Motivation is used around the world in various situations, most commonly, in the business sector. It is considered an important part of business culture, a part that is oftentimes overlooked, or misunderstood. Motivation is composed of two, very important, but individual parts that combine into successful motivation. Intrinsic and extrinsic motivation is what forms complete motivation, and each have their own ideas. Intrinsic motivation is motivation which comes from within the employee themselves and internally drives them. Extrinsic motivation is external factors which drive the employee towards their targets or goals. Successful motivation can lead to many benefits, including increased social wellbeing. (Deci, E. L., Ryan, R. M.) Owners, managers, subordinates, and the multitude of areas in a business require motivation, whether it be for production, management or for the firm’s own corporate objectives. With this multitude of areas that motivation is implemented in, there is one that stands out the most, one area that many operate in, manage, and serve to its purpose. This specific area is the production stage of any business, the backbone of the business, a part that many overlook. Production is an area of business where, if there is no proper motivation, the whole process could crumble and
fall, due to employee motivation. Abraham Maslow, an american psychologist, who created the world known “Maslow’s Hierarchy Of Needs.”, which explains that humans have a set of needs, that when satisfied, lead to self Actualization, which leads to benefits for psychological health. (Lester, D., Hvezda, J., etc). The “Hierarchy of needs” contains multiple levels, each with their own type of factors, that once satisfied, lead to the next level, ultimately leading to “Self Actualization”. These levels include, Physical, Safety, Social, Esteem, and Self Actualization, and each contain benefits, not just motivationally, but also psychologically for the subject. (Deci, E. L., Ryan, R. M.) This part of motivation can be easily implemented into the production process of any business, but also, the whole firm can benefit from successful motivation of its employees.
Literature Review
The production process and area of a business is essential to its success, and managers are
on the constant search for ways to improve this part of the business. While managers and subordinates look at motivation, many overlook it, and don’t look through it, in order to see the benefits increased motivation can reap on the firm. The idea that human motivation requires a understanding of innate psychological needs for competence, autonomy, and relatedness is considered “The Self Determination Theory” (SDT). (Deci, E. L., Ryan, R. M.) Created by Deci, E., and Ryan, R., it explains how goal driven behavior can help subjects to satisfy their innate human needs stated above. SDT understands the need for psychological development, and the need of satisfaction of goals, and how humans require constant growth, whether it be physically, mentally, or emotionally. This connects to motivation, and Maslow’s hierarchy of needs, due to the constant growth and satisfaction of human needs, which combine towards a complete sense
of fulfillment. Humans have an internal sense for growth and the desire of satisfying their needs, this innate psychological need for satisfying our needs acts as a basis for our own intrinsic motivation in what the situation may be. (Deci, E. L., Ryan, R. M.). This applies in effect in the production area of a business, due to employees needing to satisfy their needs, whether it be financial, social, or physical. This connects to Maslow’s hierarchy, in the fact that human’s innate needs must be satisfied, for our own individual benefits. The desire to satisfy our needs come internally, which is defined as “Intrinsic Motivation”. This internal desire leads to subjects completing their tasks, with no other topics in mind, but the satisfaction of their needs. In the production process of a business, intrinsic motivation is a factor that can not be overlooked, due to it basically acting as a backbone for the whole efficiency of the employee. If the employee desires to satisfy their physical or social needs, they will internally commit to worker harder, efficiently, and even more productively, without even thinking about their success, but their innate needs for survival.
Autonomy In Motivation
Autonomy is another important factor of motivation, and it can lead to increased
satisfaction of needs and better overall intrinsic motivation. (Bergendahl, M., et al). This specific factor of motivation can lead to increased and fruitful situations of creativity, which can lead to workers being more intrinsically motivated, whether it may be in the production or management area of a business. However, some experts in the field argue that this autonomy can lead to messy ideas and actually decreased creativity, and these experts argue that there is a strong need for structure and limits in order to be creative. (Bergendahl, M., et al). These two opposing points of view can result in the difficult decision to be creative and messy, or have employees
function with a set structure, that could limit their creativity and motivation, but possibly increase productivity. In a study by Hoyrup (2010) (Bergendahl, M., et al), employee's pointed out that internal factors were an effective source of motivation and ideas. This shows that the structure of the business does have an effect on their intrinsic motivation, but not to the effect that some experts explain.
