Before answering this question, let's think about this: When will one be motivated to work? and why?
-Monetary gain?
-Self-satisfaction?
-Challenging job?
-Freedom?
-Treated fairly in workplace where there is no bias?
There are few theories explaining what motivation is. Let's read about the scenario below:
"Ann, I don't want to work at here any more.."
"Why? U have found a new job?"
"No, I just find it meaningless for working at this primary health care center. Everyone is doing their own work alone, without helping each other. And..you see, Mary and John are always late, while Carmen is always finding an excuse to go out to serve her private patients. Although they don't do their job well, they still get the same salary, as us. No matter how hard we work, there is no promotion and we don't get higher incentives. It is very unfair for us! I lose my motivation to work!"
Why does the girl want to quit the job? Because she is not treated fairly and the outcome she gets is not proportional to the effort she puts. So, in this scenario, it involves 2 theories: Equity theory and expectancy theory.
1) Equity theory.
It says that motivation will be enhanced if people think they are being treated fairly.
2) Expectancy theory.
It explains that motivation is a function of 3 distinct concepts:
a) Expectancy. It is based on the perceived effort-performance relationship. It is the expectancy that one's effort will lead to the desired performance and is based on past experience, self-confidence, and the perceived difficulty of the performance goal. For instance: If I work harder than others, will I produce more?
b) Instrumentality: It is based on the perceived performance-reward relationship. It is the belief that if one does meet performance expectations, he or she will receive a greater reward. For instance: If I produce more than anyone else, will I get a bigger raise or faster promotion?
c) Valence: It refers to value the individual personally places on the rewards. It can be one's needs, goals, values, money, etc. For instance: Do i want a bigger raise? is it worth the extra effort? Do I want a promotion?
In another words, motivation= expectancy x instrumentality x valence. In the scenario above, the worker does not perceive ''instrumentality". As a result, there is no motivation to work.
Are there any other theories? Read the following:
Dr. A is sent to puskesmas X to work. After several days, he finds that the medical record system is poor, and there is no one there to help him out, except 1 nurse. Some of the workers come to work late, but leave the puskesmas earlier than anyone else. When he asks the admin about the data, e.g. the top ten disease in that puskesmas, the time sheet of the workers, the admin can't show him any data about that. There is no teamwork, no management, and no health information. They don't communicate well with each other.
"Doctor, the working condition and the health system in this puskesmas are very poor. Why are you still enthusiastic about doing your job here?"
"Well, Ann, don't you think this is challenging? I am so glad that I finally get a very challenging task. I want to solve the problems here and then improve the health system of this puskesmas, including the management, within 6 months. I believe that I am able to do this".
After reading this scenario, can you answer why Doctor A is motivated to work? Because the job is challenging and he thinks that he is able to do so.
2 theories can be applied in this scenario: Goal theory and self-efficacy theory.
1) Goal theory.
It explains that motivation and performance are higher under 3 conditions: i) specific goals of individual; ii) goals are challenging and difficult to achieve; iii) feedback on performance.
2) Self-efficacy theory.
It explains that people are more likely to be motivated to do a better job if they believe they are able to do so.
In conclusion,
one can be motivated by intrinsic factors (e.g the goals, expectations, self-satisfaction, etc) and extrinsic factors (e.g money, promotion, benefits, etc). With the motivation, they can perform better when they are on duty. However, if one is not capable, and is not given a chance to work, no matter how one is motivated, they still cannot perform in the workplace.
So, train your workers, give them a chance to work, and motivate them! ;)
p/s: there are few more theories mentioned in the lecture note "motivation". So, remember to read it =)
Reference:
1) Dr. Andreasta Meliala. Lecture: Motivation.
2) http://www.12manage.com/methods_vroom_expectancy_theory.html
3)http://www.quickmba.com/mgmt/expectancy-theory/
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