Shah and Shah’s (n.d.) article on motivation discusses the definition, process, types, and theories of motivation in a very clear and understanding way. If all academic articles and journals were written in this fashion, students would better understand concepts, ideas, and theories overall. Specifically Shah and Shah list 15 different theories. Some of the theories adopt another, but include additional ideas to an original theory already studied. Simply stated, from a personal perspective, motivation is that which drives us to do the things we do, or what makes us determined to do what we either want or need to do.
Most of what the author presented are theories which I do not disagree with, but rather agree that there are many various factors motivating humans based on different wants and needs. The most significant concept I gained from this article is the idea that everyone is motivated in different ways, and no one factor, money for example, can motivate 100% of people 100% of the time.
The types of motivation I subscribe to are achievement, affiliation, and competence. When it comes to my efforts in graduate school, I am motivated by achievement. “Here accomplishment is important for its own sake and not for the rewards that accompany it” (Shah and Shah, n.d., p. 4). As my blog is titled, although not terribly creative I admit, “To Attain a Grad Degree,” sums up my scholarly motivation. The pay-off for me at the end is the feeling that I accomplished something new and significant.
Affiliation motivation and competence motivation are the approaches to my career. “Competence motivated people seek job mastery, take pride in developing and using their problem-solving skills and strive to be creative when confronted with obstacles. They learn from their experience” (Shah and Shah, n.d., p. 4). If ever there were an idea that defined my current job, this would be it. For example, I often receive backward compliments from Harvard and Yale scholars who can be frustrated that I perform as well as I do for them without having their high-end degrees. From this example, I am constantly reminded that I have honed my craft based on many years of experience in a field chosen at the young age of 19. Combined with the competence motivation that drives me is another type of motivation known as affiliation motivation. Believe it or not, these legal scholars I work with can give proper compliments and, given their social status, a compliment from these individuals can and does motivate me in a different way. I often feel proud that I have worked to the potential of the lawyers that I work for and that feeling drives me to continue doing the best I can.
If I fully understand each of the 15 theories of motivation listed in this article, I believe the theory that most applies to my current work setting is Vroom’s Valence x Expectancy theory which is commonly known as expectancy theory. Vroom’s theory focuses on three things: “Efforts and performance relationship, performance and reward relationship, and rewards and personal goal relationship” (Shah and Shah, n.d., p. 11). What is the outcome of an action? How attractive is that outcome to me? These questions are a few thoughts considered in Vroom’s theory. In my case, the outcome is client satisfaction with the law firm. Furthermore, as a contributor, I know that when the client is happy I am more likely to be praised which, in turn, motivates me to perform better. Performing well leads to better performance evaluations and commonly leads to a salary increase. In the firm I work for, better performance evaluations also lead to better work assignments, bigger cases, higher profile clients, and different lawyers to work for.
If I were an unmotivated worker, firm managers would do well to employ Herzberg’s Two Factor Theory and examine the degree to which hygiene factors and motivator factors are being addressed within the firm (tutor2u, 2007). If hygiene factors such as policies, wages, supervision and working conditions are not being met, employees are not likely to find satisfaction in their work place. If motivator factors such as opportunity for advancement, recognition, and challenging work are not provided by the employer, employees are not going to invest anything above average interest in their jobs (tutor2u).
Salary increases are a big motivation professionally, but the additional considerations that come with good evaluations add to my personal goals of being trusted with additional responsibility. Excellent performance fulfills my competence motivation which, in turn, drives me to do what I do at work and keeps me fulfilled personally.
References
Shah, K. & Shah, P. (n.d.) Motivation. Retrieved July 10, 2007, from
http://www.laynetworks.com/Motivation.html
tutor2u. (2007). Motivation in theory - Herzberg two factor theory. Retrieved June 4, 2007 from
http://www.tutor2u.net/business/people/motivation_theory_herzberg.asp
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