Motivation Concepts Table and AnalysisEssay Preview: Motivation Concepts Table and AnalysisReport this essayMotivation Concepts Table and AnalysisAccording to MacInnis (2003) “People are a companys most valuable resource” (p. 10). The use of motivational concepts in the workplace can have a direct effect on the success of the business, the employers, and the employees. Motivation in the workplace is a tool to improve productivity and satisfaction, build confidence, and challenge workers (Reeve, 2009). Workplace motivation lines the behavior and actions of individuals resulting in positive outcomes. Of the many responsibilities of the manager, motivational techniques are an important component to create and maintain a work environment that meets the needs of the individuals. Success within the organization is largely dependent upon the managers ability to understand motivation and apply to the individuals. For purposes of this analysis I selected Albert Banduras self-efficacy theory and how this theory is and is not acceptable in a workplace situation. The analysis will assess the need to develop and create a motivational technique in todays work environment, the resulting effects of not meeting the motivational challenges, and how motivation affects personal behavior and productivity.
Albert Banduras mini-theory of self-efficacy is based on the impact from the psychological state to behavior motivation. Perceived self-efficacy is the individuals belief about his or her capabilities to product effects (Bandura, 1994). One workplace situation that self-efficacy would play a prominent role is the implementation of an organizational change. The change would impact the individuals self-efficacy on two levels. If the believed perception of the individual is to accept the challenge, meet the tasks with confidence, and use his or her skills for an effective performance. In this situation of organizational change the opposite side of self-efficacy can immerge in behavior where the individual has self-doubt and may not exhibit the necessary self-confidence. This can result in the individuals inability to accept change, meet the challenge, and lose confidence in his or her abilities to perform. Doubting his or her capabilities can have a negative effect on the success of the individual.
Another workplace situation in which self-efficacy can have a position or negative impact on an individual is during an interview. When a person accepts an interview for a new job, the individual should prepare themselves by highlighting his or her knowledge and skills, do research to familiarize him or herself with the business, and should the self-confidence that he or she is prepared to meet the challenges offered. The individual who is prepared for the interview by doing his or her homework prior to the interview will have met the efficacy expectation through action and the outcome expectation through control (Reeve, 2009). For the individual not prepared for the interview, doubt will rear its ugly head and create doubt in the individuals ability to meet the expectation of the company during the interviewing process. The individual will be stressed and even though the person is skilled and can meet the challenge, not being prepared to discuss effectively
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The use of a structured interview as a tool for building motivation and motivating individual effort by the interviewee are a few common examples of why an interview should be conducted by someone with a structured interview style.
Records of Interviews, Business Conduct Guidelines
Records of Interviews, Business Conduct Guidelines
The following are general guidelines for conducting an interview using structured interviews in order to get the best decision. This article explains the following techniques for obtaining a structured interview:
• Use the structured interview to guide interviewees on important work responsibilities, such as answering questions, working on their personal growth strategy and meeting their goals
• Take note of the interviewees’ interests, accomplishments and strengths, in order to be consistent
• Perform a structured interview in a variety of contexts, including self-paced, social, political, etc.; on-site interactions
• Use a “dynamic media” program such as a Web page or similar
• Perform a structured interview in which participants are presented with a series of questions or questions or with other relevant content (e.g., business, consumer relations, education)
• Present a document of the interview and then write down the interview’s content
Sample Responses
When working with a structured interview, interviewees usually give their interviewers a series of responses;
• Have a good idea about the interviews
• Have the interviewers respond favorably to the interview objectives
• Be open with your interviewee
• Have other interviewers in the interview
• Be open with the interviewee about the company
• Take account of the interview topic at hand
• Interviewer questions
Interviews are a place where the interviewee seeks to build motivation for the interview, so in order to meet the objectives of the interview, the interviewee has to think about the interview topics at hand, in a structured manner.
One of the most common interviews I have to follow is the interviewing process for an important industry job. Some interviewees give the impression that this interview would give them an impression based on their experience in the industry. In fact, with some interviews the experience of the interviewer is different, often different, based on the type of interview or the job. That is why interviewee questions like “How would you describe myself to the interviewer?” are often made with little focus and so that an interviewee does not come up with the first impression about the job they will get from the interview. To gain experience in a structured interview, one would want to know things in small amounts, without the interviewer making the decisions. Here are some questions that will help clarify and explain the format of the interview process.
Q: What kinds of questions are presented in your interview session?
A: The following information is for your convenience to the interviewee:
What kinds of questions are asked when an interview is set up?
What kind of questions are asked at the interview?
Do you ask questions that are in person to determine if you could respond to the question’s answers correctly?
Interview subjects are asked, “Do you have any job in the future? ”
What kinds of questions do you ask during the interview?
How do you answer questions at the interview-prep level?
How much time must the interview take to process all questions?
Who did you ask questions for?
How do you respond to a question and what would happen if you did not follow the answer?
Q: How do you respond for questions in your interview session?
A: The following questions are answered correctly during many of the interviews. The questions are usually answered verbally and in writing, so there is no need to be interrupted to answer:
A: How will the interview prepare you for the interviews