Part 1
In this Essay, I will discuss how relevant theories and views of motivation can be applied to develop the motivation of people in sport and fitness environments. I will be discussing three different theories; Need achievement theory (McClelland, 1961; Atkinson, 1974), Maslow’s hierarchy of needs (Maslow, 1943) and finally, Herzberg’s motivators and hygiene factors (Herzberg, 1975). I will focus my arguments on working and participating within a fitness environment and what motivates a Fitness Instructor or Personal Trainer to work within the leisure industry.
David McClelland described the self-motivated achiever and why they were motivated. He said that one of the main types were the need for achievement, a person who is 'achievement motivated' and seeks the achievement of realistic but challenging goals. McClelland claimed that everyone is motivated to achieve a goal, he also claimed that only a small percent of people are highly motivated (Everard et al, p.90, 2009).
Considering those members of a health club or gym, that enter all of the competitions and have been members for years, often referred to as the die hards; these customers are very much motivated by achievement, whether that be weight loss or completing a challenge. This is the most pertinent argument within a fitness environment. McClelland identified three main characteristics that are displayed by self-motivated achievers and these go some way in understanding their motivation (Everard et al, p.91, 2009). First, achievers like to set their own goals; Those customers that enter the competitions have set goal and targets within their training and are will only seek advice and guidance from the trainers and will often carry a notebook to record their training. And often want to win competitions to justify their hard work.
Secondly, they often avoid extremes of difficulty. The customers often set goals that are difficult but well within reach. Although, they may appear difficult to others. A good example would be aiming for an improvement in strength with a specific exercise. This will often be one or two more repetitions or a percentage or two in one repetition max. But no more than this at any one time. Again, this can also be linked to their desire to win
Lastly, achievers prefer tasks that provide immediate feedback. This can be identified at the end of a session with a trainer, or even the completion of an exercise, where feedback is immediately sought. When not training with a trainer, these customers will often seek out an instructor to discuss achievement. Achievement-motivated people are generally the ones who make things happen and get results and they prioritise achieving the goal above enjoyment.
The needs achievement theory explains the motivational factors and behaviors of high achievers, particularly in an exercise and fitness environment. However, it does little to explain the motivational factors if the high achievers fail, despite the careful selection of goals. The theory is also intrinsic in its nature and does little to explain external motivators and their role in achievement.
Maslow (Everard et al, p.84, 2009). suggested that a humans needs can be thought of in different levels. Maslow's ideas surrounding the hierarchy of needs are really useful when regarding the responsibility of employers to provide a workplace environment that encourages and assists people to fulfil their own distinct potential. Each of us are motivated by needs, our most basic needs are intuitive. Maslow's hierarchy of needs helps to explain how these needs motivate us all. Maslow's hierarchy of needs states that we must satisfy each need in order, starting with the first, which deals with the most basic needs for survival itself. Only when the lowest order needs of physical and emotional well-being are satisfied is the person going to look at the higher order needs of influence and personal development.
Maslow, stated that there are five levels of hierarchy; Physiological, Security, Social, Ego and Self realisation. In terms of working within a fitness environment, the base needs would really be that that the facilities are safe, breaks, lone working etc. If a Fitness Instructor feels that there basic needs and rights aren’t been looked after, then they will not attempt to improve their role within the organisation. Working within the fitness industry there is a huge amount of continued professional development (CPD) and every year there is a new development, training method or tool. There is often a need for an instructor to gain that extra knowledge or to use a method that is not utilised by their peers. This falls very much into the ego needs (Everard et al, 2009). Often Instructors and Personal Trainers want to stand out from the crowd and show that they are ‘better’ than the rest of the group. Which goes against the role of an instructor, which is sharing knowledge.
Maslow’s hierarchy states that when one need has been achieved that the next need can be worked on. I would argue that the needs are blended. A fitness instructor must achieve certain qualifications and continue to do so, in order to work within the industry. This would satisfy the self realisation need but arguably satisfy the ego need. I would also argue that by improve skills and knowledge, an instructor would hope to gain a wider range of clients, this could satisfy the social and ego need.
Herzberg stated in his findings that factors of motivation could be split into two categories called Hygiene factors and Motivation factors. The Hygiene factors are essential and can demotivate if they are not present, but don’t necessarily create satisfaction and motivation when they are present. But, the motivation factors do motivate the person or create satisfaction and are not really the cause of someone to become dissatisfied. Herzberg identified the hygiene factors as been the environmental factors and the motivation factors as been the work content, (Everard et al, p.89, 2009).
There is a reasonably high turnover of staff within the fitness industry and this could be accurately reflected within the hygiene factors. Herzberg identified that money was a possible factor for dissatisfaction and as an example of this; traditionally, pay within the fitness industry is low, falling just below £15,000 (www.payscale.com. 2015). Working hours may also be a factor in this as gyms and leisure centers are open long hours and weekends. Herzberg identified working conditions as an environmental factor.
However, within the leisure industry, there are a great deal of motivating factors. It can be hugely satisfying when a client achieves their goals. In addition to this, there is a great deal of responsibility placed on an instructor, dealing with people’s health and fitness and creating healthier habits. Work content itself can be a motivational factor; working as an instructor is varied, often training a wide variety of people to achieve very different goals.
Herzberg’s theory translates well into the leisure industry. The role of an instructor is challenging, varied and interesting enough to use all of an instructor’s ability and knowledge. However, Herzberg’s theory is based on asking people what they think about their own personal sources of satisfaction and dissatisfaction in their work. People may often claim that their own performance and role provides them with satisfaction, whilst blaming any dissatisfaction on their employers, such as pay, managers and other instructors.
In conclusion, the three different theories that have been discussed do highlight some important factors for both fitness professionals and their managers to consider. Maslow’s and Herzberg’s theories are very closely linked, as stated in (Everard et al, p.90, 2009). and are reflective of employment within the leisure industry. All three theories can ultimately be broken down into external and internal motivators, with McClelland’s need achievement theory being mainly internal. It’s clear motivation is not standard but will vary for the individual and in the specific situation. The motivating factors will change as the situation changes. These theories consider that there are some basic requirements that employers must put in place to ensure that their employees are satisfied, such as, a reasonable pay rate, good working conditions and provide encouragement feedback and support. Interestingly, Instructors must also supply their clients with encouragement feedback and support to achieve success with them. Feedback is evident amongst the three theories discussed. In order for an individual within the leisure industry to motivated accurate feedback must be given in a timely manner.
McClelland’s Need achievement theory gives some insight into what motivates a client or participant in fitness activities, particularly those that are very competitive. The use of small, achievable but difficult goals should be utilised in order for the client to feel achievement and therefore motivated.