Structure Of The Business On Motivation
In a study conducted by Jeongkoo Yoon, a professor in the University of Ajou, they
actually have two separate hypotheses, stating that structural approaches, and motivational approaches can have a drastic affect on the proactivity, and productivity of the employees in the case of Korean employees, in two large organizations in South Korea. (Yoon, J.). The author also studies how empowerment among employees can actually become problematic at a certain extent, possibly leading to a lack of organization and inability to cope to strength. The study explain how there are multiple factors, not just in motivation, but also in the actual job itself, that can have impacts, whether positive or negative on the employee’s motivation, both intrinsically and extrinsically. (Yoon, J.). The author states one of these factors as variety, and explains how a variety of tasks, especially in the production area of a business can have unexpected intrinsic benefits for the employees. While there always can be constraints, some of which that the employee may not have control over, a well known constraint is “Work Overload”, which is too much work in too little time for the employee to handle. This can lead to fatigue, which can make the satisfaction of needs harder for employees, and lead to possibly reduced motivation, especially intrinsic motivation. Due to this constraint, and the positive factors discussed, this leads one to believe that structure is the most effective way for increased motivation. In fact,
structural features of opportunities and constraints in jobs and organizations can actually directly generate proactive behavior, and can even protect employees from potential health problems such as fatigue. (Yoon, J.). The other hypothesis discussed by the author was the motivational approach, which actually highlights the role of self-sufficiency, which is widely considered a motivational construct. While structure may be necessary for beneficial outcomes, it is usually not enough for self-sufficiency, and can actually not even affect employee motivation. As stated in the article, expe
rts in the field argue that self-sufficiency may actually reduce levels of fatigue in employees, which could lead to increased satisfaction of needs, and the increased ability of being able to cope with stress. In effect, this motivational hypothesis states employees with successful jobs, in a structured organization might not have that proactive behavior, unless they possess the intrinsic motivation to increase their beliefs that they may successfully perform their tasks, and control their stress and activity. Also, Self-efficacy, in reality, can actual mediate the effects of jobs and organizations, such as variety, autonomy, organizational support, and position on employees' proactive behaviors and their levels of fatigue, in turn, allowing them to be more proactive, and intrinsically motivated in their own job, and being able to satisfy their needs in a more efficient and beneficial way, for themselves, and for the business as well.
Life Success and Happiness, Its Relationship
Experts in the field of motivation and psychologist state that a causal relationship has
been found between happiness and life success, with the fact that it can all start at the workplace. As stated in Maslow’s Hierarchy of Needs, there are social and physical needs that need to be satisfied in order to lead to self actualization and self fulfillment. While many strive to achieve self fulfillment, happiness and life success is another very important part which need to be
considered, and managed in the correct form, in order to actually achieve one’s intrinsic goals, which can be set on external conditions and factors such as intrinsic motivation, workplace setting, and level of responsibility one endures in life and work. (Cabanas, E., et al) In the business setting, the success in the organization itself, and how the subject perceives it and incorporates it internally can be an intrinsic factor that can drastically help or hurt motivation. This is viewed in the production process of a business perfectly, due to the fact that increased, and effective production and productivity on the employee’s part, can be a part of the whole picture: increased motivation. Once the organization realizes this increased production is due to intrinsic motivation on the employee’s part, the business would most likely want to nature this type of motivation. As this increase in production is a result of intrinsic motivation, on the employee’s part to achieve their goals and move steps closer to self fulfillment, the organization can take steps to also increase the extrinsic motivation that its employees can have and receive. This extrinsic motivation can be given in a variety of ways, ranging from verbal encouragements, to materialistic benefits, such as bonuses and increased wages. For example, if a manager viewed the increased productivity and increased completion of goals by a certain employee, with the correct leadership style, this manager could give out extrinsic motivation to the employee, such as a verbal compliment or small bonus for the employee. When this employee notices how their own intrinsic motivation has lead them to being recognized by their superiors, and being able to receive this extrinsic boost, this can even increase the employee’s intrinsic motivation, due to the fact that if they are completing their tasks, enjoying the time spent, satisfying their psychological needs, and also receiving this extrinsic bonus, the employee can be even more motivated, and even be more productive. This increased intrinsic motivation can reap multiple benefits, and
