regimes and practices have started to change to take effect of the motivational issues on individuals and staff. The continual expansion and increased use of the internet has allowed information and data not only to be passed back and forth more quickly, but also allowed, within reason, geographical and topographical issues that once plagued both industry and business alike to be rendered irrelevant. It does not matter where you are, so long as you can obtain Wi-Fi or access to a portal to download or upload your business, so you are in business!


The process of making decisions is now so fast we can make split second choices, faster, more accurately and with ever increasing amounts of information and opinions at our fingertips.


So, technology is allowing us to do things faster, therefore cutting the time we take to do any said task. This should afford us more spare time capacity, to do one of two things: work shorter hours or get more done for the same time input. Here lies our first conundrum. Surely we all want to go to work, get the work done as soon as possible, then get out again, or do we? Could you motivate yourself to do even more work to fill an average eight-hour day? If you could not, what else would you do? Would you possess the self-motivational capacity to do it without your colleagues around you, or a system to adhere to, or a time value framework to accomplish your task?


Other questions such as: can all those great theorists of the 20th century be so easily dismissed? Do their theories on human and vocational motivation still hold up? Can they be tweaked and tuned, to do the same purpose?


What about all the new theories that attempt to deal with motivation in the work place of the 21st century? Is it true that we are already at a stage whereby the ‘intrinsically motivated human’, one that has empowerment, vocational richness and responsibility, is happier, more efficient and productive, than their ‘extrinsically motivated’, reward and punishment orientated 20th century predecessors? The intrinsically motivated approach, states that we are only truly motivated to accomplish a task well, when we find the personal inspiration from within us, to do it. Extrinsic motivation on the other hand, requires external factors such as salary, bonuses, working conditions, environment, social interaction, along with punishment and the fear of punishment as motivation. The intrinsically motivated theory would certainly look, from the outset, to have more in common with our high speed, efficient, disposable, free time capacity world.


The provision and setting up of working environments and methods, that would address the motivational requirements and needs of the modern staff member, for the decades ahead, will require a deeper understanding and appreciation of the needs of the ‘intrinsically motivated human’. Watch words such as empowerment, autonomy, positive-social-integration, personal satisfaction and growth are going to play a far greater role in fulfilling the future, motivational needs of the workplace, in order to satisfy that natural human curiosity and need, to explore one’s personal boundaries and constant search for success!


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