Motivation Program

Motivation Program

PSY/201

Dr. Bettye Griffin

To begin, my motivational program addresses achieving success if the workplace where performance is rewarded. It is important to set goals, and to have a desired level to reach.

First, start out by evaluating what motivates you. Everyone has different motivations, and we all have different reasons for doing things. Once your motivations are revealed ask yourself what your goals are. It is important to set goals for yourself. Without goals we have nothing to work toward. In many work places a program is not set forth for the employee. Often times, promotion only happens with time, rather than performance. If you know what your goals are you can improve your work ethic and achieve your desired outcome.

Second, having something of value and then losing it is a form of motivation called, drive-reduction motivation (Feldman, 2013). This is not something you can typically control or prompt, but in some situations this is valued. For instance, if you have a job where you build a team and you have put an outstanding amount of work into building it, then lose someone on the team, you will be motivated to find another person. This also applies to commission. When an individual receives commission it is a motivator. When the individual does not make commission this will push them to work harder to get it.

Third, is where there should be a build, break, build formula implemented. Encouragement is one of best motivators. Compliment their performance first and then bring up one of their negatives. After identifying their negative, embrace that with another positive. What is does is makes the individual feel good about their progress, but helps them realize that they have something they need to work on. Throughout this entire process progress should be tracked and reviewed on a weekly basis. Seeing some sort of chart will help visualize where their weaknesses lie....