Using Strengths to Increase Motivation

            Why I agree with my results on my level of PsyCap is because I feel more confident when representing my job and its activities.  I make it possible setting the goals in all the activities and contributing to my skills as an employee.  These results have been determined by my high scores in the psycap such as having positive results in the organization, good commitment of staff, wanted behaviors from the employees and their measures of the performance are some of the results that I have made in my self-assessment. 

            My strategies to develop my career in my organization so as to help me move ahead is by being actual on the strengths and interests.  When I look at the people who should increase and develop in my career, I look at the persons with self-knowledge on their strength and passion.  Most of the successful people in any organization have always developed their passion for them to succeed.  When I apply my strengths and interests in my work, my ability is limitless.  Once I clarify my strengths I have the way to successfully reach my goals.  Another strategy is that I am always eager to learn and share my skills.  This is due to the fact that many companies and organizations are changing and invading in new ideas thus they need employees who can not only learn but also share their skills (Luthans, Youssef & Avolio, 2015).

            Those who are eager to share their knowledge with others so as to gain new information earn priceless development to the organization. I also have the plan of building and increasing relationship.  This is one of the greatest skills that one can provide for the company as currently, those who do not collaborate with others are seen as poor leaders.  For those who stay isolated in any organization face failure and should be aware that the current market is becoming competitive, thus the plentiful resource of any market is people.  I should be also ready to change.  This is a strategy that all companies are focusing on.  Those employees who do not want change do not want the best of the company whereas those to tolerate and wait for change are embraced afterwards.   The business people should be aware that change is permanent in any organization, thus one should be comfortable by change keeping them uncomfortable (Luthans, Youssef & Avolio, 2015). 

            Goal settings can be used to up surge motivation and improve the job performance in many ways.  If one has their life goals, the goals are needed to advance the life performance in that a person may wish to sustain the motivational knowledge at all times.  For instance, my goal is to keep my career in my organization moving forward, thus I need to increase or have the motivation so as to meet the goals.  One of the vital needs that can help me in advancing on my performance on my career is having the beneficial motivation in accomplishing my duties.   One may use their goal setting so as to improve their motivation in life but the advancing of job performance is diverse and needs to be done (Nelson & Quick, 2014).

            Some mangers want to satisfy the needs of their employees so that they become content with the pay and their flexibility level.  These factors affect the gratification of the employee.  An employee who is committed is the one that is deeply engaged and invested to their work.  The factors that influence the involving of the employee are different from those that apply to their gratification.  The satisfaction of the employee is the basis on which the employee involvement develops and succeeds.  It is clear that the satisfaction of the employee is the less possible entry fee to be mat for the employee to be fully involved. As on our case here, the engagement of the manager has a huge benefit to the organization, this is because there are all the environmental skills that we have and surround us (Nelson & Quick, 2014).

            Intrinsic motivation theory improves the job performance in the organization as it is a cheaper and a better way that motivates the employees. This motivation is derived from inside the person in that it is a sense of success, responsibility, job gratification and ownership are some of the things that makes an employee feel  that their job performance is making a huge change in their lives as well as the organization itself.  The best way to show the king of motivation is saying thank you which is the best way of appreciating the employees and this improves their long term effect on the employee motivation that giving a cheap token that is later forgotten. The motivation increases the employee’s morale and leads to the organization’s increased productivity.  This means that intrinsic motivation does not cost money (Van et. all, 2012).

            Expectancy theory is one of the motivational theories that suppose that a person should act or behave in a certain way due to the fact that they are motivated on the results that they expect as an outcome of that behavior.  The motivation on the employee’s manners is determined by the outcome of it.  This theory is based on the mental condition such as choice and it explains the process that a person undergoes for them to make the decisions.  This theory highlights the needs of an organization to link rewards directly to the performance and to make sure that the rewards given are those wanted by those given (Van et. all, 2012). 

            Equity theory is a factor that improves the job performance in that it determines whether there is a fair distribution of resources to both the relation of the organizational partners.  Equity is assessed by comparing the rates of the cost contribution benefits for every person. The theory explains that employees seek to sustain equality between the inputs that they bring into the organization and the results that they get from it against the apparent inputs and outcomes of other partners.    People value equity that makes them remain motivated and keeps fairness sustained in their connections within the organization of their co- workers and the organization.  Equity in any organization in the workplace is due to the rate of input on the outcomes which means that inputs are the aids that are made by the employees for the organization (Van et. all, 2012). 

            Self-determination is a motivational theory that deals with the positive feeling and the ways that encourage person’s strengths in that it makes the performance of job positive as people works in positive emotions.  The basis of the self-determination has wide behaviors that make the individuals understand practices and the models that improves and lessens the need of gratification and the full performance of the work that is from it (Van et. all, 2012). 

            The acquired needs motivational theory shows the leaders of the organization how to make change in a change based enterprise. The theory explains that requirements are formed within time based on our experiences.  These needs may affect the performance of the organization more successfully than others and thus affecting our manners in the job performance such as the achievement and power.  The theory states that the people with a strong desire for achievement make the best leaders if they increase the skills that are important to get the best outcome from their partners (Van et. all, 2012). 

 

 

 

 

 

 

Reference

Luthans, F., Youssef, C. M., & Avolio, B. J. (2015). Psychological capital and beyond.

Nelson, D. L., & Quick, J. C. (2014). ORGB 4.

Van, T. D. M., Moseley, J. L., Designer, J. C., Van, T. D. M., & Van, T. D. M. (2012). Fundamentals of performance improvement: Optimizing results through people, process, and organizations: interventions, performance support tools, case studies. San Francisco, CA: Pfeiffer, a Wiley imprint.