The term motivation helps us to explain and understand the variation of responses to different individual or group behaviors.
So we can say that the internal and external forces that drive a person to perform a task and direct their behavior is known as MOTIVATION. This is obtained by some internal and external factors, which are listed below:
External Factors of Motivation
- Socio-cultural environment Environment Background of life and previous conditions or experiences Impulse status: here we have those of approach and those of avoidance
Internal Factors of Motivation
- Internal needs Essential needs Conservation needs Cognitions: beliefs, expectations and self-concept Emotions
In his book Motivation and Emotion (2010), Marshall explains that behaviors are the result of the influence of internal and external factors and that they impact both learning and behavior of an individual.
These factors determine the behavior and degree of involvement of people, and if we talk about the same factor, each individual can respond in a totally different way. For example, when it comes to approach and avoidance impulses, one person in a library will be invited to open some books and another will avoid doing so.
Adriana Marcovich (2016), comments that there are some recommended actions to generate motivation in a person. In a work environment, the head or person in charge of the area will then be responsible for carrying out said actions: Attend to certain stimuli to IMPACT the person and modify their behavior.
- Carry out an INTERVENTION, taking into consideration that the brain remembers the beginnings, the endings, the exceptions or the very emotional situations. In this sense, it will be necessary to determine what it is that you want the person to remember to feel motivated Help employees to DISCOVER the reason for their motivations Sign a COMMITMENT to encourage and define an action plan In order to POTENTIALIZE their commitment, it will be necessary to have assertive communication, feedback and comment on those opportunities for improvement that are observed during their performance. Finally, TRANSMITTING trust and respect will be a determining factor in the behavior of employees.
These actions directly affect the emotions of the employees that result in an improvement in motivation and this can generate positive changes.
Some theories about motivation speak of the existence of three dimensions that originate the activation and direction of a motivated behavior (Palmero, 2008): biological, learning and cognitive. Other authors involve emotions as an important factor to motivate people, depending on their mood, the person will feel more or less motivated. It is said then that when a person is motivated, the task they perform is usually rewarding and meaningful.
It is suggested that a succession of favorable emotions should be triggered to learn to generate positive changes in behavior.
These theories try to give an explanation to everything we do and why we do it. Within the concepts that are handled in them, the Intrinsic Motivation is distinguished, which is that which is linked to feelings of autonomy, competence, efficiency and affinity. In a work group this type of motivation is usually a determining factor for the team to achieve the requested goal. Here the person performs various tasks because they want to and enjoy them.
Extrinsic Motivation is affected by environmental factors or stimuli (work environment), the social context or impulses of approach or avoidance. It is important to create a good work environment to avoid avoidance impulses. In this part, the person may be forced to perform a task because they have to or to avoid negative consequences (losing their job, traffic tickets, penalties).
In Víctor Vroom's expectation theory, it is established that people's motivation to do something is determined by the value of the result, multiplied by the certainty that their efforts will help to achieve the goal or objectives. Examples include receiving a promotion at work, an increase in your income, a decrease in your working day, obtaining a day off or as simple as leaving your work early. As long as the person is convinced of the value that this goal represents, they will feel motivated to do it.
It is then said that there is a positive correlation between effort and performance.
In the theory of self-determination, 3 basic needs are established:
- Relationships: Feeling connected and feeling of belonging. Establish connections with society, with your work team and your family. Competences: Establish the skills that each person has to complete a task, in addition to determining those that need to be developed to improve their performance. Autonomy: Personal mission, self-approval and being congruent with their beliefs and values.
On the other hand, another theory says that a person can receive information that acts in different systems such as cognitive, emotional and physiological, then a series of steps are generated that are processed in our brain so that a person feels motivated or not. First, an evaluation of the relevance of the event is made, it is determined how pleasant it is, an assessment of the implications and consequences is established, the ways to favorably resolve the situation are reviewed and finally the compatibility of the internal rules (values, moral, desire) and external (cultural aspects). All this generates a complex web of interdependencies in the face of different events, for example, when an employee is offered a promotion that entails a salary increase, but it is in a different city.
It is then that emotions play an important role in feeling motivated or not to carry out a task. In the end, the person will feel motivated if they find meaning in it and will feel responsible for their own learning and behavior change.
In conclusion, motivation varies between different people. Although we can all share the same motivations, such as what motivates you to survive, to feel good and happy, but the motivating factors vary from person to person. What motivates one person does not motivate another.
It becomes clear that it is not easy to infer what motivates people, it is necessary to be a good observer, know the background of the person, be aware of their behavior and pay special attention to the information they give about themselves.
Finally, motivation encourages adaptation to change, influences behavior, and reveals what people want.
Bibliographic references:
- Marshall, J. (2010), Motivation and emotion, Mc Graw Hill, Mexico, http://www.academia.edu/28436051/Motivacion_y_Emocion_John_Marshall_Reeve_es_scribd_com Palomero, F. (2008), Motivation and emotion, Mc Graw Hill, MadridRonin Owl, (2016), Motivation: What moves us, and why? (Self-Determination Theory), Retrieved from: https://www.youtube.com/watch?v=pQX_YRu744I Marcovich, A. (2016), Conference: Motivation in the classroom –reflections from neurosciences, Retrieved from:
https://asociacioneducar.com/conferencia–reflexiones–motivacion
