Motivation Concepts Table and Analysis

Motivation Concepts Table and Analysis

According to MacInnis (2003) "People are a company's most valuable resource" (p. 10). The use of motivational concepts in the workplace can have a direct effect on the success of the business, the employers, and the employees. Motivation in the workplace is a tool to improve productivity and satisfaction, build confidence, and challenge workers (Reeve, 2009). Workplace motivation lines the behavior and actions of individuals resulting in positive outcomes. Of the many responsibilities of the manager, motivational techniques are an important component to create and maintain a work environment that meets the needs of the individuals. Success within the organization is largely dependent upon the manager's ability to understand motivation and apply to the individuals. For purposes of this analysis I selected Albert Bandura's self-efficacy theory and how this theory is and is not acceptable in a workplace situation. The analysis will assess the need to develop and create a motivational technique in today's work environment, the resulting effects of not meeting the motivational challenges, and how motivation affects personal behavior and productivity.

Albert Bandura's mini-theory of self-efficacy is based on the impact from the psychological state to behavior motivation. Perceived self-efficacy is the individual's belief about his or her capabilities to product effects (Bandura, 1994). One workplace situation that self-efficacy would play a prominent role is the implementation of an organizational change. The change would impact the individual's self-efficacy on two levels. If the believed perception of the individual is to accept the challenge, meet the tasks with confidence, and use his or her skills for an effective performance. In this situation of organizational change the opposite side of self-efficacy can immerge in behavior where the individual has self-doubt and may not exhibit the necessary self-confidence. This can result in the individual's inability to accept change, meet the challenge, and lose confidence in his or her abilities to perform. Doubting his or her capabilities can have a negative effect on the success of the individual.

Another workplace situation in which self-efficacy can have a position or negative impact on an individual is during an interview. When a person accepts an interview for a new job, the individual should prepare themselves by highlighting his or her knowledge and skills, do research to familiarize him or herself with the business, and should the self-confidence that he or she is prepared to meet the challenges offered. The individual who is prepared for the interview by doing his or her homework prior to the interview will have met the efficacy expectation through action and the outcome expectation through control (Reeve, 2009). For the individual not prepared for the interview, doubt will rear its ugly head and create doubt in the individual's ability to meet the expectation of the company during the interviewing process. The individual will be stressed and even though the person is skilled and can meet the challenge, not being prepared to discuss effectively

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