Motivation Paper by Sandeep Gandotra

Motivation Paper by Sandeep Gandotra

 Motivation is defined as the processes that account for an individual’s intensity, direction and persistence of effort towards achieving a goal. Generally, Motivation is concerned with any goal, however in this paper the focus is towards Organizational goals. Motivation is not a trait, that is consistent across time in individuals and it depends on context and circumstances of a job situation. There have been several theories under OB which have been developed to define employee’s Motivation in work place. To understand the concepts behind each theory, I reviewed the OB concepts and prepared questions that focus on specific aspects of motivation theories. I formulated following questionnaire and interviewed three individuals in a Branch Office of Charter One Bank, a Branch Manager -BM (27, White Female, Professional MBA), Business Banker – BB (35, Male, Lebanese Ethnicity) and a Retail Customer Banker – RCB (50, White Male).

Questionnaire used to get responses from three Employees of Charter One Bank

Maslow Theory:

1. What is your job attitude and job satisfaction level in the current job?
2. What keeps you motivated in work place? 

1. What are your psychological, safety (job security) and social (sense of belonging) needs at the current level of job? 

1. At your current level do you think that your position in current job meets higher level of esteem and self-realization needs?

Herzberg’s Two Factor Theory:

1. Do the hygiene factors such as supervision, work condition, salary, relationship with peers and supervisor, personal life, security affect your dissatisfaction level at your job?

1. Do the job related achievements, recognition at work, work itself, responsibility, advancement/growth at work satisfy and motivate you to improve your performance, if yes how?

McClelland’s Theory of Need:

1. Have you, over a period of time, developed a need for achievement, affiliation and power in your job? Please describe.

1. Are these needs more important than the Maslow’s survival needs?
2. Are you motivated by competitive situations, prestige, influence, cooperation and close relationships? 

Reinforcement Theory:

1. Do the positive reinforcements, such as monetary rewards, citations, certificates augment your Motivation or desired behavior fat work, if yes how?
2. Does the reward schedule (immediately followed by desired response) matter for your next set of actions?
3. Do the variable interval (Mystery Shopper Plan) and variable ratio (Commission based on variable amount of output) rewards have last longing effect on level of Motivation?
4. Does the negative reinforcement, i.e. if an unpleasant condition is withdrawn /eliminated, help you to get motivated?

Locke’s Goal Setting Theory:

1.  Does setting specific, difficult and acceptable goals by the organization, help Motivate better performance at job, if yes please describe how?
2. Does the gap analysis and feedback on your current job function and where  the goal is set at (where you want to be in say next 5 years), induce better performance and results?
3. Does the Management by Objectives (MBO) help you achieve your goals?

Equity Theory:

1.  Do you think you are rewarded equitably according to your effort based on social comparison in the job?
2. Does negative inequity Motivate you more i.e. if you perceive inequity at workplace, do you feel motivated to restore sense of equity?
3. When inequity exists in workplace, would you change your performance effort, exit/quit the organization or would rather change comparative peer/ rationalize your social comparison, in terms of ratio of rewards to your input (efforts)?
4. Do the fair rewards and perceptions matter to you?

Expectancy Theory:

1.  Do you have expectations from your job and do you feel that you would be rewarded adequately, if you performed well in a given year?
2. Have the rewards based on performance in past years been attractive enough?

Job Design Theory:

1. Is your job interesting enough to keep you motivated to come back to work every day?
2. Please finish the enclosed job design questionnaire (Table 7-2) to calculate your MPS/Motivation Potential Score.

Findings from the questionnaire can be summarized below:

1. Compare and contrast the motivation and job attitudes of a single organization:

The Branch Manager (BM) who is young 27 year old professional manager had joined the branch after 5 years of work experience at Bank of America. She seemed to be very motivated by the virtue of series of promotions and success in her early career stage. The Branch Manager (BM) is also a Registered Investment Representative, sees a path forward to become Vice President in the bank, and has high degree of esteem while working on her job.