when implemented in the production process of a business and organization, can even be essential to the business. While the personal pursuit of goals can be the very backbone of motivation, the increased idea of allowing one to achieve increased recognition, better productivity in one’s job, and extrinsic factors which can lead to increased motivation which leads to more benefits and reasons to keep motivation in mind. Also, the satisfaction of working towards one’s goal, and achieving it can lead to increased intrinsic motivation, which can help social, mental, physical, and especially psychological factors within the employee themselves. Maslow’s Pyramid of Needs actually supports the idea that motivational, social and emotional assets of employees can have many economic benefits to the employee and to the business itself. (Cabanas, E., et al). This provides a model of how human behavior and the factors that change it, can really affect the organization for which the subject is working for, and also cements the idea that security needs, ie. physical factors such as health, life, and living conditions, must be satisfied before other levels of needs can be satisfied and lead to self fulfillment. While this increased motivation could be viewed as a method for organizations to take advantage of their workers, and achieve their own corporate goals, without the social, emotional, and physical well being of their employees in mind, in reality, this approach can lead to benefits not just for the organization itself, but also numerous benefits for the employee, many of which lead to the self fulfillment level, and overall increased happiness, success, and intrinsic motivation for the employee themselves. The term “Human Capital” has been coined to state the idea that employees in recent times think not of themselves as owners, who own careers, ideas, and qualifications, but as consumers; those who can consume goods, services, and even new knowledge for their own well being. (Cabanas, E., et al). These “consumers”, (the employees
themselves), actually view and understand their duties as a larger idea, one that is essential for a existing and successful enterprise; instead of a heavy social duty. In reality, these consumers require happiness, as an item to achieve and pursue the fulfilment of their needs, and to be able to reach the level of self fulfillment which they desire.
Personal Success in Motivation
Many managers, psychologists, and economics have resorted to the idea that workplace
success relies on personal success, and this has to come from the employee themselves. If the employee’s satisfaction of their personal needs, whatever level it may be, leads to increased happiness and perceived thought of success, this can lead to increased intrinsic motivation, which in theory, should lead to increased workplace success. (Cabanas, E., et al). In the world of the workplace, the idea that happiness leads to increased success has been heavily discussed, and has been studied in extent. According to Boehm & Lyubomirsky, happy workers actually perform better and are more productive and motivated. This can be due to increased intrinsic motivation, which leads them to desiring to pursue their goals even heavier, and allowing their happiness from the satisfaction of their past goal to propel them forward towards their next personal goal. (Cabanas, E., et al). Also, Boehm & Lyubomirsky also state that these happy workers are actually more autonomous and flexible, which can allow them to work harder and more efficient, while not depending on authoritative figure to tell them what to complete. This autonomy can lead to increased productivity, which is economically beneficial to the business, but also intrinsically beneficial to the employee themselves, allowing them to achieve their goals and move forward in Maslow’s Triangle. (Cabanas, E., et al). While personal success of the employee can change how they succeed in the workplace, their motivation when it comes to the
job is the most crucial aspect; this a
llows the employee to actually be able to achieve their goals, and have the “happiness”, which organizations want, and also be able to feel like “consumers”, (as discussed previously, which can help the employee), and accept the fact that their job allows them to achieve their goals, which motivates them and allows them to enjoy the job or task at hand, with the intrinsic motivation pushing them forwards the final level of triangle, self fulfillment. Maslow stated that happiness was defined as “being true to one’s nature, that doing what the individual is fitted to.”; this means that once the lower levels of needs have been satisfied, the individual, in this case, the employee, may now grow and work towards psychological healthy and beneficial life. (Cabanas, E., et al). If the employee allows their happiness to motivate them, and allow them to grow in their position, their productivity and performance can increase, allowing them to possibly move up in the organization, and intrinsically motivating them even more, to fulfill their goals, and be happy with their position. This also allows them to perceive their life as a “good life”, which can have the benefits of wanting to keep their status, which in itself, motivates the employee. Positive emotions are considered the backbone of this “naturally occurring” intrinsic motivation, and this relates back to the idea that happiness leads to workplace success.
