Using Strengths To Increase Motivation

Reasons why I agree with my results

I strongly agree with these results due to a myriad of reasons. For example, I usually take my job as a path for personal advancement rather than a punishment, and this motivates me to execute the delegated duties diligently. I usually contemplate that through the job I always gain my experience and skills which will help me to succeed in life. In addition, I am always keen to perform the assigned tasks with little or very minimal supervision. Moreover, I always contemplate that setbacks are part of every job, and this makes me seek for ways of solving any challenge that may arise rather than letting that challenge negative affect my level of productivity. Consecutively, I am always optimistic that the road to success is not always smooth, and unless I remain focused to the set goals, I cannot manage to succeed in future.

Strategies to advance my career using my strengths

There are numerous strategies that I can embrace in order to advance my career. For example, one of my strengths is the ability to contribute to discussions concerning my abilities as an employee. Through this strength, I will focus on starting discussions about my weaknesses as well. This would enable me to clearly understand areas that I am not perfect in, and focus on ways of improving them. Some of the ways of improving my weaknesses will be attending training sessions, job orientation, teamwork and embracing brainstorming. In addition, since I strongly believe that I can easily overcome challenges because I have faced difficult times before, I will reinforce this strength by gathering and reading extensive information concerning ways of overcoming job-related stress or challenge. For example, I will read more concerning effective time management and effective communication and interpersonal relationship strategies with my fellow employees as well as with my seniors. In addition, I can also strive to enhance my level of receiving and providing feedbacks on a timely manner, especially anything concerning job performance.

How I can use goal-setting to enhance motivation and improve job performance

I will not only focus on setting goals but also focus on achieving the set goals within the stipulate duration. This means that I will always be motivated to direct all my efforts and energy towards the achievement of the set goals which, in the long run, will result to improved performance. Setting goals also help me to evaluate what I have achieved in a given duration and if there are some areas that I have not achieved, I can manage to enhance my level of performance in order to achieve according to the plan. Moreover, I will use goal setting in order to not only achieve the set goals and objectives, but also exceed the expectations of the management. When I manage to achieve this, there are numerous benefits that are associated with exceeding the set goals and objectives. For example, through goal setting, I will manage to achieve my targets, and this will provide me with a chance of being considered for promotion or any other form of rewarding. Moreover, I can use goal-setting in order to prevent utilizing most of my time doing tasks which are not related to the overall goal.

Ways in which my engagement as an employee and job satisfaction influence performance

There are numerous ways in which my engagement as an employee and job satisfaction can influence performance. For example, through my engagement, I will manage to interact effectively with the other employees in order to ensure that I deliver quality work. Precisely, through my engagement, I will manage to foster team work with the other employees, and this will not only facilitate high performance of the employees, but also ensure that they deliver high quality work. In addition, through my engagement I will facilitate in conflict resolution especially due to the fact that I highly contemplate that conflicts are the major setbacks that can disrupt the productivity of employees. Consecutively, through my engagement as an employee, I will manage to foster effective communication amongst the employees as well as between them and the managerial personnel. This is due to the fact that I do contemplate that effective communication plays a vital role as far as the productivity and success of an organization is concerned. In addition, job satisfaction will also enhance my productivity especially due to the fact that I will always be prepared psychologically, physically and emotionally for any task that is placed before me. Job satisfaction will prevent me from being swayed by other close competitors who might willing to recruit me. It is worth noting that the level of competition for limited resources such as talented workforce has increased more than ever before, and this means that most managers are always determined to recruit talented employees.

Motivational theories and how they aid in job performance

There are numerous motivational theories that managers embrace in order to enhance the motivation of employees.

Maslow`s Hierarchy of Needs

Maslow`s hierarchy of needs entails a five-tier model of human needs which have been organized in a pyramid. From the bottom to the top, these needs are psychological, safety, love and belonging, esteem needs, and self-actualization. For employees to perform their delegated tasks effectively, the first two needs at the bottom of the hierarchy must be met (McLeod, 2018). This means that safety and psychological needs must be met in order for employees to perform. If the manager fails to meet any of these two needs, the employees would not settle even if they happen to physically report to work.

McGregor`s theory X and Theory Y

Theory X managers are always pessimistic about their employees, especially due to the fact that they assume people are naturally unmotivated and they dislike work. In addition, these managers assume that employees must be supervised at every step, forced, controlled and threatened to work, and they do not require to be enticed in order for them to perform. On the other hand, theory Y managers are always optimistic and positive about employees. These managers assume that employees perform best when they are given full autonomy or freedom in the execution of the delegated tasks, decision making, as well as taking ownership of their work.

Intrinsic motivation theory

This theory of motivation stipulates that employees are derived by internal aspects and if employers can make use of these internal drivers they can greatly enhance the overall performance of the employees. For example, if an employee has a pursuit for knowledge, the manager can  focus on ways of enhancing the knowledge base of such an employee, which would in the long run be translated into increased performance. This means that if an employee is highly interested in gaining knowledge concerning how to use computers, the manager can allow the employee to associate with computer experts as well as interact with computers in order for him or her to gain computer skills. Other employees are highly interested in becoming team leaders, and if managers can provide them with an opportunity, these employees would work very hard to prove to the managers that they can really be good team leaders. They would work hard not to disappoint their seniors, which in the long run would result to increased level of productivity.

Extrinsic motivational theory

This theory stipulates that employees are always motivated to work harder if they are promised any form of tangible reward at the end. For example, employees are determined to work extra harder if they are anticipating to get something after completing the work. Apparently, it is worth noting that these rewards can be tangible or psychological in nature. Examples of these tangible and psychological rewards are trophies, awards, wage, some days off, among others.

Self-determination theory

This theory stipulates that human beings tend to have three innate psychological needs which are not limited to the need to feel related, the need to feel competent, and the need to feel autonomous. The spear headers of these theory stipulated that when people feel autonomous, competent, and self-determined, they tend to freely seek what interests them. In most cases, employees are motivated to work harder if these innate psychological needs are met.

References

McLeod S., (2018). Maslow’s Hierarchy of Needs. Retrieved from, https://www.simplypsychology.org/maslow.html