Applied Motivation
Currently, with some classmates, we have a study group, with which we meet to share knowledge of a particular class. This group was formed basically by cultural affinity since we are all Latin American, and we saw that having the same mother tongue and coming from the same or similar countries makes it easier to work as a team.
We are aware that this is not the most ideal, since we know that in real life we will not be able to choose our partners in the work teams that correspond to us, but for now, it has worked very well for us.
This group's main objective is to share the knowledge that each one has in the computer science areas, mainly, to advance the Cengage workshops of our business applications class. My role in the group is to lead it since we realized that I have knowledge above the average, in computer applications such as Word and mainly Excel.
Plan to increase motivation among group members:
Set goals. When we started, we were not clear about what grade we could achieve in each of the tasks. According to Locke's goal-setting theory, clear and challenging goals can increase intrinsic and extrinsic motivation. Therefore, now that we know each other better, we will establish a higher %, as the goal to achieve. This will encourage us to strive and improve ourselves more and more.
Constructive feedback. According to Skinner, reinforcement theory states that positive reinforcement, such as recognition, among others, increases motivation. We will create a board that we will feed with the achievements of each one, and how we have been improving since we started until today. With this we will strengthen our self-esteem and motivate ourselves to continue giving the best of each one.
Rewards. According to Adams' equity theory, people are motivated by fairness and justice in rewards. Therefore we will establish rewards for the first one to finish each workshop and will be invited by the others to have a coffee. This will surely motivate us to make an effort and finish the work, especially when we no longer want to continue.
Growth opportunity. According to Maslow's theory of self-actualization, he establishes that personal growth, as well as professional development, activate motivation. With this clearer, we will establish that the person who does it better than the leader can replace him. We have already seen how some members who at first did not show any interest in some of the workshops now show interest in the opportunity to lead the group.
Create a positive and collaborative work environment. Based on the theory of social reinforcement, which holds that the social environment has a significant impact on motivation, we will foster a positive work environment, where we value and respect opinions no matter how different they are from each other. With this, we aim for greater motivation and commitment from each one of the members of the group.
Empowerment. This theory refers that when the participation of each one of the members of a group is openly allowed, making decisions, participating in the discussions respecting their points of view, the commitment to the team and the motivation for the activity that is carried out are increased. Although we clarify that our group is not authoritarian, I will advocate that from now on, each of the members is listened to as they deserve and on an equal footing with the others.
Conclusion
In conclusion, I am sure that each of these proposed strategies will motivate each team member to give their best: Setting goals provides direction; giving feedback fosters growth; rewarding motivates and rewards; empowering generates autonomy and responsibility.
By implementing these strategies in our motivation plan, a more stimulating and satisfying work environment can be created for the group, which in turn can improve their performance and achievements.
References:
Introduction to Process-Based Theories of Motivation.
Authored by: David J. Thompson and
Lumen Learning.
License: CC BY: Attribution
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