Technology Changing Motivation
Currently in businesses around the world, technology is becoming a very important part
of business, in all aspects, ranging from management, with computers,, and all the way to production with machines to speed up the process and help employees learn and be more efficient in their jobs. With this increase in technology in businesses, employees are being taught and trained on how to work with this tech, and even how to service and let it do their job for
them, however, the attitude of the employee has a large effect on how these employees work with the technology, and how they let it motivate them to either to better or just give up. (Elias, S. M., et al). Businesses around the world are composed of Baby Boomers, and Generation X (Gen X), and these two generations have varying attitudes when it comes to technology, especially when it comes to age. It has been shown that Baby Boomers, those of an older age, who have a positive attitude towards technology usually have a high level of job satisfaction, which can allow them to have a higher level of intrinsic motivation, and can help them to be efficient and effective in their job. (Elias, S. M., et al). Technology has been a large part of businesses, and if these Baby Boomers continue to exhibit these positive correlations with motivation, technology and job satisfaction, it could allow businesses to motivate their employees intrinsically, and by naturally having this technology, the business can benefit from the increased efficiency and their motivated workers can reap the benefits for themselves and the business. The authors conducted their study with 612 employees, and measured their age and attitude towards technology when it work motivation, both intrinsically and extrinsically, and their overall job satisfaction. The authors used a questionnaire in order to accurately measure the answers of the employees, and while the questions were efficient in giving answers, and the questions were close ended questions, with set options that can be chosen, which actually increased the accuracy of the responses from the employees. After the quantitative data was collected, the results shown supported the hypothesis that a positive attitude with technology in the work has a positive correlation with the worker’s motivation and job satisfaction, both in old and young ages. This shows that with the current, and constant changing state of businesses around the world, many that implement technology into their production areas and all other
areas, Baby Boomers, and Gen X have been having positive correlations with this increase in technology, which then causes increased intrinsic and extrinsic motivation, which leads to increased efficiency and productivity, which is always beneficial for the business, and allows the employee to be satisfied with their jobs and enjoy their tasks. However, this study does accept the limits of a constantly changing workforce, especially with age and knowledge, and the authors state that their results will most likely change with the change of the age of national workforces and the amount of how much technology is being implemented into businesses, however, due to the increasing technological knowledge of new generations and the increase in easily accessible technology, future generations are most likely to retain positive correlations with technology, and actually be intrinsically motivated with the increasing amount of technology in the workplace.
Satisfaction of Human Needs
As Abraham Maslow stated, humans have a variety of needs, at different levels, which
need to be fulfilled and satisfied in order to lead to self actualization and intrinsic motivation actually benefiting the person themselves. With the increase in the amount of places for workers to be part within a business, the physical area of motivation and human needs are necessary to be satisfied and lead to motivation for the employee. As discussed before, each level of needs must be satisfied in order for the employee to be properly motivated and efficient in their position, however, a new area of business has been growing, begging for the attention of many, especially when it comes to the fulfillment of needs. This new area is the virtual space of business, and also the virtual stages and areas filled with millions around the world, mixed with its own set of needs which need to met. (Kellerman, A.). As the virtual space has become an area of great
importance, not just for social ideas, such as fame and popularity, but also the control of safety needs such as management of needs, and even relations and the supply of information that this virtual area can give to the end user, whose needs can be satisfied by the use of this area. As the virtual spaces have been increasing, and their needs being met and satisfied, this area has been growing when it comes to business as well, in the fact that business with high technological use, and the implementation of virtual spaces can allow the company to let these employees satisfy their needs, both social, security, and physical needs, while also fulfilling their virtual needs. (Kellerman, A.). This use of virtual spaces can allow employees to receive a sort of “getaway”, and this could relive managers or production workers of the stress they deal with. This getaway from physical uses and tasks can allow a production worker to be intrinsically motivated, and it can allow them to be efficient and productive, in order to keep satisfying their human needs, and also their virtual needs as well; allowing them to receive the benefits of both, especially psychologically. This article studies the effect of virtual needs being fulfilled, and examines the fact that these needs have a direct relation to physical needs, as described by Maslow in the Hierarchal Triangle. The growing need of virtual needs along with accepted hierarchical needs has caused a sort of competition between the two, however, with businesses heavily relying on the physical production by workers, the actual accepted hierarchical needs have a more direct and related idea and acceptance in business; with its motivational benefits, which are widely desired around production, for the case of intrinsic motivation and its &nbs
