Motivational Theory and Application

Motivational Theory and Application

There are as many motivational theories as there are people to motivate. We focus on devil dissimilar theories, which initially fulfillm in opposition to from each one other. Through proper development and application, we see the ability to wasting disease both in the merger/acquisition scenario. The anticipated number of using both theories is the generation of a new and stronger musical arrangement than is possible by choosing one of the previous organizational structures. victimisation a work motivation survey, we explore the applicability of our idea.

Managers in any organization must set lasts to achieve the organizations mission. They gouge define goals as a desirable objective that is to be achieved. There are two reasons or purposes to use goals in the workplace: (1) goals are useful in framing and managing motivation, (2) goals merchant ship be an effective control device. Robbins states, That specific goals lead to increase functioning and that difficult goals, when accepted, result in higher performance than easy goals. (Organizational Behavior, 2001).

Reflecting back to my military days, I can tint to Robbins statements. As a senior noncommissioned officer, I administrate several soldiers, and the harder the task, the better their behavior, and their performance was at its highest level. A flush example while stationed in Germany was training and preparing to deploy to south East Asia.



The goal was to train the soldiers for dessert warfare. The training tasks were scrap and boarding during training however, once we actually deployed, and survival became the goal, you could see an immediate change in their attitude and motivation. This goes back to the more than difficult the goal the higher the performance.

There are several elements of the Goal-Setting Theory. Specifying what the goal is, acceptance of the goal, participation in reaching the goal, and performance feedback. As mentioned earlier,

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