Managing Individual Behavior

Managing Individual Behavior

Introduction

Different people are motivated by varying events or occurrences. During this time, the individual either successfully fulfils their goal or fails. The determining factors include their capabilities, resource availability, and support from the people around them during such a time. An individual may be unaware of their motivators until opportunities arise. Most individuals miss out on opportunities that may motivate them to achieve goals due to concentration on the challenges that accompany the completion of such roles. People who maintain open minds in all situations or are self-aware are more likely to seize opportunities that seem unattractive yet hold significant rewards.  As observed in the case below, motivators deliver more than just the promised reward if they are identified.

The Experience

At my undergraduate education level, the learners are expected to complete an industrial attachment as part of the course. The individual chooses the institution or has the faculty post them to any company. I was motivated to join a specific company for my internship program because I admired the brand. I decided to pursue the attachment instead of waiting for the faculty to randomly post me to an institution. The motivation behind this was the dream to work in the company in the future.

Reflection

This opportunity motivated me because it represented a bright future for my career.  According to Herzberg’s Hygiene theory, learning opportunities can motivate certain individuals (Haque, Haque, & Islam, 2014). Therefore, the opportunity to increase gain professional experience from the specific company was motivating. Maslow’s hierarchy of needs highlights the different levels that motivate individuals (Mawere, Mubaya, & van Reisen, 2016). According to my lecturer, the self-motivation to make applications for my internship was captivating. The lecturer encouraged me to pursue the process and advised me on the best approach. The lecturer also provided an internal contact that I could use to follow up on the application process. In this case, I sought to achieve career and education goals through the internship program.

Abstract Conceptualization

Motivation is an abstract concept that varies from one individual to the other. In my case, I was motivated by the idea of seeking an internship, which would improve my career goals in the future. It represented an important intrinsic aspect that I may not have been aware of until the opportunity came up. Very few of my peers were willing to take on the responsibility because it was challenging. Suppose the institution had required all students to do the same, I am doubtful that this sought opportunity would have motivated others equally. This leads me to question an individual’s knowledge regarding what could motivate them to achieve their future goals successfully. In fact, the determination that an internship can be used beneficially may not have been common among all students.

For instance, in a work setting, employers are encouraged to seek the different aspects that could individuals (Forman, 2018). This approach is expected to offer each employee relevant motivators (Mladkova, Zouharova, & Novy, 2015). In a case where employees are not aware of their intrinsic motivators, they are likely to choose below-average rewards or fail to recognize hidden opportunities that could motivate them. In some cases, the employer is in a better position to choose the reward than the employee. At least 20 per cent of employees value training and career development as opposed to monetary rewards (Chadwick, 2019). With this information, it is likely that institutions can offer development opportunities by default (Sharma & Shirsath, 2014).

Experimentation

In the future, I intend to remain open to motivation strategies that are presented by others. These opportunities could motivate despite the lack of knowledge until they are offered. I could also seek out hidden opportunities that can motivate me to achieve various goals. This involves the exploration of different strategies that I can utilize to achieve my goals. In an employment setting, I will seek information from employees about their motivators and still offer development opportunities (Ellis, 2013). At the same time, I intend to support employees once they identify opportunities that they can use beneficially. Pursuing these opportunities is also determined by the supporters within the environment

.Conclusion

Motivation varies from one person to another. Different factors may hinder or enable the realization of opportunities. The individuals that surround a person affect their perception of motivation. It is normal for individuals to be unaware of factors that motivate them. In addition, opportunities or responsibilities that motivate an individual may rise unexpectedly. It takes an open mind to assess the opportunity and its value. If an individual is not alert to the value that they may derive from a certain opportunity, they are likely to lose it. Concentrating on the available opportunities and the associated challenges may backtrack an individual from pursuing the option. In such cases, most individuals opt for the easier options and abandon the challenging options. In an employment setting, training and development opportunities always motivate most individuals to a certain extent, thus highly recommended for inclusion in the company’s motivation strategies.

References

Chadwick, G. (2019). 5 Factors that affect employee motivation. Retrieved from https://www.penguins.co.uk/incentive-travel-blog/5-factors-that-affect-employee-motivation

Ellis, R. K. (2013). Knowing Your Motivation Can Help You Find the Right Career.

Forman, T. (2018). What Motivates You? Forbes.

Haque, M. F., Haque, M. A., & Islam, S. (2014). Motivational Theories – A Critical Analysis. ASA University Review, 8(1), 61-68.

Mawere, M., Mubaya, T. R., & van Reisen, M. (2016). Maslow’s Theory of Human Motivation and its Deep Roots in Individualism: Interrogating Maslow’s Applicability in Africa.

Mladkova, L., Zouharova, J., & Novy, J. (2015). Motivation and Knowledge Workers. Procedia – Social and Behavioral Sciences, 207, 768-776. doi:10.1016/j.sbspro.2015.10.163

Sharma, V., & Shirsath, M. (2014). Training –A motivational tool. IOSR Journal of Business and Management, 16(3), 27-35.

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Module 1 – Case
MANAGING INDIVIDUAL BEHAVIOR
Case Assignment
Think about an experience you had where you felt extremely motivated. In a 3-page paper, analyze this experience according to the experiential format below. Each subtitle represents a different section of the paper. You can use the subtitles as headings.

Introduction: Discuss the topic of the paper and how you will approach it. It is best to write this section after you have written the rest of the paper.

The Experience: Begin with a specific situation/event. Describe the experience where you felt extremely motivated. Be objective and focus on just the facts: who, what, where, when, and how.

Reflection: Reflect upon that experience from the multiple perspectives of other people involved or affected by the experience. Step back from the situation and look at the experience from your own viewpoint and the viewpoints of other parties involved or affected. Look at the circumstances surrounding the experience from every relevant perspective. Why was the experience motivating to you? What did others do that increased your motivation? Was the situation (or would the situation) also be motivating to others? (Note: Your discussion of theories and models from your module materials belongs in the following section.)