p; benefits of productivity. Method
In order to answer this research question, a large amount of research was conducted, from a variety scholarly sources, many of which have conducted their own studies on the topic, with
extensive detail in all aspects of the business, with production and the intrinsic motivation as a key term in mind. The sources that were used scholarly sources, more specifically EBSCOhost, and Google Scholar, and mainly all the sources which I found have been from EBSCOhost. It was important to find quantitative and qualitative data, in order to explain and really portray the point that intrinsic and extrinsic motivation does have an effect in business, and how it really is important for businesses, especially the production process. The qualitative data found can be used with the source’s hypothesis, due to the factors on how motivation has an effect on the amount of productivity of an employee in business, and how motivation’s benefits, (especially intrinsic and extrinsic motivation.) can lead to the psychological improvements for the employee, which leads to increased productivity and increased efficiency, which is most likely the organization’s goal for their employees in the production area of the business. Also, this qualitative data can be used in the form of charts, and graphs, and can be used as support for my claims and information that has been stated and cited in the literature review. The quantitative data, and all the statistics about the studies conducted, has been very useful in composing facts and using it as evidence to support claims and ideas that have been stated. Also, these statistics and details found have been very helpful, in order to compile and organize new information and details form ideas and form my argument. In order to find relevant information and articles I used specific search terms and search engines, the terms used were the following: “FLOW”, “FLOW IN MOTIVATION”, “MOTIVATION IN THE WORKPLACE”, “MASLOW’S TRIANGLE”, “MASLOW’S HIERARCHY OF NEEDS”, “INTRINSIC MOTIVATION”, “EXTRINSIC MOTIVATION”, “FLOW IN PSYCHOLOGY”, “ MOTIVATION IN PRODUCTIVITY”, “SATISFACTION OF NEEDS”. These search terms were used in
EBSCOhost, and in Google Scholar, and in EBSCO, I chose the options to find “Full Text Articles”, and “Peer Reviewed Articles”, in order to find scholarly and complex articles with studies conducted in them, in order to find the correct and relevant qualitative and quantitative data to correctly form my argument. I then started to read and analyze each of the sources which I found, I found around 16-19 sources, many of which do have studies and fit into my topic and area of study well. Many of which have qualitative and quantitative data, which has helped me to form my argument and support my claims and ideas. The articles found vary in length, and have various types of studies, ranging from questionnaires and surveys, to meta analysis, and it allows me to have various perspectives and ideas, with a large amount of data that allows me to form facts and ideas about motivation. For example, for Maslow's Hierarchy of Needs, the articles which I found mainly had questionnaires and surveys, which gave me a large amount of information in the area of the satisfaction of needs in the area of business, and how increased satisfaction of needs can lead to an increase in intrinsic motivation, in order to internally motivate the employee, and allow them to enjoy their job, while fulfilling their needs and moving closer towards “Self Actualization”, the highest level of satisfaction and motivation.
References
Bergendahl, M., Magnusson, M., & Björk, J. (2015). Ideation High Performers: A Study of Motivational Factors. Creativity Research Journal, 27 (4), 361-368
Cabanas, E., & Sánchez-González, J. (2016). Inverting the pyramid of needs: Positive psychology's new order for labor success. Psicothema , 28 (2), 107-113.
Deci, E. L., & Ryan, R. M. (2000) The what and why of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227-268
Elias, S. M., Smith, W. L., & Barney, C. E. (2012). Age as a moderator of attitude towards technology in the workplace: work motivation and overall job satisfaction. Behaviour & Information Technology, 31 (5), 453-467
Kellerman, A. (2013). The Satisfaction of Human Needs in Physical and Virtual Spaces. The Professional Geographer, 66 (4), 538-546
Lester, D., Hvezda, J., Sullivan, S. & Plourde, R. (1983) Maslow’s hierarchy of needs and psychological health. Journal of General Psychology. 109, 83-8
Ryan, R. M., & Deci, E., L. (2000) Self-determination theory and the facilitation of intrinsic motivation, social development and well being. American Psychologist, 55, 68-78.
Yoon, J. (2001). The Role of Structure and Motivation for Workplace Empowerment: The Case of Korean Employees. Social Psychology Quarterly, 64 (2), 195