MGT4479 Assignment2 DatNguyen 1596870

Homework 2
Our level of motivation determines whether we succeed or fail on our own (Cherry,
2022). Every element of our life is impacted by motivation, including our health and wellbeing,
academic achievement, and work satisfaction. We learn more effectively when we are driven to
do so, and we perform better when we are driven to study. In this post, I'll examine three key
motivation-related concerns, including my preferred motivation theory, the manager's approach
to inspiring subordinates, and my own motivation.
Review the idea of motivation together with some of the information I have gained using
the Google platform after that. I've observed that there are several theories that address
motivation, including Maslow's theory of the hierarchy of needs, Herzberg's two-factor theory,
McClelland's theory of requirements, and McGregor's Theory X and Theory Y. Maslow's idea is
regarded as the most compelling, in my opinion. I learned about the hierarchy of needs
throughout my previous semester. According to Maslow's Hierarchy of Needs, human needs may
be classified in a hierarchy, with physiological requirements (such as those for food, water, and
shelter) at the bottom and needs for safety, love and belonging, respect, and self-actualization at
the top (Robbins & Judge, 2009). This hypothesis contends that if lower level wants are met,
people will be driven to meet higher-level demands.
I strongly agree with Maslow's Motivation Theory because it is founded on the premise that
human needs are arranged in a hierarchy, starting with fundamental requirements like safety,
security, and physiological needs, then moving on to psychological requirements like love and
belongingness, then esteem requirements like respect and recognition, and ultimately self-
actualization requirements like personal development and progress. A manager may encourage
their staff by giving them the tools and motivation they need to meet their needs by having a
thorough awareness of each employee's demands. A manager has a range of options for
motivating their staff. This might entail supplying incentives like bonuses and awards, providing
chances for development and progress, fostering a pleasant workplace culture, and providing
recognition and feedback. They should also pay attention to their subordinates and get to know
them better to comprehend their unique demands and motivations. Feeling a sense of success,
recognition, and purpose personally inspires me. I am motivated to accomplish my goals because
I know I am making a difference and doing something worthwhile. Also, the idea of gaining new
knowledge and having the chance to advance and develop motivates me.
To inspire employees effectively, a manager must first understand what drives each
individual worker because everyone has distinct requirements and desires. Understanding your
staff is one of the first stages of being able to encourage them. Each has a distinct motive since
they all have different requirements. Depending on their age, gender, and personality, they may
have different demands. So, before providing motivating advice to each employee, a manager
must understand his team. The best tactics may be developed once the needs of everyone have
been identified. In addition to meeting a person's most fundamental physiological needs—such
as food, water, shelter, and sex—managers also have a responsibility to provide a positive work
environment. Before considering alternative techniques to encourage your staff, consider these
two essential elements. Group activities and staff member proximity are other important
variables for managers to consider. In certain circumstances, it is the hard effort of other
employees that drives people (Astuti & Amalia, 2021). As a result, motivation is an issue that
must be addressed for all employees in the organization, not just one. Salary and bonus elements,
on the other hand, should be incorporated as one of the techniques for motivating personnel.
Workers must be fairly rewarded for the value they bring to the organization. Furthermore, extra
incentives are offered to employees who meet their goals and put in extra effort at work. Bonus-
based motivation is likely one of the most debated problems because how much and how to
award to both encourage employees while not putting financial strain on the organization
(Premuzic, 2013). Furthermore, the motivation within each employee is the most effective and
long-lasting motivator. Managers must focus on employee objectives, as well as the information,
experience, and personal growth that employees will acquire in the future.
My inspiration stems from understanding what I want out of life and then figuring out
how to get it. I am a recent graduate who aspires to be financially self-sufficient and does not
rely on his parents for assistance. Thus, what I need is money, job experience, practical
knowledge, and new contacts to assist me advance in my profession. Extra bonuses and the value
I gain from my work are two of my top three motivators. This is what I saw the most throughout
my time as a marketer. My inner motivation is directed toward spiritual values, intellectual
values, and experiences that inspire me to focus and devote more time to my job. This is my self-
conscious motivation to push myself harder. Also, the extra benefits are significant to me. I have
been and continue to be financially self-sufficient, so the extra incentives as a morale booster
motivate me to strive for greater prizes. Finally, consider the company's employee relationships.
I always prefer a firm with a pleasant working atmosphere where the workers are friendly and
eager to help one other over a company that pays well but has a skewed employee relationship.
References
Astuti, W., & Amalia, L. (2021). The Relationship between Work Motivation, Job Satisfaction,
and Employee Performance: The Moderating Role of Psychology Capital and The
Mediating Role of Organizational Commitment. Journal of Theoretical and Applied
Management (Jurnal Manajemen Teori Dan Terapan), 14(2), 102–128.
https://doi.org/10.20473/jmtt.v14i2.26192
Cherry, K. (2022, November 7). The Psychology of What Motivates Us. Very well Mind.
https://www.verywellmind.com/what-is-motivation-2795378
Premuzic T. P. (2013, April 10) Does Money Really Affect Motivation? A Review of the
Research. Harvard Business Review. https://hbr.org/2013/04/does-money-really-affect-
motiv
Robbins, S. P., & Judge, T. A. (2009, January 1). Organizational Behavior.

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Homework 2

motivation-related concerns, including my preferred motivation theory, the manager's approach

to inspiring subordinates, and my own motivation.

people will be driven to meet higher-level demands.

been identified. In addition to meeting a person's most fundamental physiological needs—such

my time as a marketer. My inner motivation is directed toward spiritual values, intellectual

Mediating Role of Organizational Commitment. Journal of Theoretical and Applied

Management (Jurnal Manajemen Teori Dan Terapan), 14(2), 102–128.

Research. Harvard Business Review. https://hbr.org/2013/04/does-money-really-affect-

Robbins, S. P., & Judge, T. A. (2009, January 1). Organizational Behavior.

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